Employee well-being Archives

Continental Health Index (CHI)

Education and training, Employee well-being, Employment, Occupational health and safety General industries

“At the Continental Industry 4.0 showcase factory in Budapest, we are focused on applying the most advanced technology solutions to create the safe mobility of the future. But as a responsible employer, we are also on a mission to create the right working atmosphere for our colleagues, equal opportunities and competitive benefits. Our Continental Health Index employee survey helps us to do this by giving us a snapshot of our employees’ health, and based on the results we can take measures to help increase employee engagement.”
Zoltán Dapsy , CEO

Company:

Continental Automotive Hungary Ltd.

Implemetation Years:

2023-2025

Focus Areas:

Employment, Employee well-being, Education and training, Occupational health and safety

Program Objective:

In today’s automotive industry, the health and well-being of workers is also a major concern. For Continental, it is particularly important to develop a business solution that increases employee satisfaction and productivity while reducing absenteeism and turnover rates.

Societal changes, such as the importance of work-life balance, further reinforce the programme’s relevance and success. In this social and market environment, CHI has emerged as an innovative initiative that improves the health of employees while increasing the competitiveness and sustainability of the company and contributing to long-term business success.

Program Measures and Commitments:

CHI was launched as a pilot project in 2023, where we offer our employees more than what is required by law. By exploring opportunities for improvement, we have put together a programme plan to support the wellbeing of our employees. The evaluation of the questionnaire revealed what kind of programmes they would be interested in, helping us to focus our work and action.

Our actions:

Relaxation related programmes: internal coach team*, Foosball*, Well-being Day, Company benefits (AYCM, Medicover, Lyra well-being), Massage.
Mental health programmes: burnout lecture, Stress management training*, Psychosocial risk assessment.
Healthy eating programmes: farmers’ market, Healthy menu.
Physical activity programmes.
Ergonomics programmes: advice on correct chair-table positioning, Ergonomics presentation, Ergonomics analysis and improvements on the production line.

Evaluation of the results identified strengths and potential for improvement. Taking into account the potential for improvement, a comprehensive action list was drawn up. We have also started to schedule the implementation of the actions, some of which have been implemented (e.g. Sports Campaign). In order to measure the effectiveness of the actions, we plan to repeat the questionnaire in 2025.

The CHI is directly aligned with our sustainability and CSR strategy in several aspects, which also encompass the objectives we wish to achieve:

Maintaining a healthy workforce,
Increasing employee satisfaction,
Strengthening a positive corporate culture,
Positive employee satisfaction, positive employee satisfaction, positive employee relations, sustainability and responsibility,
Cost-effectiveness.

Program Impact and Results:

The results of the programme were analysed in detail using support software, which allows for a very comprehensive evaluation and allows us to identify targeted actions. These actions are currently being implemented.

The programme covers the entire Continental site in Budapest, involving around 2,500 employees.

Keywords:

health at work, wellbeing

09.01.2025

My Voice Pulse

Employee well-being Business services

“Employee engagement and satisfaction, and understanding organisational culture, are a priority for us. We conduct our My Voice Pulse survey of employees every four months to get an accurate picture of how they experience the processes that affect their company and the resulting directions for improvement. The project is led by a team of volunteers within the company, who also define and implement new actions based on the results.”
Valentin Póka, Country Manager

Company:

Coface Hungary Services Ltd.

Implementation Years:

2021-

Focus Areas:

Employee well-being

Program Objective:

The employee satisfaction survey is also a valuable tool for our company. Among other things, it helps us to:

better understand our colleagues,
Identify areas where intervention is needed,
suggest ways forward.

Coface International Headquarters has decided to extend its satisfaction surveys and to focus on employee experience in addition to motivation.

In addition, a volunteer My Voice team has been set up in Hungary to support the implementation of the survey recommendations.

Program Measures and Commitments:

The My Voice Pulse programme was ready for 2021, and was renewed in 2022. The survey will be conducted in Hungary, following the guidelines of the international centre.

The central themes of the survey are motivation and employee experience.

The group decided to conduct the survey every four months instead of the planned one and a half years. This will help all stakeholders to closely monitor the results and also measure the impact of the improvement measures implemented by managers.

Coface has provided all managers with more than six direct employees with access to their team’s responses to help them engage in dialogue and accurately manage improvements to the employee experience.

The survey benchmarks Coface against the financial market benchmark, but also examines country statistics.

The programme goes beyond traditional satisfaction surveys in that it has also led to the creation of an employee team (My Voice team) in Hungary, which makes suggestions to address the challenges and difficulties identified in the survey and is involved in their implementation.

Program Impact and Results:

Since the My Voice team was set up, we have been measuring an increase in engagement, with colleagues themselves being able to propose new measures based on survey feedback. And personal participation leads to greater engagement and motivation.

