PhosAgro relies on talented, professional, and committed employees that share our corporate values. Our people are the backbone of our success. We aim to deliver benefits to our employees.
In line with that, we offer:
professional and creative growth opportunities;
a discrimination-free working environment;
a range of social benefits, along with employee support and health programmes;
competitive and fair pay;
a fair and robust framework to assess the performance of each employee.
Employee loyalty and satisfaction index, %
Average annual training hours per employee, h
We seek to deliver on our targets by running the following programmes:
Implementing a remedial action plan based on employee survey results
Developing and implementing e-learning modules on bluecollar jobs, occupational safety, and managerial skills; introducing an innovative approach to professional training (virtual reality simulators, 3D models for training, production training grounds for improving workplace safety skills, etc.)
Developing and implementing online training courses on personal competencies
Developing a system of corporate libraries, guidelines, and knowledge management at large
Training and evaluation
The Company’s goal is to create a talent pool to provide competent employees for senior and/or more advanced engineering positions in the future. Employee training and development helps employees maintain a high level of qualifications and protects the Company against a shortage of talent. Our training and development system is based on our current and continuously evolving corporate education system. It offers various programmes for talent pool development, mentorship, adaptation and training, as well as the PhosAgro Classes and PhosAgro Schools programmes, along with a programme to engage young and talented college graduates.
Our focus on training and developing our people also helps us hedge against a potential shortage of talent at all levels. The Company’s personnel training framework is mainly designed to help the employees unlock their career potential and ensure ongoing improvement of their professional and managerial competencies.
Due to the COVID-19 pandemic and external restrictions in 2020, we completely transformed our personnel management processes both on the operational and strategic sides. Personnel training, evaluation and development all went online, helping to develop distance learning and evaluation.
In 2021, we continued to deploy automated solutions and services for effective personnel evaluation. These tools help quickly identify risk areas in personnel management and fine-tune the cycle of management initiatives for higher operational efficiency. We introduced motivation and commitment assessment, a number of personality questionnaires and tests, and a mechanism to gauge employee satisfaction with the teamwork between functions. This mechanism is designed to provide information that can be used to develop action plans for improving this cross-functional performance within our diversified group of companies.
PhosAgro employees attend special courses on human rights, preventing discrimination and forced labour, and complying with the corporate Code of Ethics. These courses are followed by a test to confirm employees’ understanding of the main provisions of the Code, including issues of modern slavery. In addition, employees must, on an annual basis, confirm in writing (electronically) that they fully understand the requirements and obligations of the Code and that they have read it again whenever it is updated.
More details about the training program can be found in the For Schoolchildren, Students & Graduates section
Our sustainable development is closely linked to improving the quality of life for our employees. PhosAgro’s social policy embraces targeted programmes aimed at enhancing individual and team motivation while also providing our people with a competitive social package. More details about our social programs can be found in the Career section.
PhosAgro conducts systematic work on development, introduction and subsequent monitoring of implementation of policies and programs aimed at supporting social security and observance of workers’ rights, in pursuance of the International Bill of Human Rights and the fundamental principles set forth in the Declaration of the International Labor Organization (ILO), including freedom of association and effective recognition of the right to collective bargaining; abolition of all forms of forced or compulsory labor; effective abolition of child labor; elimination of discrimination in respect to employment and occupation. These principles have been translated, in particular, into the following provisions Personnel Management Policy and the Collective Agreement:
recognition of the trade union as an authorised representative of the interests of workers in collective bargaining, as well as the consideration and resolution of labour disputes;
organisation of work flows in accordance with the standards established by labour laws;
equal pay for equal work;
safe working conditions and professional safety;
safety for female employees;
increasing awareness of workers and training, etc.
The Personnel Management Policy of PhosAgro was established as amended by the Board of Directors in April 2021. It includes additional guarantees regarding human rights observance, discrimination, child and forced labor prevention. The December 2021 the Board of Directors approved the Statement on the Company’s Transparency regarding the UK Modern Slavery Act (revised).
