ESGBERT/base_data · Datasets at Hugging Face

sentence stringlengths 1 23.5k ⌀
of its global peers and best-in-class global corporations.
Ansell’s LTI frequency rate the end of FYemployees/year.
The health and safety of employees at Ansell remains our top priority.
at our manufacturing facilities, distribution centers and offices.
of global peers and best in class global corporations.
LTI frequency rate at Ansell at the end of FY cases/100 employees/year.
market-leading global manufacturers drawn from publicly available website data through best-in-class safety record in Lost Time Injuries.
Ansell also achieved excellent safety performance in Medical Treatment Injuries.
strong emphasis on safety products, safety culture, safety expertise and continuous improvement.
Employees and wider workforce Ansell EHS teams maintain a continuous focus on the proper use of personal protective equipment for all employees.
Not wearing appropriate PPE is considered an ‘unsafe act’.
Behaviour-Based Safety (BBS) training uses real-life observations from employees to identify unsafe practices and areas of risk within their workplace.
The program began in FYrolled out to all manufacturing sites.
on Ansell’s Core Standards for Safety and Risk Management.
An incident can occur while employees are traveling on business, on holiday, or even close to home.
Ansell provided its employees with access to an industry-leading all corners of the globe for geopolitical, terrorist, environmental, health and other threats that may put Ansell people and locations at risk.
A comprehensive online platform assists Ansell to prepare, monitor, and respond to a broad range of potential operational disruptions and threats to employees.
Using the mobile phone app minimises safety risks to employees and is a critical component for the effective provision of duty of care, enabling Ansell to manage travel itineraries, provide awareness of security threats, and ensure the most appropriate mitigation and response strategies.
If an incident is triggered, or if a threat is perceived, users have several response options, depending on the level of crisis, as well as access to local emergency numbers and the ability to check in with Ansell employees from their current location.
Ansell hosts members of the Workplace Safety & Health Association, the professional body at a manufacturing facility in Sri Lanka.
This group is responsible for developing professional conduct and certification of Occupational Safety & Health professionals in Sri Lanka.
Keeping Our People Engaged Measuring engagement is important to Ansell.
Engaged, motived employees lead to overall company growth in the form of higher retention and lower turnover; higher productivity; increased profitability; lower absenteeism, and increased employee loyalty.
Ansell completed its most recent global employee and engagement survey in April 2019.
Ansell prepares employees to meet today’s global business challenges while also helping them develop to their fullest potential.
Over the last several years, using employee responses from our global surveys to steer our course, Ansell has made significant improvement in learning and development, performance management, and enabling infrastructure.
and empowering employees to deliver industry-leading innovation in their work.
Recruitment, Talent Development and Retention In FYincorporates the eCareer program.
This is all in addition to constantly reviewing the core compensation packages for the workforce, together with their key terms and conditions, including catering and rest facilities, health insurance and other key employee benefits to ensure our workforce feels valued and respected.
Turnover status is reviewed monthly by each local management team.
Employee referral programs reward employees who introduce individuals who are then hired by Ansell.
Both professional employees and production workers exiting Ansell are asked to participate in an exit interview and their feedback is used for corrective action.
Our Performance Since launching bi-annual, global, all employee engagement surveys in FYpercentage points, from 61% to 66%.
We will continue to listen to the voice of our employees to determine the actions which they tell us will take us from good to great.
In the next period, our focus will be on improving non-financial recognition, improved collaboration and prioritisation, together with ensuring we communicate clearly and regularly with all our workforce.
and Global Manager Development Program Ansell continues to deliver its flagship Leadership Development Program.
Over improvement in their reports’ managerial skills after participating in the programme.
This programme focuses on developing supervisors at Ansell manufacturing sites and is a blend of facilitated training and on-the-job coaching.
in India in FYmanufacturing sites in Sri Lanka, Thailand and Malaysia have participated in this training.
In this programme, people managers receive development feedback from their manager, peers and direct reports based on each of Ansell’s seven Leadership Competencies.
Ansell University Ansell University offers employees a vast array of professional development and Ansell-specific eLearning courses.
In FYemployees completed 3,800 professional development courses focused on topics including safety, stress management, and desktop skills such as Outlook and Excel.
Employees also completed over quality, compliance and unconscious bias training.
Left: Employees participating in the Global Manager Development Training program held in Cyberjaya, Malaysia.
Right: Ansell invests in learning and professional development for its employees.
Employees and wider workforce http://www.ansell.com Human Rights Day Each year, Human Rights Day is observed by Ansell and the international community during the week of December 10.
It commemorates the day in Assembly adopted the Universal Declaration of Human Rights.
Human Rights Day is observed at all Ansell locations.
When the General Assembly adopted the Declaration, it was proclaimed as a ‘common standard of achievement for all peoples and all nations towards which individuals and societies should strive by progressive measures, national and international, to secure their universal and effective recognition and observance’.
it inspired more than constitute an international standard of human rights.
Employees and wider workforce Human Rights Day is celebrated by employees around the Ansell world.
