Human Rights

Security Management

When managing security, Saipem gives maximum attention to respecting human rights; in other words, to those rights that are inalienable and universal, attributed through custom and international treaties to every individual, regardless of their citizenship, religion, social condition and any other discriminatory factors.

These rights are usually divided into three categories: economic, social and cultural, and solidarity. Human rights are essential prerogatives for all human beings and the basis of a just and peaceful society.
The primary responsibility for respecting, promoting and protecting human rights is held by nations; however, the ‘Universal Declaration of Human Rights’ requires that every individual and every organisation in society, including businesses, commit to promoting and ensuring recognition of human rights on a global scale.

Saipem’s Security functions are therefore committed, at all levels, to implementing the following precautions when carrying out their operations:

  • in contracts with security service providers, specific clauses regarding respect for human rights must be included. These must provide for the sanctioning of non-compliance with human rights by the termination of the security services contract. Said clauses must be added to the section disciplining the supplier’s obligations and in the one covering contract termination;
  • preventative and defensive measures must be in place with a view to minimising the need for an active response by public or private security forces in the event of a threat to personnel and assets. To that end, Saipem establishes relationships with local law enforcers to share a commitment to respecting human rights and to implementing rules of engagement that limit the use of force and firearms.

In conjunction with Corporate and local Sustainability Teams, Saipem’s Security function has launched a training programme with regard to human rights and security for local law enforcers and subcontractors working on Saipem sites. The first phase was delivered to Security and HR managers in March 2013. The primary objective of this programme is to promote human rights in every sensitive context and to ensure the integrity of personnel and assets. Specifically, Saipem’s Security function aims to:

  • demonstrate Saipem’s commitment to protecting and promoting human rights and to setting down the boundaries of responsibility for said commitment in terms of the scope of work of projects awarded by Clients;
  • make operators aware of issues regarding respect for human rights;
  • show the potential impact arising from non-compliance with human rights directives on security operations and on operations in general;
  • leverage the role that local stakeholders can play, each within their specific field of competence, in order to guarantee greater and more efficient protection of human rights.

84%

OF SECURITY CONTRACTS CONTAIN CLAUSES
ON HUMAN RIGHTS

48

SECURITY ASSESSMENTS WERE CARRIED OUT
IN THE COMMERCIAL PHASE

The Saipem training offer and the management of know-how

I joined Saipem in 2007 and it wasn’t long before I realised that quality and professionalism are the cornerstones of our Group’s success.
Training that relies on the use of internal resources is a tangible sign of a growing maturity and a virtuous awareness and appreciation of Saipem people, the custodians of expertise, capabilities and potential that guarantee the success of the business day in and day out. I became coordinator of Schiedam Training Center in January 2013, following an optimisation project. It is a task that demands my undivided and all-encompassing involvement and my appointment filled me with a mixture of satisfaction, pride and uncertainty about what was expected of me. Saipem Training Centres are global hubs that ensure an internal stronghold of Saipem knowledge whilst promoting training, packaged according to the needs of the professional category.
A focus on quality, research and continuous innovation to guarantee an excellent service, capable of responding to business needs. This will continue in the future. Indeed, beginning in 2014, our team efforts will be focused on promoting the Training Centre through institutional initiatives, learning programmes and onboarding activities that facilitate increasingly international networking. The entire team at the Training Centre would like to ensure respect for the multinational dimension while at the same time paying close attention to local specificities and the creation of a skills culture common to the Group.

Kostya Tomashpolskyy, Training Coordinator, Schiedam Training Centre

Developing competences and skills

In order to implement the Angolanisation Plan, a process initiated by Petromar to transfer expatriate job positions to Angolans, the Human Resources department selected the most suitable candidates and planned and implemented training sessions in and out of the country. Training is very important for the gradual transfer of know-how to local employees. I started working with Petromar 11 years ago, as a Management Assistant. I was given the chance to learn and consequently climb gradually within the organisation. I subsequently became a quality coordinator for Petromar and Kwanda Base. To improve my skills, I went to Paris for one month for on-the-job training. In 2009, I received a proposal to work as logistics coordinator for Petromar and I agreed. I was chosen to be part of the Angolanisation process and this enabled me to attend several training courses in Saipem SpA (Eni Corporate University), Portugal and Angola, and to follow an on-the-job training programme with a tutor. From this process I gained a lot of experience and endurance and improved my leadership and management skills significantly. One year later the manager offered me a new challenge to become logistics manager of Petromar in Angola.

Catia Jamece, Logistics and General Service Manager, Petromar

Labour Conditions

THE MARITIME LABOUR CONVENTION 2006: A LANDMARK DEVELOPMENT FOR THE WORLD’S MARITIME WORKERS

On February 23, 2006, when the International Labour Organization (ILO) adopted the Maritime Labour Convention 2006 (MLC 2006), maritime workers, governments, seafarers and shipowners all hailed it as a landmark development for the world’s most globalised sector.
The Convention is an international tool that sets down the minimum requirements governing the working and living conditions of seafarers under five headings:

  1. minimum requirements for seafarers to work on a ship;
  2. conditions of employment;
  3. accommodation, recreational facilities, food and catering;
  4. health protection, medical care, welfare and social security protection;
  5. compliance and enforcement.

According to these provisions, the Company must demonstrate that Convention standards have been met by its ships through the establishment and implementation of a Maritime Labour Management System integrated with measures for ongoing compliance with Convention requirements and with the national provisions of the applicable flag state (Declaration of Maritime Labour Compliance Part II).
In its commitment to complying with International Maritime Regulations, and to guaranteeing fair working conditions for all its employees, Saipem drew up and implemented a compliance plan which aimed to achieve MLC 2006 Certification.
In August 2013, this target was reached across all applicable Saipem vessels(1) and represents a benchmark for the continuous improvement of Saipem’s maritime sector.

(1) MLC 2006 applies to every ship of 500 GT or more engaged on international voyages or that operates from a port or between two ports of another Member State. Castoro Sei Certification is planned for February 2014 due to vessel upgrading.