The Code of Ethics had been applicable in the Company since 2014 and was updated in 2021. Its provisions extend to all employees and clearly define the rules and regulations for individual and collective behavior within the Company, as well to all the manufacturing and business relationships both among co-workers and with business partners and other external stakeholders. The Code of Ethics captures the main standards of ethical conduct of business, regulates situational behavior of employees given the requirements of conscientiousness, rationality, justice and partnership. The trainings held by the Company and aimed at developing professional competencies and skills enable shaping a general culture of internal communications. The awareness corporate system helps to form the corporate spirit, communicate the philosophy and ideology of the Company to its employees. The awareness corporate system includes corporate newspapers, regular meetings with executives, an Internet portal, and a hotline.
The Anti-Corruption Policy has been in effect since 2014. It is applied to all employees and defines key principles, rules and requirements for minimization of corruption risk for the Company.
PhosAgro’s Environmental Policy provides for prevention of works in areas of traditional residence of indigenous minorities; the right to citizens’ participation in decision making concerning their rights to a healthy environment in accordance with the current legislation is also enshrined there.
Employees of the Company, as well as other interested parties, may contact the PhosAgro hotline concerning the issues related to observance of human rights or any forms of discrimination, as well as other issues related to the interaction between the employee and the employer. Access to various communication and feedback channels is available for both employees of the company and other interested parties which allows them solving the problems related to labor management relations and other areas of PhosAgro’s activity. These channels include the Questions and Answers section in corporate newspapers, regular meetings with the executives and general meetings of employees and management, and an online portal.
Integration of Human Rights Issues into the Corporate Risk Management System
PhosAgro’s applicable risk assessment procedure covers, among other things, human rights risks, including the issues concerning modern slavery. In 2021, risks of slavery, forced labor and human trafficking, as well as other risks of violation of fundamental human rights and freedoms were assessed both in operations of the PhosAgro Group companies and in the supply chain. Based on the results of the conducted assessment respective risks were not identified in PhosAgro Group.
The company strives to ensure that employees’ professionalism, achievement of consistently high results and demonstration of commitment to its values are a necessary and sufficient prerequisite and the only guarantee of their career growth and promotion.
Regulatory documents governing labor relations and social guarantees in the Company apply to all its employees.
Commitment to provision of equal rights is applied to the projects implemented by the Company as well. For example, this principle is a foundation for implementation of Green Chemistry for Life, our joint project with UNESCO, and it’s emphasized with gender equality for prize winners.
Responsibility of management or the Board of Directors for diversity initiatives
The responsibility of senior executives for the implementation of diversity initiatives is reflected in the application of equal-opportunity principles throughout the Company; acceptance of, and respect for, each employee as an individual; and the commitment to use this individuality for the benefit of the Company and its employees.
In 2021, the Board of Directors and the Remuneration and Human Resources Committee paid special attention to human rights focusing on diversity and equality of genders. The discussion led to the key conclusion that every employee who works dutifully and has professional skills and competencies may apply for any position within PhosAgro Group, including in an executive role.
The Company’s primary value is the life and well-being of every employee. Provision of safe labor conditions, protection of lives and health of the Company’s employees, contracting organizations and suppliers is one of our key tasks, as well as a critical element of the PhosAgro’s strategy for sustainable development.
The Company pays close attention to the strict compliance of its current occupational health and industrial safety system (OHS) with legislative requirements and leading international standards. To this end, the Company has introduced a multilevel health, safety and environment system (HSE) that extends to all management levels and provides managers, specialists and workers with HSE training as required by national law.
The Company regularly conducts works on introduction of cutting-edge methods and technologies in field of occupational safety management. The project on Management Efficiency Improvement in field of Occupational Health and Safety Management System has been implemented at all sites of PhosAgro.
