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Our employees

As a company and as individuals, we act with integrity and commit to the highest standards of business ethics. We promote equal opportunity, foster diversity and we create a no-harm-to-anyone working environment across our organization. Our values are ingrained in our culture and connect us all as One Bekaert team.

We act with integrity · We earn trust · We are irrepressible!

(GRI 102-16)

 

Embracing diversity

At Bekaert, we believe in working together to achieve better performance. As a truly global company, we embrace diversity across all levels in the organization, which is a major source of strength for our company. This applies to diversity in terms of nationality, cultural background, age or gender, but also in terms of capabilities, business experience, insights and views.

Bekaert employs people in 40 countries around the world and of 50 different nationalities. This diversity is mirrored in all levels of the organization, as well as in the composition of the Board of Directors.

(GRI 405-1)

NATIONALITY DIVERSITY As Per 31 December 2018        
  # people #Nationalities #Non-Native* % Non-Native
 BOARD OF DIRECTORS 15 4 6 40%
 Bekaert Group Executive (BGE) 8 4 3 38%
 Senior Vice Presidents 15 5 5 33%
 Next leadership level (**) 97 20 46 47%
 TOTAL LEADERSHIP TEAM 120 29 54 45%
(1) Non-native = nationality other than the one of the mother company’s social seat (i.e. Belgium) (2) Next leadership level = B13 and above managers excluding BGE and Senior Vice Presidents (Hay classification reference)

The manufacturing character of Bekaert’s operations exeplains the predominantly male population, particularly among operators.

(GRI 405-1)

GENDER DIVERSITY as per 31 December 2018   
   # people Male  Female
Operators
22 029
94%
6%
White collars
5 735
70%
30%
Management
1 642
81%  19%
TOTAL BEKAERT EMPLOYEES
29 406
88%  12%

Bekaert adopts a recruitment and promotion policy that aims to gradually generate more diversity, including gender diversity. Information about gender diversity in the Board of Directors can be found in the Annual Report 2018 (chapter Report of the Board: Corporate Governance).

Gender diversity in the Board of Directors and in the Top Leadership Team of Bekaert:

GENDER DIVERSITY as per 31 December 2018   
   # people Male  Female
BOARD OF DIRECTORS
15
67%
33%
Bekaert Group Executive (BGE)
8
87%
13%
Senior & next leadership level(1)
112
80%  20%
TOTAL LEADERSHIP TEAM
120
81%  19%

(1) Senior Vice Presidents and B13 and above managers (Hay classification reference) excluding BGE

By 2025, Bekaert aims to reach a gender diversity ratio of 33% at each leadership level.

(GRI 405-1)

Age diversity in Bekaert’s highest governance bodies:

AGE DIVERSITY as per 31 December 2018   
   # people 30-50 years old  over 50 years old
BOARD OF DIRECTORS
15
20%
80%
Bekaert Group Executive (BGE)
8
25%
75%

(GRI 405-1)

Employment data

(GRI 102-8)

Segment
 
  EMEA North America Latin America Asia Pacific  BBRG TOTAL
 Blue collars 5 837 1 056 4 751 8 616 1 769 22 029
 Male 5 057 981 4 639 8 268 1 738 20 683
 Female 780 75 112 348 31 1 346
White collars 1 391 201 1 607 1 809 727 5 735
Male 907 125 1 079 1 400 487 3 998 
Female 484 76 528 409 240 1 737
Management 667 154 238 487 97 1 643
Male 556 123 200 369 77 1 325
Female 111 31 38 118 20 318
Total male 6 520 1 229 5 918 10 037 2 302 26 006
Total female 1 375 182 678 875 291 3 401
GRAND TOTAL 7 895 1 411 6 596 10 912 2 593 29 407

Most people employed by Bekaert have a permanent contract. Employees with a temporary contract are usually on the payroll of external organizations and agencies (Special Economic Zones,  employment agencies) and are hence not included in the Bekaert payroll numbers. The total workforce number of Bekaert, including temporary contracts, is about 30 000.

Most Bekaert employees work full-time. The part-time employment share is relatively limited and differs by region.
Full-time equivalent employment data by segment:

(GRI 102-8)

Segment
 
  EMEA North America Latin America Asia Pacific  BBRG TOTAL
 Blue collars 5 803 1 056 4 751 8 597 1 759 21 967
 Male 5 028 981 4 639 8 250 1 728 20 627
 Female 775 75 112 347 31 1 340
White collars 1 360 201 1 607 1 806 718 5 691
Male 897 125 1 079 1 400 485 3 986
Female 463 76 528 406 233 1 705
Management 665 154 238 487 96 1 639
Male 555 123 200 369 76 1 322
Female 110 31 37 118 20 317
Total male 6 480 1 229 5 918 10 019 2 289 25 935
Total female 1 348 182 677 871 284 3 362
GRAND TOTAL 7828 1 411 6 595 10 890 2 573 29 297

Respecting human rights

Bekaert is firmly committed to complying with national legislations and collective labor agreements. Bekaert adheres to the Universal Declaration of Human Rights and the treaties and recommendations of the International Labor Organization.

