At Faber Group, we care for our people and society. We offer our employees a safe and inspiring work environment and provide growth and development throughout their career. We also ensure a diverse and inclusive working environment in which people can be themselves, feel respected and share their opinion.
A diverse
and inclusive working environment
PAKi Logistics sponsors the local basketballteam EN Baskets in Schwelm, Germany
Our partnership with Landlife provides tree planting in reforestation areas
Each year the CEO & CFO of Faber Group visit all offices during the annual Roadshow to interact with all employees about our business
During 2023 we started with the implementation of a new group wide HR Information system (HRIS by HiBob), that will support all of our people processes such as recruitment, on- and offboarding, performance management and salary reviews and workforce planning including budgeting. Once fully implemented by the end of 2024, we will have significantly increased the possibility to collect data and analyse trends and developments within our workforce. This will enable target setting and monitoring on for instance diversity & inclusion aspects tremendously. Actions deriving from this should further enhance equal treatment and equal opportunities as well as employee engagement and satisfaction.
Regarding society, Faber Group ensures to do business in a fair way and consider all its stakeholders. We have a number of policies and programs in place to safeguard this. Our population is about 50% males and 50% females with an average age of 40 years old. Looking at employees who were hired during last year, 32% falls into the age group of 27-35. Of all of our managers 31% is female, where we see an equal distribution within our group of coordinator/team leaders and a higher percentage of male managers in the director and c-level roles. Our target is to have at least 20% females in our director and c-level roles by 2030.
Initiatives for society and local communities
The Faber Group and its subsidiaries support various initiatives to contribute to society and local communities. These initiatives vary from a partnership with Landlife, where on behalf of Faber Group approximately 25.000 trees have been planted in 2023 plus additional plantings initiated by subsidiary initiatives. Furthermore, our local entities sponsor their communities with for example sponsorships with local sports teams and charitable contributions to various causes.
Supplier Safety & Health
As the subsidiaries of Faber Group subcontract many activities to suppliers such as hauliers and depots we also focus on Safety & Health at those subcontractors. In our Supplier Code of Conduct we provide guidelines for Health and Safety. Our IPP division includes supplier Safety & Health in their Service Level Agreements and our PRS division performs annual onsite audits at depots which include Safety & Health. PRS has also initiated the ‘Care 4 Depots’ roadshow to encourage depots to improve working conditions by automation of pallet lifting instead of manual handling. In 2024, Faber Group will further assess safety at depots and hauliers with an independent consultant.
Health and safety
Within Faber Group we focus on creating an inspiring, healthy and safe work environment for all our employees. We measure absenteeism, percentage of total staff that resigned due to health, safety and working conditions, number of accidents and we are establishing measurements on wellbeing. We are happy to see a trend of lower percentages of absenteeism throughout our organisation the last year of 5,5% (including paternity leave) compared to 7,5% in 2022. We strive to have an absenteeism rate of maximal 3% (excluding paternity leave) by 2030. We registered one ‘near miss’ accident (opportunity to improve) in 2023 at our PAKi division. A lot of effort has gone into supporting our employees where needed in terms of flexible working arrangement, additional support from occupational health officers, support on financial budgeting and/or for instance mindfulness. Creating an inspiring, healthy and safe work environment for all our employees is something we do together and is strongly related to values and behaviour.
Employee engagement
In our dynamic and growing pooling business we believe that our success goes hand in hand with employee engagement. And in the current labour market it is vital to attract new talent. In 2022 we received very positive feedback with an average Net Promotor Score (eNPS) of 27 over the entire organization. We strive to have a Net Promotor Score of 33 by 2030. We follow-up this up with a series of physical engagement days in all entities and countries enabling us to engage in active dialogues with our employees about the things we should start, stop and continue doing.
Some of the actions we have taken based on these discussions:
Redesign our requirements for manager and senior manager roles to stimulate a better balance between male and female job holders.
Create additional levels in our job model where applicable to increase career opportunities for our staff.
Increase number and quality of interdepartmental meetings and with that increase insight into own impact for an employee.