The Company conducts works in health, safety and environment, such as the following:
Internal investigations of each incident documented by the Company, including mandatory investigations of micro-injuries and insignificant injuries, and introduction of methodology for identification of root causes of each incident;
“Golden Rules” of OHS are aimed at protection of our employees’ lives and health, reduction of the number of injuries at the site, compliance with the statutory and regulatory requirements and provision of decent labor conditions;
Conformance evaluation of contractors in terms of whether they comply with the requirements set for them before the tender, and maintenance of the current partnership with contractors that work on the territory of the Company;
Training for the entire operational personnel on provision of occupational safety principles;
The procedure of risk assessment, including records of lethal risks;
The Lock Out-Tag Out-Try Out system;
Development of the institute of occupational health inspectors;
The public control system is aimed at introduction of the system for prompt notification on dangerous situations and actions of workers and contractors and engagement of all employees into personnel labor safety management;
The motivation system of Apatit JSC for occupational health and safety;
The communication system for occupational health and safety on the territory of the Company.
Health and safety management system
Sets strategic priorities and approves the OHS policy
Holds management accountable for health and safety monitoring and performance
Receives quarterly reports on OHS effectiveness
Define and oversee the health and safety policy
Review all on-site incidents involving people and machinery on a weekly basis
Supervises OHS management functions across the Group’s companies to implement OHS policies and strategies
Collects data and prepares OHS reports for the Management Board and the Health and Safety Committee
Cooperates with external consultants to implement the best practices of OHS management
Conducts audits and inspections at the Company’s sites
Oversee OHS policies and strategies at respective production sites
Develop and implement response measures following internal and external audits and accident investigations
Monitor the site’s compliance with OHS regulations and corporate standards
Develop targeted programmes, conduct training and stage initiatives
Interact with relevant regulatory authorities on behalf of the site and facilitate inspections
Conduct internal inspections and audits and present analytical reports to the local management
Senior managers (top executives of the Company and its enterprises, as well as their direct subordinates) recognise the importance of OHS issues, and they are ready to take the appropriate managerial measures. They regularly demonstrate their commitment to HSE principles and use the tools for the development of a culture of safety.
In 2008, the Occupational Health and Safety Management System was introduced and certified as per BS OHSAS 18001 . Since 2021, the Occupational Health and Safety Management System (OHSMS) of Apatit JSC (Cherepovets) has been re-certified to comply with the requirements of the ISO 45001:2018 international standard.
The Occupational Health and Safety and Fire Security Policy of Apatit JSC (Cherepovets) establishes the directions for further development of the enterprise’s activities in the framework of requirements to occupational health and safety, and fire security in accordance with ISO 45001:2018.
The Environmental, Health and Safety Committee functions under the Board of Directors.
In December 2020, the project “Safety Culture and OHS Management System Evaluation and Development at Apatit JSC” was launched with the purpose to assess the current level of safety culture and OHS management system and the audit of the OHS management system efficiency, as well as working out and approval of corrective measures for development of the safety culture and improvement of the OHS management system.
In September 2021, following the results of the project “Safety Culture and OHS Management System Evaluation and Development at Apatit JSC” another project called “Transformation of the Safety Culture at Apatit JSC” was launched in order to implement corrective measures for development of the safety culture and improvement of the OHS management system. The project will cover all the sites of Apatit JSC, controlled enterprises, subsidiaries and affiliates, and contracting organizations. Following the results of implementation, the company plans to achieve a level of 3.1 at the Bradley Curve of safety culture.
Across the Staff of JSC Apatit and its Kirovsk, Balakovo and Volkhov branches, the overall LTIFR1 was 0.85 (against 0.52 a year earlier), with the Cherepovets site of Apatit slightly improving its result from 0.42 to 0.40, and Balakovo branch achieving a zero LTIFR (against 0.48 in 2020).
More details about the LTIFR indicator are provided in the data book and in the Integrated Report as of 2021.
