Page 87 - GOLDAIR HANDLING APOLOGISMOS 2017

6

REPORT 2017

To reinforce the open door policy, twice per week, a member colleagues and superiors, the means and equipment they are 6.6. Equal opportunities and diversity
of Human Resources visits all departments at the Athens given and the training they receive. Its purpose is to provide a
airport, during specific times, to be able to talk to everybody platform for people to express themselves freely, without fear,
in person and listen to any concerns or questions they may so we can identify those areas that require improvement.
Goldair Handling recognises and protects the inalienable right Moreover, the Company applies the Internal Regulation in
have. Also, in addition to the aforementioned weekly visit,
of all human beings to work, ensuring that a strong work which all rules, rights and obligations are described in detail
members of Human Resources visit their colleagues in as Moreover, there is an open and two-way dialogue with the
culture is in place. An environment of respect and dignity is the rules, rights and obligations, the operating procedure of
many shifts and areas as they can, providing the opportunity Company’s labour union, whenever deemed necessary by
cultivated at the Company, where the equal treatment of all Goldair Handling, as well as the overall philosophy governing
to as many employees as possible to talk to them, both in either side. During 2017, the Management of Goldair Handling
employees, regardless of gender, racial origin, religion or the relations of the employees with Management.
Athens and at the regional airports. met twice with representatives of the labour union, with the
other type of discrimination, is non-negotiable. The Company
participation of 15 employees. We should note here that the
also opposes child labour and any type of forced labour.
It is worth noting that in 2017 a two-year satisfaction survey Company completed in 2017 its Employee Complaint Policy,
of our people was launched, in which they can anonymously which was announced to the entire personnel during the first
express their opinions on the company, their relations with their months of 2018.

There were no incidents of any type of discrimination in 2017 in the Company.

EXTRACT FROM THE EMPLOYEE COMPLAINT POLICY
These complaints may relate to behaviours and actions related to: TARGETS FOR 2018

Creation of 360° evaluation for executives (from Middle towards Senior Management)
• Discrimination - defined as the different treatment of • Injustice - which is defined as an act characterised
people arising from prejudice or interest. by lack of justice or an act opposing justice, in relation Creation of recruitment center
to a specific person. The injustice burdens or favours
• Harassment - defined as the behaviour that disrupts or someone unfairly compared to somebody else, and Creation of Code of Conduct
annoys, and is characteristically repeated. This behaviour violates the principles of meritocracy or equality.
is perceived as annoying or threatening. Analysis of employee satisfaction survey that either concerns further improvement of certain areas or
This policy presents all the ways available to the preservation of areas that operate more effectively. The results of the survey will serve as the basis for our
•Bullying - defined as an aggressive, purposeful act employees to communicate a complaint. It should be Strategic planning for 2018 through focus groups, meetings of the Senior Management team with people from
or behaviour manifested by an individual or group of noted that the Company provides the employees with all departments and the Company’s regional stations, aiming at the better understanding and optimisation of
individuals repeatedly which endures over time. It may the option to submit their complaint in writing and/ the areas in need of improvement.
concern physical or psychological violence. or anonymously, if they wish to do so, through the
“Conferience” electronic platform. Strategic replanning of Human Resources, to enhance the growth of our people.

Strategic replanning of the training department, to enhance the skills of our people.

Creation of specialised training courses on the various areas of passenger ground handling
(VIP, people with disabilities).

86 87