Social and employee

Colleagues engaging in Ethics interactive session, UCB (photo)

Colleagues engaging in Ethics interactive session, UCB

At UCB we have implemented a number of social and employee policies that establish boundaries for acceptable behavior and guidelines for best practices in certain work situations that are in line with our culture. Some of these policies are listed below:

  • Code of Conduct
  • Anti-Bribery and Anti-Corruption
  • Business Compliance Policy
  • Acceptable Use of IT
  • Global Policy on the Protection of Personal Data
  • Compilance Policy
  • UCB Health, Safety and Environment Policy and Global Standards
  • Policy: Personnel and Training

The Workforce Engagement is managed and continuously improved by different processes, including, but not limited to:

  • robust annual human resources processes that optimize talent development opportunities, drive performance and ensure appropriate organization planning such as future capability building and succession;
  • development and regular review of the total reward offering to ensure balanced, competitive remuneration that drives desired outcomes in support of the company strategy, as well as ensuring that employees and their family are adequately covered during some key life events;
  • employee performance reviews including the articulation of expected values and behaviors;
  • development discussions and plans supported with adequate and continuous employee learning opportunities (training & education offerings, as well as, on-the-job learning, coaching and mentoring);
  • periodic employee engagement survey feedback; and,
  • well-being initiatives across sites and affiliates, including for instance health screening campaigns, burn-out awareness, occupational health facilities, healthy food options, flexible working arrangements, employee support programs, and core employee benefits such as medical insurance, among others.

At UCB, the principal social and employee risk is the challenge to attract, retain and engage key leadership profiles and critical expertise in a highly specialized, highly-regulated, complex industry and in a competitive talent market. This could result in a loss of collective capability, impacting operational efficiency and strategy implementation, leading to sub-optimal results.

Onika, François, Carola and Maria, UCB (photo)

Onika, François, Carola and Maria, UCB

In addition, the risks associated with a workforce that is not adequately aware of the specific compliance requirements related to their roles, departments or the biotech environment as a whole, which in turn can lead to reputational and regulatory risks for the company and the development and production of its products. This also includes fiduciary risks and data security risks, e.g., malware attacks and management of confidential and sensitive data.

Finally, the risk of not being able to provide a healthy and safe environment where employee wellbeing is not adequately supported or promoted, or where workplace dangers are not managed or sufficiently outlined to the workforce, leading to safety incidents or sub-optimal health of employees, both physical and mental.

The outcomes of the social and employee policies described above are numerous. These include (1) a reduction and mitigation of social and employee risks; (2) a workforce that operates in line with defined company values, leading to a healthy company culture where employees can thrive and perform to their best ability; (3) an increased employee engagement, leading to greater discretionary effort and a higher level of strategy deployment; (4) continuous development and retention of UCB talent leading to greater organizational capabilities, innovation and competitive advantage; (5) an increased understanding of the business and compliance environment, leading to increased ethical and compliant behavior and practices; (6) safe and healthy employees that can function in a positive working environment; and (7) focus by employees on delivering UCB’s patient strategy, with the assurance that they, and their family, are appropriately covered in case of sickness, disability, death and retirement.

In order to measure our success, the relevant KPI’s are listed in the GRI G4 Sustainability Indicators, categories ‘Employee engagement’ and ‘Labor practice and decent work’.