We are committed to respecting the rights and dignity of each employee. We promote equal opportunity and do not discriminate against any employee or applicant for employment on the basis of age, race, nationality, social or ethnic descent, gender, physical disability, sexual preference, religion, political preference, or union membership. We recognize and appreciate the cultural identity of our teams in all the countries in which we operate and do business.

The recruitment, remuneration, application of employment conditions, training, promotion and career development of our employees are based on professional qualifications only.

(GRI 102-12)

Code of Conduct 

(GRI 102-16)

Our hiring policy states that every new employee receives a copy of our Code of Conduct, which explains our policies and procedures as well as the behaviors we expect from all our employees. 

Our Code of Conduct covers, amongst others, key areas regarding human rights, child labor and forced labor and anti-corruption policy & procedures. Particular training programs on the Code of Conduct and on anti-corruption and anti-bribery policies are also provided to functional groups (eg. the purchasing function). In addition, the Group Internal Audit department regularly audits adherence to the respective policies and procedures, and recommends corrective actions where necessary. All policies are available to personnel on the Bekaert Intranet.

(GRI 205-2 + GRI 408-1 + GRI 409-1)

In 2018 we repeated and further extended the annual process of commitment renewal to the Bekaert Code of Conduct. All managers worldwide and all white collar workers with access to the Bekaert online global learning platform are required to annually read the Bekaert Code of Conduct, to pass a test on business ethics cases, and to renew their commitment to the principles of the Code. White collars who do not (yet) have access to this online tool, were required to express their commitment by signing a compliance form. 

100% of the managers renewed their commitment to the Code of Conduct in 2018. The process has been further rolled out to white collars worldwide with compliance endorsement by 100% of the targeted 80% white collars as a result. 

It is our goal to reach full annual commitment results from managers and white collars and to attach the integral Code of Conduct to all existing and new labor contracts of operators worldwide by 2020.

 

Performance Reviews

In order to stimulate high performance, commitment, and continuous development of all employees, the group targets are deployed into team and personal targets for everyone.  

The performance management process includes two-way personal development reviews, transparency, feedforward and leadership behavior.

Bekaert has developed a People Performance Management (PPM) program. PPM replaces the company’s Personal Development Review of the past and is our new way of looking at people performance and how we can better achieve our goals in the future. As such, PPM is part of a larger effort to become a much more performance-driven organization. 

Enablers for the new people performance management practice are: a clear alignment of team and individual goals with business priorities; frequent performance steering and coaching; fair recognition in line with the achieved performance; and better supporting tools that allow employees to keep track of their performance and ‘feedforward’ actions throughout the year. The program, the tools and the training materials were developed and announced in 2018, in preparation of the launch at the start of 2019.

(GRI 404-3)

Percentage of employees who received a performance review in 2018 (1):

PDR 

 

“How we change the future is much more productive than evaluating the past”

Remuneration & Benefits

We offer competitive salaries and benefits designed to enhance the financial, physical and overall well-being of our employees and their families. Our offerings differ country to country and are often adapted to local social security policies. We provide a wide range of employee benefits that may include retirement benefits, healthcare plans, service awards, labor accident disability coverage and paid leave. For detailed information on employee benefits we refer to section 6.15  of the annual report.

(GRI 201-3)

Benefits provided to full-time and part-time employees by significant locations of operation (> 1000 employees): (GRI 401-2 + GRI 403-6)

Benefit Belgium Slovakia China Chile US  Indonesia 
Life insurance Yes
Yes
Yes Yes Yes
Yes
Health care Yes
No Yes
Yes Yes
Yes
Disability coverage Yes Yes Yes Yes Yes
Yes
Parental leave Yes Yes Yes Yes Yes
Yes
Retirement provision Yes Yes Yes Yes Yes
Yes
 Stock ownership No No
No
No
No
No

These benefits are not provided to temporary workers (interim workers) who are not on the Bekaert payroll.

Termination and severance

Bekaert has closed and restructured several sites in 2018. The management only implements such measures when the options to restore the performance in view of securing a sustainable, profitable future, have failed or are non-existent. 

In implementing such measures, the management aims at mitigating the social impact for the affected employees by considering re-industrialization, re-employment help and a fair severance package.