LTIFR Dynamics by Key Production Sites (without subsidiaries and affiliates and external contractors) per 1 mln pers./h:
*The calculation is based on the number of the injured exclusively of fatal injuries.
Hazard identification and risk assessment procedures
It’s important for the Company to identify the most significant risks for each stage of processing or each activity, and to implement a set of measures to reduce these risks.
The Company has developed a special methodology for the assessment of risks and identification of significant hazards. Based on the results of hazard identification and risk assessment, each HSE manager creates a list of professional risks for their structural unit.
These lists are used to create a comprehensive list of the Company’s significant professional risks. When assessing the significance of risks, the following criteria are considered important:
the degree to which the hazard poses a danger to personnel;
the extent of the danger to personnel;
how often the hazard occurs;
compliance with the workplace safety requirements of the HSE policy.
In accordance with an established procedure, information about incidents is provided by eyewitnesses to the supervisors in charge and by those supervisors to the dispatcher of the enterprise. Next, the dispatcher notifies the designated persons using text messages and phone calls.
For better OHS efficiency, and to automate and streamline the relevant processes, we have introduced and now use the Safety and Instructions (Shift Assignments) management systems. Both systems include a Risk Management module. The module enables internal check list-based OHS assessment at all units of Apatit. The module’s new underlying principles help enhance production H&S control, while its new functions facilitate operation, monitoring and analysis.
PhosAgro Group has a formal procedure for addressing workplace hazards. When a hazard is identified, employees are required to suspend work and report it to their supervisors directly or via the Public Scrutiny mobile app (on an anonymous basis if necessary). The supervisor uses the report to assess the risk and develop a remedial action plan.
Emergency preparedness procedures
The emergency tolerance of the Company’s facilities is ensured in accordance with the requirements of Russian legislation:
Action plans are developed for accident management at all hazardous production facilities as required by Russian legislation
Training sessions, test alerts for different scenarios, and emergency response exercises, with EMERCOM and other services also taking part. In 2021, the Company arranged 253 internal training sessions and two joint training sessions with EMERCOM;
Apatit’s programme for developing gas and mine rescue, fire-fighting and prevention activities for
The main objectives of these trainings have been achieved:
inspection of the personnel’s readiness to evacuation and conduct of fire-fighting and emergency relief operations;
teaching of skills and actions in timely prevention of possible technological emergencies and equipment damages;
teaching of the order and rules of the personnel’s interaction with fire emergency response units;
teaching of methods and means of rescue and evacuation of people and things of value.
Internal and external health and safety audits
The Company cooperates with state regulatory bodies, such as Rostekhnadzor, the State Labour Inspectorate, Rospotrebnadzor, and the Federal Rescue Service, among others, which are responsible for the execution of external audits (inspections) in accordance with the laws of the Russian Federation. We also engage consulting companies to carry out external audits and assess working conditions in certain special situations.
In 2020, public oversight authorities conducted 146 inspections in Apatit JSC and its subsidiaries. A significant reduction of the number of inspections (286 inspections in 2018 and 368 inspections in 2019) was also caused by implementation of events related to the Coronavirus pandemic. They resulted in some inspections, including routine ones cancelled and others rescheduled. Also, the reduction is associated with introduction of a risk-oriented approach to the set up of inspections at controlled facilities by public oversight authorities. Particularly, in August 2021, the inspection of the Ministry of Emergency Situations of Russia was cancelled, because the fire hazard class of sites was reduced from extra hazardous to passably hazardous.
Concerning internal audits, the Company has a dedicated Occupational Health and Industrial Safety Department that is responsible for internal audits (inspections) of Company employees as part of production monitoring activities.
The Company has a smooth system of making, presenting and processing reports on results of internal and external OHS audits. All the information about internal and external inspections and audits is entered into the Safety Information Management System (hereinafter — IMS) and the Book of Instructions and Job Orders IMS (hereinafter — BI&JO) which provides a lot of new opportunities for analysis and control of identified discrepancies.