Apples, a symbol of safety and peace, have become an integral part of the Ansell observance.
The Human Rights Day celebrations now involve the children of employees at some locations.
A great deal of business success at Ansell stems from the value we place on diversity and inclusion.
Maintaining a diverse workforce promotes an open and tolerant workplace, free from harassment, and where the different talents, backgrounds, perspectives and contributions of our workforce are valued and treated with respect.
All levels of our organisation reflect the mosaic of the markets we serve.
We embrace diversity to transform our future and power innovation at Ansell.
Cultural diversity of Ansell employees at Manager level and above.
Our progress on our employee goals have not yet achieved the same degree of success.
Whilst we have made significant improvements at Director and above level (increasing from change at Manager through Associate Director level, and we anticipate falling short of our goals by the deadline previously set.
Our goal is to achieve a sustained balanced workforce for the long term and we remain fully committed to this objective.
Our Perspective Ansell continues to address how to more quickly accomplish this mandate within the confines we face: including the avoidance of imposing unilateral termination programs or discriminatory hiring freezes across the board for male employees and dealing with the disciplined headcountaddition restrictions embodied in our Transformation goals, established in FYactivities following the Sexual Wellness divestiture.
Viewing this goal more realistically, we now believe we need to re-set our target finish line to the end of FYachieve it.
Nonetheless, we remain committed to the initial target percentages and will continue to invest time and effort in our underlying programs that support and further this initiative for better gender balance.
Achieving numbers is one aspect, the goal is to ensure a balanced workforce at all levels of our organisation and to harness this diversity fully through our inclusion goals.
Women’s Leadership Forum sessions took place in Ansell’s global regions, including in Brazil, Belgium and the United States.
Ansell continues to work towards achieving these goals although we are recognising we may take a little longer to achieve our targets.
and action driving the advancement of women at Ansell.
The WLF is structured around regional teams as well as a global steering committee.
to train people managers to identify unconscious biases and behaviour patterns which sometimes form invisible but powerful barriers to women’s advancement.
By the end of FYmajority of our people managers across Ansell will have participated in the training.
Several flexible working practices are in place across different locations, and we are currently reviewing our global flexible working practices to ensure we can standardise and offer maximum flexibility on a more consistent basis.
of less than Indonesia, Malaysia, Mexico, Philippines, Sri Lanka, Thailand and the United States.
• Established a diverse slate interview practice to minimise the adverse impact of gender dynamics on women’s advancement.
March 8, 2019 to think, act and be gender inclusive.
with Ansell’s goal to have all Ansell locations participate in community service activities by FYthe globe partnered with local non-profit organisations that support women in need.
Women throughout Ansell were celebrated for their important contributions to the business.
Each member of the Executive Leadership Team led or participated in an event tied into International Women’s’ Day, wherever they may have found themselves in the Ansell world.
International Women’s Day is celebrated by women – and men – around the Ansell world.
to add more meaning and purpose to their work life and develop stronger leadership skills.
One way Ansell observed its history of safety in FY19 was with the launch of its inaugural Hands-On with HyFlex® Day.
Through this community outreach initiative, which has become an annual Ansell event and is expanding, employees at each of Ansell’s global hubs in Australia, Belgium, Malaysia, and the United States donated their time and talents on a local community re-building project, showcasing the advanced protection of HyFlex®, one of our core brands.
This employee volunteer project aligns with the UN Sustainable Development Goals of Disaster Preparedness/Response and Strategic Philanthropy.
Our Performance Volunteerism has long been a part of Ansell’s DNA.
we focused on the important role that volunteerism plays in employee recruitment, retention and engagement, and are making efforts to connect employees with meaningful opportunities to contribute to our communities.
their communities as well as around the world.
With the launch of a new online tracking platform, employees now have a way to capture their volunteer hours.
Our challenge will be to have employees adopt the use of this dashboard to track aggregate volunteer contributions around the Ansell world.
a program in Sri Lanka that supports school children in rural areas.
to lend a hand to people in need when disaster strikes.
Philanthropy a nonprofit, nonpartisan organisation whose mission is to improve the health and lives of people affected by poverty or emergency situations by mobilising and providing essential medical resources needed for their care.
Enactus, a US-based organisation dedicated to creating a better world while developing the next generation of entrepreneurial leaders and social innovators.
Donations were also distributed to grass roots organisations serving families in the communities where Ansell operates.
Top left: US employees gather holiday cheer for unprivileged children during Operation Sleigh in Metropark.
Top right: Ansell donates products to Operation Smile, Doctors Without Borders, Direct Relief, Fundacion Tierra Nueva, International Medical Mission and other humanitarian relief organisations.
Bottom left: Young students and schools receive support from Ansell employees in Sri Lanka.
pride in being part of an impressive legacy.
A customers and distributors and other stakeholders to celebrate for a cause.
Our Perspective Ansell will continue to develop and structure a philanthropy program aligned with its CSR and Sustainability strategy.
Agility – We value responsiveness to customers and each other, openness to change and flexibility.