In 2024 a follow-up, online engagement survey will be held, executed by our external partner Effectory.
Training and development
During 2023 we have significantly increased our investment in training and development with 23% compared to 2022 and reached our KPI to spend the budget at 100%. The average training spend per headcount increased to € 808 in 2023 compared to € 655 in 2022.
Throughout the company we continued to focus on skills such as language skills, personal effectiveness and management skills and put additional focus on communication skills, change management and digital transformation. We have agreed to further increase our annual training budget year on year towards 3% of our total personnel cost in 2025.
Just like previous years there remains to be a focus on awareness with regards to compliance. We have engaged in a co-operation with InfoSecure for e-learnings. Not only will this cooperation enable us to provide more in-depth e-learnings on for instance GDPR and information security topics, the learnings will be a mix of general content, micro learnings as well as security flashes and will be tailored based on an assessment of the risks our employees are aware of, as well as the ones they are not aware of.
Career management
Creating opportunities for employees to further develop themselves is an important topic within Faber Group. We enable this in multiple ways through our People cycle, for instance through the appraisal process where we specifically ask about ambitions and People reviews where we identify talents as well as successors for key positions.
Our career page and employer branding campaign designed in 2022 has paid off in 2023 facilitating to find new talent and also increasing visibility for our own employees to identify career opportunities. We have significantly increased the number of internal promotions as compared to external hires and will continue this in 2024.
All of our entities have a focus on talent identification and development, through personal profiling, development plans and internal mentoring and/or external coaching. These in total 33 high potentials, which represent approximately 5% of our population, were gathered in the Netherlands in December for a Action Learning Day in cooperation with Team Heiner and senior management of Faber Group. This not only gave the participants further insight into the strategy of Faber Group and exposure to senior management but also enabled them to move outside of their comfort zone and learn about their own (self) management skills.
Our retention rate at Faber Group level is stable (84,5% in 2022 versus 83,9% in 2023). Our target is to have a retention rate of at least 88% by 2030.
At Faber Group, we care for our people and society. We offer our employees a safe and inspiring work environment and provide growth and development throughout their career. We also ensure a diverse and inclusive working environment in which people can be themselves, feel respected and share their opinion.
A diverse
and inclusive working environment
Initiatives for society and local communities
The Faber Group and its subsidiaries support various initiatives to contribute to society and local communities. These initiatives vary from a partnership with Landlife, where on behalf of Faber Group approximately 25.000 trees have been planted in 2023 plus additional plantings initiated by subsidiary initiatives. Furthermore, our local entities sponsor their communities with for example sponsorships with local sports teams and charitable contributions to various causes.
Supplier Safety & Health
As the subsidiaries of Faber Group subcontract many activities to suppliers such as hauliers and depots we also focus on Safety & Health at those subcontractors. In our Supplier Code of Conduct we provide guidelines for Health and Safety. Our IPP division includes supplier Safety & Health in their Service Level Agreements and our PRS division performs annual onsite audits at depots which include Safety & Health. PRS has also initiated the ‘Care 4 Depots’ roadshow to encourage depots to improve working conditions by automation of pallet lifting instead of manual handling. In 2024, Faber Group will further assess safety at depots and hauliers with an independent consultant.
Our partnership with Landlife provides tree planting in reforestation areas
PAKi Logistics sponsors the local basketballteam EN Baskets in Schwelm, Germany
Regarding society, Faber Group ensures to do business in a fair way and consider all its stakeholders. We have a number of policies and programs in place to safeguard this. Our population is about 50% males and 50% females with an average age of 40 years old. Looking at employees who were hired during last year, 32% falls into the age group of 27-35. Of all of our managers 31% is female, where we see an equal distribution within our group of coordinator/team leaders and a higher percentage of male managers in the director and c-level roles. Our target is to have at least 20% females in our director and c-level roles by 2030.
