We talk to employees and suppliers
Exchanging experience with market participants who have impact on our actions and which we also affect, is very important to us. Key groups of our stakeholders are, for instance, customers, employees, the most important suppliers – carriers and couriers, representatives of local communities as well as the scientific environment and students.
We conduct dialog with these groups based on the international standard AA 1000 which is based on three principles: inclusivity, materiality and responsiveness. Based on the map of key stakeholdersMap of Key Stakeholders DB Schenker Map of Stakeholders was defined during the process od creating the Code of Ethics. We are systematically reviewing groups of stakeholders, e.g. during the process of creating CSR strategy, during EFQM self-evaluation, when preparing next social reports. Every time, representatives of various areas in the company as well as the most important suppliers, e.g. carriers, participate in works on the stakeholders’ map. created in 2008 and verified in February 2017, we included them in the process of creating this report.
We conducted internal and external interview sessions, organized workshops for senior managers. We gathered opinions and expectations towards us as a socially responsible company. As a result, we established a list of the stakeholders' expectations which were included, e.g. in the selection of the content of this report.
Caring about effectiveness in business and the satisfaction of our partners, we run periodical satisfaction surveys for employees, key suppliers (carriers and couriers) customers and the customers' recipients. We acquire analyses and order reports in various areas of our organization's functioning, for instance, the research project DB Schenker as the Preferred Neighbor. The results of these surveys are included in the process of defining the content of this report.
DB Schenker Polska – Career
We have been present on Facebook since December 2016. New communication channels allow us to reach young people, educate them in logistics and encourage them to choose career paths in logistics.
We know that we achieve the best results as a team. Each of us takes ownership of and pride in the work we deliver, the value we create and the role we play in making the world more sustainable.
Our HR Policy Team supports the Company in providing professional personnel meeting our organization's current and future needs. This team acts according to the implemented policies as well as according to goals determined on an annual basis. It implements various actions and projects subjected to assessment on a current basis.
For instance, a Procedure for hiring employees was introduced for the proper and professional course of internal and external recruitment processes, according to the principles of equal treatment. It contains systematic information making the work of recruiting people easier. The manual is available to managers.
Graph 4.1. Structure of employees based on their sex and work
Graph 4.2. Structure of employees based on their age and work
Poland in our organizational structure is divided into 4 Regions but the employment is seen comprehensively through the prism of the entire country.
|Employment for trial period||Temporary employment||Employment under a contract||Replacement contract||Total|
98.1% of women and 99.7% of men in 2016 were employed full-time. In 2015 these values were 98.1% of women and 98.8% of men. The remaining people were employed at part-time positions.
None of our employees was covered by a collective agreement in the years 2015-2016.
We also employ employees from temporary employment agencies. The logistics trade is connected with seasonality. Therefore, we need more employees periodically, for instance, before Christmas. This ensures the continuity and agility of operations performed for our customers.
Our branches are often located in "industrial and logistics centers" where it is harder to acquire employees. We cooperate with Job Agencies and we also employ employees from Ukraine. We care about their conditions and comfort of life. We require the agencies not only to have work permits but also to provide apartment standards, transport to and from work, medical examinations, occupational health and safety trainings. Caring about safety in the workplace, we have prepared a special induction process for employees from Ukraine which includes a training movie as well as instructions in Ukrainian. Every day we conduct LEAN briefings with boards in Ukrainian and we have a dedicated foreman speaking this language.
We are honest and sincere towards others, we show respect to one another and we appreciate our diversity. We periodically measure the satisfaction of employees with the use of an independent research center guaranteeing full anonymous participation in the survey. Our people willingly talk about what they like and what and should be changed.
The frequency in the global employee satisfaction survey in 2016 in Poland amounted to 88% and was higher than the average for the DB Schenker Group.
Satisfaction surveys provide an enormous amount of knowledge about the needs and expectations of our employees. Our organization can benefit from this information. After the survey, we receive local reports, we analyze the results in teams, we design and implement corrective actions. As many as 75% of employees believe that we have jointly defined appropriate remedy/improving actions after the previous survey in 2014.
The employees also highly evaluated areas regarding cooperation and working conditions. They indicated the chances for development and higher remuneration as opportunities for improvement.
We cooperate and develop business relations with the suppliers of products and services who offer the highest standards of cooperation as well as competitive commercial terms. We sign long-term agreement with subcontractors which allows us to offer our customers stable processes and a sense of safety.