of its global peers and best-in-class global corporations.

Ansell’s LTI frequency rate the end of FYemployees/year.

The health and safety of employees at Ansell remains our top priority.

at our manufacturing facilities, distribution centers and offices.

of global peers and best in class global corporations.

LTI frequency rate at Ansell at the end of FY cases/100 employees/year.

market-leading global manufacturers drawn from publicly available website data through best-in-class safety record in Lost Time Injuries.

Ansell also achieved excellent safety performance in Medical Treatment Injuries.

strong emphasis on safety products, safety culture, safety expertise and continuous improvement.

Employees and wider workforce Ansell EHS teams maintain a continuous focus on the proper use of personal protective equipment for all employees.

Not wearing appropriate PPE is considered an ‘unsafe act’.

Behaviour-Based Safety (BBS) training uses real-life observations from employees to identify unsafe practices and areas of risk within their workplace.

The program began in FYrolled out to all manufacturing sites.

on Ansell’s Core Standards for Safety and Risk Management.

An incident can occur while employees are traveling on business, on holiday, or even close to home.

Ansell provided its employees with access to an industry-leading all corners of the globe for geopolitical, terrorist, environmental, health and other threats that may put Ansell people and locations at risk.

A comprehensive online platform assists Ansell to prepare, monitor, and respond to a broad range of potential operational disruptions and threats to employees.

Using the mobile phone app minimises safety risks to employees and is a critical component for the effective provision of duty of care, enabling Ansell to manage travel itineraries, provide awareness of security threats, and ensure the most appropriate mitigation and response strategies.

If an incident is triggered, or if a threat is perceived, users have several response options, depending on the level of crisis, as well as access to local emergency numbers and the ability to check in with Ansell employees from their current location.

Ansell hosts members of the Workplace Safety & Health Association, the professional body at a manufacturing facility in Sri Lanka.

This group is responsible for developing professional conduct and certification of Occupational Safety & Health professionals in Sri Lanka.