Health and safety
Within Faber Group we focus on creating an inspiring, healthy and safe work environment for all our employees. We measure absenteeism, percentage of total staff that resigned due to health, safety and working conditions, number of accidents and we are establishing measurements on wellbeing. We are happy to see a trend of lower percentages of absenteeism throughout our organisation the last year of 5,5% (including paternity leave) compared to 7,5% in 2022. We strive to have an absenteeism rate of maximal 3% (excluding paternity leave) by 2030. We registered one ‘near miss’ accident (opportunity to improve) in 2023 at our PAKi division. A lot of effort has gone into supporting our employees where needed in terms of flexible working arrangement, additional support from occupational health officers, support on financial budgeting and/or for instance mindfulness. Creating an inspiring, healthy and safe work environment for all our employees is something we do together and is strongly related to values and behaviour.
Employee engagement
In our dynamic and growing pooling business we believe that our success goes hand in hand with employee engagement. And in the current labour market it is vital to attract new talent. In 2022 we received very positive feedback with an average Net Promotor Score (eNPS) of 27 over the entire organization. We strive to have a Net Promotor Score of 33 by 2030. We follow-up this up with a series of physical engagement days in all entities and countries enabling us to engage in active dialogues with our employees about the things we should start, stop and continue doing.
Some of the actions we have taken based on these discussions:
Redesign our requirements for manager and senior manager roles to stimulate a better balance between male and female job holders.
Create additional levels in our job model where applicable to increase career opportunities for our staff.
Increase number and quality of interdepartmental meetings and with that increase insight into own impact for an employee.
In 2024 a follow-up, online engagement survey will be held, executed by our external partner Effectory.
Training and development
During 2023 we have significantly increased our investment in training and development with 23% compared to 2022 and reached our KPI to spend the budget at 100%. The average training spend per headcount increased to € 808 in 2023 compared to € 655 in 2022.
Throughout the company we continued to focus on skills such as language skills, personal effectiveness and management skills and put additional focus on communication skills, change management and digital transformation. We have agreed to further increase our annual training budget year on year towards 3% of our total personnel cost in 2025.
Just like previous years there remains to be a focus on awareness with regards to compliance. We have engaged in a co-operation with InfoSecure for e-learnings. Not only will this cooperation enable us to provide more in-depth e-learnings on for instance GDPR and information security topics, the learnings will be a mix of general content, micro learnings as well as security flashes and will be tailored based on an assessment of the risks our employees are aware of, as well as the ones they are not aware of.
Each year the CEO & CFO of Faber Group visit all offices during the annual Roadshow to interact with all employees about our business
During 2023 we started with the implementation of a new group wide HR Information system (HRIS by HiBob), that will support all of our people processes such as recruitment, on- and offboarding, performance management and salary reviews and workforce planning including budgeting. Once fully implemented by the end of 2024, we will have significantly increased the possibility to collect data and analyse trends and developments within our workforce. This will enable target setting and monitoring on for instance diversity & inclusion aspects tremendously. Actions deriving from this should further enhance equal treatment and equal opportunities as well as employee engagement and satisfaction.
Career management
Creating opportunities for employees to further develop themselves is an important topic within Faber Group. We enable this in multiple ways through our People cycle, for instance through the appraisal process where we specifically ask about ambitions and People reviews where we identify talents as well as successors for key positions.
Our career page and employer branding campaign designed in 2022 has paid off in 2023 facilitating to find new talent and also increasing visibility for our own employees to identify career opportunities. We have significantly increased the number of internal promotions as compared to external hires and will continue this in 2024.
All of our entities have a focus on talent identification and development, through personal profiling, development plans and internal mentoring and/or external coaching. These in total 33 high potentials, which represent approximately 5% of our population, were gathered in the Netherlands in December for a Action Learning Day in cooperation with Team Heiner and senior management of Faber Group. This not only gave the participants further insight into the strategy of Faber Group and exposure to senior management but also enabled them to move outside of their comfort zone and learn about their own (self) management skills.
Our retention rate at Faber Group level is stable (84,5% in 2022 versus 83,9% in 2023). Our target is to have a retention rate of at least 88% by 2030.