The Company also provides all reports required by Russian laws to state regulatory and statistics authorities.
External Audit Statistics
Performance monitoring and assessment underlie the achievement of sustainable results as the Company’s strategic goal in the area of HSE.
Development of the Institute of Occupational Health Inspectors
The Company actively implements the Program for Development of the Institute of Occupational Health Inspectors (occupational health inspectors are the main and the most numerous specialists in field of occupational safety condition monitoring). Unlike other forms of monitoring, the one ensured by occupational health inspectors is valuable due to its ubiquitousness and continuity. While constantly remaining among other employees of their structural units, they can influence the attitude of each and every worker to the issues of safety and a need for observance of occupational safety regulations on a daily basis as no one else.
Joint inspections of the production control service of the Occupational Health and Safety Department and occupational health inspectors are conducted on a monthly basis to teach the workers how to identify hazardous situations and actions of employees. Occupational health inspectors are provided with personal protection equipment and mobile phones, so that they could use the Public Control application.
Occupational health inspectors are driven not with financial incentives only, but also with admission into the talent pool, payment for their education, media coverage and a place on the Awards and Recognition Board.
The OHS Motivation System for Employees
In order to maintain the constant interest of each Company’s employee in provision of their own safety and the safety of others, as well as to enable workers to express initiative in introducing improvements in field of OHS the Company has worked out OHS motivation programs for the employees of the Company. There are individual (Best Employee in field of OHS and Safety Ideas) and collective (a CEO’s Reward for OHS Accomplishments and Best OHS Business Unit) bonus payment programs.
Mobile groups were formed on the territory of Apatit JSC (Cherepovets Complex) and the Balakovo Branch of Apatit JSC to supervise compliance with Federal legislation and Corporate requirements for traffic safety. The groups conduct inspections of transport means on a daily basis.
Vehicle safety inspections
Number of inspections
Number of violations
Violation frequency rate
Worker training on occupational health and safety
PhosAgro keeps working to improve OHS competencies and knowledge of its staff. Employees of the Group undergo online and in-person training arranged at our PhosAgro Education Centre.
In 2021, we revised and rolled out three e-courses on the key occupational health and safety regulations:
Health and safety promotion at Apatit;
Occupational health and safety communication system;
Occupational Health and Safety Golden Rules.
Whenever required, the courses developed earlier are updated following changes in the law and the Group’s internal regulations.
PhosAgro Education Centre organizes OHS training, including that in basic fire safety and electrical safety, industrial safety pre-certification sessions, drills at the Vysota training centre, and safety training sessions to develop employee hands-on knowledge and skills.
All our employees, from managers to blue-collar staff, receive occupational health and safety briefing and training as required by the Russian laws. Furthermore, the employees of the Group and some contractors are offered a number of additional courses.
In the context of the Company’s development strategy, senior management assumes the responsibility of maintaining, developing and continuously improving the quality management system. The QMS covers all main managerial levels and all stages of production, from the extraction of raw materials to the release of finished products. It also determines uniform requirements for production and economy management, thus affecting the quality and competitiveness of products along with customer satisfaction.
The quality policy of Apatit JSC (Cherepovets and other branches) is aimed at strengthening of the Company’s reputation as a reliable supplier and manufacturer of high-quality concentrates, compound fertilizers, phosphoric and sulfuric acids, aluminium fluoride, ammonia, nitrate of ammonium, carbamide, ammonium sulfate, defluorinated feed phosphates, aluminium sulfate, sodium tripolyphosphate technical grade, sodium silicofluoride (sodium fluosilicate), and technical gypsum.
When developing the Quality Policy for Apatit JSC (Cherepovets and other branches) a level of the products’ compliance with the established requirements was considered along with demands of all the interested parties, the Company’s strategic targets, ISO 9001 requirements, including the compliance requirement to the Company’s intentions and its context, and requirements to establishment of a strategy for its development support, establishment of mutually beneficial partnership relations with suppliers of goods and materials, works, services, etc.