The most important group of suppliers consists of transport companies (approx. 300) as well as couriers employed by them (approx. 3,000). They are "the ambassadors" of our services and brand, visiting our customers every day.
uriers employed by transport companies
Our couriers do their best to deliver and collect consignments on time. Their work is assessed on a current basis, according to set out goals and meters. The couriers operate according to our values as well as the Code of Ethics, as well as regulations regarding safety. We expand the competences of our couriers by offering them participation in internal trainings in customer service, complaints, pallet management, safety in transport as well as in external trainings in safe and economic driving, or ADR courses.
Almost 100% of our couriers are men. The small number of women results from the specific nature of this profession and its cultural perception.
Graph 4.3. Age of our couriers in 2015
Graph 4.4. Age of our couriers in 2016
We care about safety so Security Agencies are important business partners. Despite the fact that security employees are not employed directly by us, they work at our locations and for our safety. We care about the quality of their work and its conditions. We employ them on terms which are more favorable than those generally approved on the market. With regard to working time – we introduced a 12/24 system (the standard on the market is 48/72). We require the agencies to employ their employees on the basis of an employment agreement, to comply with the agreed maximum number of working hours in a month, to have accident insurance and to organize induction trainings.
We are one team. Our couriers create our brand with us. The quality of their work but also the dialog and sense of satisfaction are very important to us.
We systematically examine our suppliers' satisfaction from cooperation. Thanks to a high frequency (more than 90% of completed surveys), we receive general reports for the entire Company, for each branch as well as individual reports for larger Carriers. Improvement initiatives are taken on the basis of the received results.
average satisfaction level of carriers and couriers from cooperation with DB Schenker according to the survey from 2016
Scale of the index:
- 350 – 400 – very high level of satisfaction
- 300 – 350 – high level of satisfaction
- 200 – 300 – medium satisfaction level
- 100 – 200 – low level of satisfaction
In general, it may be concluded from the survey that:
- the vast majority of them want to continue cooperation with DB Schenker, the drivers have a sense of the stability of employment
- the company's position on the market was evaluated very highly (93% of international carriers assess DB Schenker as a company with a stable, strong position on the market)
- the compliance with ethical principles, social and charity activity as well as voluntary services conducted by the company were assessed positively
- aspects which obtained high results include: help and friendly treatment in everyday work, professionalism and availability in contacts with the employees of DB Schenker, e.g. with the Dispatch Office, the Customer Service Department and people responsible for settlements
- the speed of loading and unloading vehicles at DB Schenker terminals in Poland as well as the fact that international drivers cannot decide how to load the vehicle were indicated as opportunities for improvement
- all aspects related to the atmosphere and communication with DB Schenker are assessed positively by the Carriers. Operational Heads received the best grades from carriers, both for their professionalism as well as availability. Regular meetings with carriers or the possibility to talk directly about what is happening in a given branch were assessed relatively worse.
of international carriers assess DB Schenker as a company with a stable, strong position on the market
We analyze the results and then implement improvements and changes in our processes.
Investment projects in the field of IT technology in logistics have been revolutionizing the transport of goods.
We are introducing global innovations in order to automatize and digitalize our operations thus increasing our efficiency and profitability. In 2016 the DB Schenker Group invested USD 25 million in cooperation with uShip, an American on-line shipping marketplace. As a result, we gained access to the latest technologies and we intensified the digital transformation of our business model.
uShip and DB Schenker are perfectly matched partners in the macro-transformation process and IT innovations in logistics.
Only a full vehicle brings profit. Knowledge about available cargo in one place, easy management of consignments affects the better filling of vehicles. We know this perfectly well being one of the largest logistics operators in the world. That is why we created Drive4Schenker together with uShip. This is a technological breakthrough and a revolution in logistics management and planning transports.
Drive4Schenker is an on-line platform (the so-called marketplace) with offers of LTL and FTL carriages. The carrier logs in to the platform and may access all transport offers posted by DB Schenker branches in Europe. He may quickly choose the routes and cargo that interest him as well as propose a price. This is supported by various search options, e.g. the location, the size of the cargo. Due to Drive4Schenker drivers have access to all necessary data via a mobile phone.
revolutionizes communication with carriers, makes the flow of information automatic which, in turn, provides our customers with services at the highest level in a short time. Better filling of vehicles, elimination of the so-called empty courses in Europe are the benefits for the business and the environment.