Keywords:

satisfaction, engagement

09.01.2025

Reforestation at the Grundfos Székesfehérvár site

Biodiversity, Climate protection and adaptation, Corporate strategy, Employee well-being, Reduction of air pollution, Responsible corporate governance, Stakeholders, local communities

“Sustainability has always been a matter of the heart for Grundfos and is one of our core values. Therefore, we strive to pioneer solutions to the world’s water and climate challenges and improve people’s quality of life. This corporate goal is an integral part of our daily operations. The reforestation project at our Székesfehérvár site serves these goals, and following the principle of ‘think globally, act locally,’ we aim to do more for sustainability by building on local opportunities and needs.”
Olivér Szundy, Country Director / Csaba Udvar, Managing Director of the Székesfehérvár plant

Company Name:

Grundfos Hungary Manufacturing Ltd.

Implementation Year:

2022-2024

Focus Areas :

Climate Protection, Climate Adaptation, Air Pollution Reduction, Biodiversity, Employee Well-being, Stakeholders, Local Communities, Responsible Corporate Governance, Corporate Strategy

Program Objective:

The primary goal of the reforestation project implemented on a 4000 m2 area is to locally reduce CO2 emissions in the immediate vicinity of emissions. Expert estimates suggest that after 20 years, we can achieve approximately 25 tons of CO2 savings. In addition, improving the air quality in the industrial park environment and increasing biodiversity are also objectives.

Additional Goals:

Reducing noise and pollution from road traffic.
Mitigating north-northwest winds.
Returning a piece of nature to what the factory occupies.

Program Measures and Commitments:

In 2022, Grundfos initiated the biodiversity program at its Székesfehérvár plant, which will conclude in 2024. A crucial goal was to give back a piece of nature from what the factory occupies. Besides preserving and increasing biodiversity, a significant sustainability goal is to reduce CO2 emissions, which reforestation substantially contributes to on a 4000 m2 area. It’s worth emphasizing that this wasn’t merely tree planting, but a complex creation of a new ecosystem that will become self-sustainable in the long run, requiring no special care or intervention as this function is returned to nature.

Key steps and milestones:

The first step was selecting the area, designated or taken from the factory’s green areas, for the project.

The project creation was supported by a diverse team of experts, from facility management to environmental, health and safety personnel, and HR, ensuring that all necessary aspects are incorporated and applied during the program’s design and operation.

In addition to colleagues, it was essential to involve external experts, including cooperation with the Székesfehérvár City Maintenance, Vadex Mezőföld Forest and Game Management Ltd., and the University of Western Hungary.

The project concept was developed, followed by obtaining permits locally and globally.

After procurement, soil tests and preparation of the loess soil were carried out. The expertise of foresters in suggesting suitable tree species for the specific area and climatic conditions was crucial. In the end, around 3000 plants were planted, including field maple, Turkestan pear, wild pear, sessile oak, common oak, and, for the forest edge, hawthorn from domestic shrubs.

Post-care is crucial, and this will be carried out by local forestry experts under a 3-year framework contract.

In the future, we plan to establish a recreational park and communal space on the site for employees and company partners, thereby promoting the possibility of connecting with nature.

Program Impact and Results:

Key results:

Local capture of emitted CO2 on a 4000 m2 area.
Preservation and increase of biodiversity by planting 5 different tree species.
Avoidance of lawn mowing and fertilizer use to preserve the soil.
Climate adaptation – adapting to climate change (the forest has air-cleaning and cooling effects).

Keywords:

biodiversity, CO2, net zero, forest, Grundfos, climate change, climate adaptation

10.10.2023

Natural Office Park

Alternative energy use and energy efficiency, Biodiversity, Climate protection and adaptation, Employee well-being

“We believe that humans are a part of nature and feel at home where they have a direct connection with it. The Park was conceived in this spirit, and to this day, we continue to develop it based on this idea. We are building modern offices, a diverse natural environment, and a cohesive community. We believe that sustainability goes beyond green technologies and is about creating a world where everyone can thrive, recognizing the dignity and value of every human being.”
János Kocsány, CEO

Company Name:

Graphisoft Park SE

Implementation Year:

1998-2023

Focus Areas:

Climate Protection, Climate Adaptation, Alternative Energy Use and Energy Efficiency, Biodiversity, Employee Well-being

Program Objective:

The development of Graphisoft Park is a brownfield investment that started in 1996 on the abandoned grounds of the Óbuda Gas Factory. Our goal was to create real green environments for the office buildings constructed after the revitalization of the area, and to reintegrate the area into the urban fabric. We began creating biodiversity as part of the very first developments, and the natural environment has continued to evolve alongside the buildings.

The built-up area is 25%, while the green area accounts for more than 60%, with approximately 2,500 m2 of green roofs. Graphisoft Park represents a unique quality as a green and biodiverse office park in Budapest.