The QMS helps identify and classify interconnected and interacting processes for managers to observe, measure and analyse, with an ultimate aim of ensuring their continuous improvement.
To make process management more efficient, the Company has developed local regulations, including Organization Standards, Regulations on Activities, instructions, etc., and adapted them to the requirements of international standards.
To confirm that a particular management system is operating at a high level (developing and improving, as well as offering high product quality and sound management of all stages of a product’s life cycle), it has to be certified.
Two enterprises — the Cherepovets site (ISО 9001:2015 ) and the Balakovo Branch of Apatit JSC (ISО 9001:2015 ) — are certified to comply with the requirements of the ISО 9001:2015 international standard and confirm it annually. Another evidence that a high level of the quality management system at Apatit JSC is recognized is a Diploma of the winner of the Russian Government Quality Award 2018 for significant results in the field of product and service quality and the adoption of highly effective quality management methods.
JSC Apatit strives to further improve its QMS and make it more efficient on every managerial level, and thanks to its resources and potential, the enterprise can look confidently into the future.
One of the Company’s biggest advantages is its vertically integrated business model. In the area of raw materials extraction and processing, PhosAgro has its own extensive and high-quality resource base with a minimum of contaminants. In the area of final product manufacturing, the Company’s entities are located near the main raw materials required for fertilizer production, such as natural gas and sulphur.
JSC Apatit has a dynamically developing business process model and applies the best international practices of ISO 9001, ISO 14001, ISO 45001, GMP+ standards.
PhosAgro produces unique products and offers one of the safest phosphate-based fertilizers in the world with cadmium average content of 0.2 mg/kg. The Company promotes its products in markets using the slogan “Pure minerals for a healthy life”, which emphasises the unique purity of its fertilizers and close cooperation with agricultural producers.
In September 2021, pursuant to paragraph 1, Article 5 of Federal Law No. FZ-159 On Agricultural Products, Raw Materials and Food with Improved Characteristics of June 11, 2021, the PhosAgro Group was the first in Russia to have been assessed for the compliance of mineral fertilizers with the requirements of national standard GOST R
Federal Law No-159-FZ of 11 June 2021 on Agricultural Products, Raw Materials and Foodstuffs with Improved Characteristics, which entered into force in March 2022 established the regulatory framework for the creation of a Russian brand of products and raw materials with improved characteristics. Products with the features covered by this new, green segment will stand apart from similar products in global markets. The requirements for products labelled with the green brand cover all stages of production, from fields to packaging.
PhosAgro has become the first company in the Russian mineral fertilizer industry to receive a certificate of compliance with the Ecological Union’s Vitality Leaf standard and the right to use the internationally recognised eco-label on its products. This is a credible testimonial to the outstanding eco-efficiency of our mineral fertilizers. It is worth noting that the Ecological Union uses a science-based approach grounded in a comprehensive life cycle analysis to evaluate products, projects and services. Certificate for compliance with the Standard STO-56171713-023-2020 (Mineral fertilizers. Requirements for environmental safety and assessment methods):
Going forward, PhosAgro Group’s fertilizers that have successfully completed certification will bear the Vitality Leaf eco-label. For more information, please see the Integrated Report.
The Balakovo Branch of Apatit JSC is the only Russian enterprise to produce fodder monocalcium phosphate (FMCP) — it was the first in our country in 2008 to have been successfully assessed for compliance of its feed ingredients production with the GMP+B2 European standards. In 2018, the Cherepovets site received a certificate of conformity with the requirements of the Feed Safety Management System as per GMP+B1 in order to produce and sell feed carbamide for export.
Additional research included an analysis of consumer requirements and expectations in terms of product quality, assortment, and output.
The research was carried out by means of an online consumer survey both in Russia and abroad.