Keeping Our People Engaged Measuring engagement is important to Ansell.

Engaged, motived employees lead to overall company growth in the form of higher retention and lower turnover; higher productivity; increased profitability; lower absenteeism, and increased employee loyalty.

Ansell completed its most recent global employee and engagement survey in April 2019.

Ansell prepares employees to meet today’s global business challenges while also helping them develop to their fullest potential.

Over the last several years, using employee responses from our global surveys to steer our course, Ansell has made significant improvement in learning and development, performance management, and enabling infrastructure.

and empowering employees to deliver industry-leading innovation in their work.

Recruitment, Talent Development and Retention In FYincorporates the eCareer program.

This is all in addition to constantly reviewing the core compensation packages for the workforce, together with their key terms and conditions, including catering and rest facilities, health insurance and other key employee benefits to ensure our workforce feels valued and respected.

Turnover status is reviewed monthly by each local management team.

Employee referral programs reward employees who introduce individuals who are then hired by Ansell.

Both professional employees and production workers exiting Ansell are asked to participate in an exit interview and their feedback is used for corrective action.

Our Performance Since launching bi-annual, global, all employee engagement surveys in FYpercentage points, from 61% to 66%.

We will continue to listen to the voice of our employees to determine the actions which they tell us will take us from good to great.

In the next period, our focus will be on improving non-financial recognition, improved collaboration and prioritisation, together with ensuring we communicate clearly and regularly with all our workforce.

and Global Manager Development Program Ansell continues to deliver its flagship Leadership Development Program.

Over improvement in their reports’ managerial skills after participating in the programme.

This programme focuses on developing supervisors at Ansell manufacturing sites and is a blend of facilitated training and on-the-job coaching.

in India in FYmanufacturing sites in Sri Lanka, Thailand and Malaysia have participated in this training.

In this programme, people managers receive development feedback from their manager, peers and direct reports based on each of Ansell’s seven Leadership Competencies.

Ansell University Ansell University offers employees a vast array of professional development and Ansell-specific eLearning courses.

In FYemployees completed 3,800 professional development courses focused on topics including safety, stress management, and desktop skills such as Outlook and Excel.

Employees also completed over quality, compliance and unconscious bias training.

Left: Employees participating in the Global Manager Development Training program held in Cyberjaya, Malaysia.

Right: Ansell invests in learning and professional development for its employees.

Employees and wider workforce http://www.ansell.com Human Rights Day Each year, Human Rights Day is observed by Ansell and the international community during the week of December 10.

It commemorates the day in Assembly adopted the Universal Declaration of Human Rights.

Human Rights Day is observed at all Ansell locations.

When the General Assembly adopted the Declaration, it was proclaimed as a ‘common standard of achievement for all peoples and all nations towards which individuals and societies should strive by progressive measures, national and international, to secure their universal and effective recognition and observance’.

it inspired more than constitute an international standard of human rights.

Employees and wider workforce Human Rights Day is celebrated by employees around the Ansell world.

Apples, a symbol of safety and peace, have become an integral part of the Ansell observance.

The Human Rights Day celebrations now involve the children of employees at some locations.

A great deal of business success at Ansell stems from the value we place on diversity and inclusion.

Maintaining a diverse workforce promotes an open and tolerant workplace, free from harassment, and where the different talents, backgrounds, perspectives and contributions of our workforce are valued and treated with respect.

All levels of our organisation reflect the mosaic of the markets we serve.

We embrace diversity to transform our future and power innovation at Ansell.

Cultural diversity of Ansell employees at Manager level and above.

Our progress on our employee goals have not yet achieved the same degree of success.

Whilst we have made significant improvements at Director and above level (increasing from change at Manager through Associate Director level, and we anticipate falling short of our goals by the deadline previously set.

Our goal is to achieve a sustained balanced workforce for the long term and we remain fully committed to this objective.