Program Measures and Commitments:

We don’t just provide office space for rent, but also offer an attractive green environment and a high-quality mental setting. The new business model recognizes that the natural environment of the office park is just as important as modern offices. There are three schools operating on the Park Campus. Creativity requires employees and students to be able to go outside, walk, and have communal spaces for exchanging ideas. The founders of the park saw the return on investment in high-quality work rather than just in real estate development. The creators of the park paid special attention to creating green spaces. Spacious groves surround the buildings, and the trees are taller than the houses. Multi-level underground parking lots were also built so that the surface view is defined by greenery rather than a multitude of parked cars. A lake in the center of the park and, of course, the uniquely quiet Danube riverside promenade provide unparalleled tranquility to the place. The desired result was for tenants to find a long-term home due to the uniqueness of the natural features.

Detailed landscape plans were prepared during the preparation of the office development. As a result, 14 hectares of the Graphisoft Park area were built and 8,400 m2 of land was covered with green vegetation. We acknowledged that providing parking spaces for our tenants is also an important consideration when choosing an office. Therefore, since the 2006 expansion, we have built over two thousand parking spaces underground. This allows us to create a green area ratio of over 60% in the park.

The rate of construction is only 25%, which is quite extraordinary in Budapest and even in Europe.

During the investment, approximately 300 trees were planted. In the center of the park, we created an artificial lake where we introduced fish. We also managed to lure back birds that had moved away 70 years ago.

Sustainability goes beyond environmental protection; it’s also about the human factor. Human relationships, community life, and people paying attention to each other are just as important a part of sustainable development as resource preservation. We pay attention to the health and well-being of those working in our buildings, providing them with appropriate conditions and creating communal spaces for this purpose.

Program Impact and Results:

Developed area from 1998 to 2023: 14 hectares, 82,000 m2 of office, laboratory, educational institutions
Built-up area ratio: 25%
Percentage of green area: over 60%
Number of trees: approximately 300
Number of bird species: 22 (Hungarian Ornithological Institute survey, 2021)
Number of tenants from 1998 to 2023: 180
Cumulative loyalty index (average lease duration from the start of the current tenants’ lease): 15.1 years
Number of employees/students working/studying here: 5000/1000 people
Occupancy rate: 97% (reduced by 2% due to the pandemic and home office)

Keywords:

Biodiversity preservation, brownfield investment, real estate development, communal space, community building

10.10.2023

Employment of People with Disabilities

Employee well-being, Employment, Equal opportunities

“I am proud that Szerencsejáték Zrt. has one of the highest levels of public trust among domestic large corporations, and we carefully safeguard this value, as it is one of the keys to our sustainable growth. Our decades-long commitment to the integration of people with disabilities plays an important role in this. In 2021, we expanded on this commitment with a nationwide awareness campaign.”
Andrea Mager, President-CEO

Company name:

Szerencsejáték Zrt.

Implementation year:

From 2003

Focus Areas:

Employment, Equal Opportunities, Employee Well-being

Program Objective:

Based on the 2020 data from the Central Statistical Office (KSH), only 27.5% of individuals with disabilities are employed, whereas for those without disabilities, this ratio stands at 77%.

As a responsible employer, Szerencsejáték Zrt. strives to set an example in achieving workplace equality. Our program employing people with disabilities aims to promote the social integration of individuals with disabilities, in turn, encouraging other companies to do the same.

Program Measures and Commitments:

In the years following the turn of the millennium, the National Lottery faced new competitive challenges. To expand market opportunities and meet the demands of players, our company began diversifying its product range and expanding its distribution network. Our lottery ticket family started to see rapid development.

As a responsible employer, our company also places great importance on participating in solving social issues. With this goal in mind, in 2003, we established a lottery ticket sales network that exclusively employs individuals with disabilities, all under competitive conditions. The process was further supported by the fact that the sector offered optimal opportunities, primarily in sales positions, for the flexible employment of individuals with disabilities.

The lottery ticket sales position created by our company holds immense significance for employees with disabilities. Through regular income and professional success, they can once again feel like valuable members of the workforce. Our team members can work as independent, responsible, and well-trained contributors, receiving substantial support from our company through professional training and programs that help them navigate the financial, healthcare, and digital realms while promoting self-care.

By maintaining this charitable lottery ticket sales network, we provide employment opportunities for individuals with disabilities who have been unable to find work for years, which has resulted in unfavourable changes in their living conditions.

The lottery ticket sales position created for individuals with disabilities is not unskilled labour; it requires general and product-specific trade knowledge. Employees continuously enhance their professional knowledge through the professional training and training sessions provided by the company. In addition, they also participate in programs that assist in financial, healthcare, and digital literacy while promoting self-care.

Program Impact and Results:

At present, more than 170 individuals with mobility impairments, deaf, hard of hearing, and those with long-term health impairments work in nearly 70 locations across 126 cities in Hungary in an accessible environment.

Our sales team comprises 18% of our workforce, while nearly 10% of our total company employees are our colleagues in the lottery ticket sales network. This level is unique among companies operating under competitive conditions. (According to GVI 2021 data, the national average is 0.8%.)

The program significantly contributes to long-term business value creation.

Keywords:

Employment of People with Disabilities, Equal Opportunities

04.10.2023

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