The respondents were asked to rate their satisfaction level on a scale from 1 (the lowest score) to 5 (the highest). The survey used a number of customer satisfaction criteria, including:
The data obtained serves as the basis for the annual assessment of customer satisfaction. In 2021, the survey covered 11.8% of PhosAgro Group’s total customer base by revenue, with 24% of them being from Russia and 76% from abroad.
Regulations and certain requirements applied to mineral fertilizers by the European Union, REACH, and SVHC
PhosAgro is constantly searching for product innovations, both through its own developments based on experience and knowledge in the industry and in cooperation with the Y.V. Samoilov Research Institute for Fertilizers and Insectofungicides (NIUIF). The Quality Control Directorate of Apatit JSC has its own technological laboratory to study new reagents and develop new products and services in collaboration with our consumers and partners.
The Company’s products sent for export are registered in accordance with the European Commission Regulation (EC) No. 1907/2006 on the Registration, Evaluation and Authorisation of Chemicals (REACH). The products are properly classified, labelled and packaged in accordance with EC Regulation No. 1272/2008 (CLP Regulation).
The mineral fertilizers produced by Apatit JSC have a full package of permits required for the production and sale of the products in the domestic and export markets:
In 2017, the Company was certified for compliance with the Protect and Sustain standard of the International Fertilizer Association (IFA). The audit was performed by SGS, a global leader in the market of control, expert evaluation, tests and certification. The Protect and Sustain standard was developed by the International Fertilizer Association with the SGS’s support in 2010 for IFA member companies in order to provide compliance of their products with high standards of quality, safety and reliability by introduction of the best industrial practices and technologies.
We do our best to achieve sustainable development in all our regions, and we contribute to societal development through our value chain. In addition, we create new opportunities for employment, infrastructure and the implementation of social investment programmes.
To achieve this goal the Company sets three major objectives:
To develop and implement projects for children and youth with a focus on education and career guidance, study of technical and engineering sciences, extended education, preservation of the cultural heritage, and promotion of a healthy life style.
To support vulnerable segments of the population, assist them in getting medical treatment, development and required help.
To assist public authorities and the local governments in establishment of the modern social infrastructure in the cities of the Company’s presence (including provision of new equipment for medical facilities, assistance to development of the community facilities, construction of new sport and leisure facilities and reconstruction of existing ones, etc.)
The Company’s business activities have a positive impact on the economy both throughout Russia and in the regions where we operate. We aim to understand and manage this impact better in order to contribute to the sustainable development of local communities, while at the same time encouraging a diverse and sustainable economy in the various regions of Russia.
The Company has a significant impact on the social life and development of communities in the regions where it operates. In this regard, we must minimise negative impacts to create conditions for sustainable growth. A proactive approach to the strategic engagement of stakeholders and communities helps us control the development process and ensure that it is in line with the interests of local communities.
Management framework for charitable activities
Annual budget consideration and approval;
Decisions on participation in social and charitable initiatives;
General coordination of activities related to charity, sponsorship and community investment;
Collection and analysis of feedback and other relevant information on ongoing projects;
Organisation of public hearings and sociological surveys;
Regular communication with business partners;
Project and programme management;
Preparation of proposals on the basis of feedback;
Initial consideration of new applications.
The Company’s charitable activities serve interests of public benefit through collaboration with state and local authorities, local community and public organisations, educational institutions, etc.
All charity events held by the Company comply with the requirements of the Federal Law on Charitable Activities and Charitable Organisations, the Federal Law on Advertising, as well as Company by-laws.
Environmental protection is one of the Company’s top priorities throughout the entire product life cycle.
The priority areas of our environmental strategy include reduction of the Company’s negative impact on the environment, preservation of natural ecological systems and constant development of environmental management.
We are building an effective and transparent governance structure based on equality of shareholders, responsibility and accountability of each governance body, leadership and independence of the Board of Directors, and a corporate culture that does not tolerate any form of corruption or discrimination.