Our Perspective Ansell continues to address how to more quickly accomplish this mandate within the confines we face: including the avoidance of imposing unilateral termination programs or discriminatory hiring freezes across the board for male employees and dealing with the disciplined headcountaddition restrictions embodied in our Transformation goals, established in FYactivities following the Sexual Wellness divestiture.

Viewing this goal more realistically, we now believe we need to re-set our target finish line to the end of FYachieve it.

Nonetheless, we remain committed to the initial target percentages and will continue to invest time and effort in our underlying programs that support and further this initiative for better gender balance.

Achieving numbers is one aspect, the goal is to ensure a balanced workforce at all levels of our organisation and to harness this diversity fully through our inclusion goals.

Women’s Leadership Forum sessions took place in Ansell’s global regions, including in Brazil, Belgium and the United States.

Ansell continues to work towards achieving these goals although we are recognising we may take a little longer to achieve our targets.

and action driving the advancement of women at Ansell.

The WLF is structured around regional teams as well as a global steering committee.

to train people managers to identify unconscious biases and behaviour patterns which sometimes form invisible but powerful barriers to women’s advancement.

By the end of FYmajority of our people managers across Ansell will have participated in the training.

Several flexible working practices are in place across different locations, and we are currently reviewing our global flexible working practices to ensure we can standardise and offer maximum flexibility on a more consistent basis.

of less than Indonesia, Malaysia, Mexico, Philippines, Sri Lanka, Thailand and the United States.

• Established a diverse slate interview practice to minimise the adverse impact of gender dynamics on women’s advancement.

March 8, 2019 to think, act and be gender inclusive.

with Ansell’s goal to have all Ansell locations participate in community service activities by FYthe globe partnered with local non-profit organisations that support women in need.

Women throughout Ansell were celebrated for their important contributions to the business.

Each member of the Executive Leadership Team led or participated in an event tied into International Women’s’ Day, wherever they may have found themselves in the Ansell world.

International Women’s Day is celebrated by women – and men – around the Ansell world.

to add more meaning and purpose to their work life and develop stronger leadership skills.

One way Ansell observed its history of safety in FY19 was with the launch of its inaugural Hands-On with HyFlex® Day.

Through this community outreach initiative, which has become an annual Ansell event and is expanding, employees at each of Ansell’s global hubs in Australia, Belgium, Malaysia, and the United States donated their time and talents on a local community re-building project, showcasing the advanced protection of HyFlex®, one of our core brands.

This employee volunteer project aligns with the UN Sustainable Development Goals of Disaster Preparedness/Response and Strategic Philanthropy.

Our Performance Volunteerism has long been a part of Ansell’s DNA.

we focused on the important role that volunteerism plays in employee recruitment, retention and engagement, and are making efforts to connect employees with meaningful opportunities to contribute to our communities.

their communities as well as around the world.

With the launch of a new online tracking platform, employees now have a way to capture their volunteer hours.

Our challenge will be to have employees adopt the use of this dashboard to track aggregate volunteer contributions around the Ansell world.

a program in Sri Lanka that supports school children in rural areas.

to lend a hand to people in need when disaster strikes.

Philanthropy a nonprofit, nonpartisan organisation whose mission is to improve the health and lives of people affected by poverty or emergency situations by mobilising and providing essential medical resources needed for their care.

Enactus, a US-based organisation dedicated to creating a better world while developing the next generation of entrepreneurial leaders and social innovators.

Donations were also distributed to grass roots organisations serving families in the communities where Ansell operates.

Top left: US employees gather holiday cheer for unprivileged children during Operation Sleigh in Metropark.

Top right: Ansell donates products to Operation Smile, Doctors Without Borders, Direct Relief, Fundacion Tierra Nueva, International Medical Mission and other humanitarian relief organisations.

Bottom left: Young students and schools receive support from Ansell employees in Sri Lanka.

pride in being part of an impressive legacy.

A customers and distributors and other stakeholders to celebrate for a cause.

Our Perspective Ansell will continue to develop and structure a philanthropy program aligned with its CSR and Sustainability strategy.

Agility – We value responsiveness to customers and each other, openness to change and flexibility.