Acquisitions like Olympic in 2011 are helping us achieve our business goal to increase the share of sales in growth markets to 50% within five years. During 2012, Electrolux made significant progress on aligning Olympic's ten sites with the Group’s standards.
To understand the major points of convergence between Olympic and Electrolux, as well as areas of divergence, Olympic top management conducted workshops to discuss company values, and key Group policies such as the Code of Ethics, the Workplace Code of Conduct, and the Environmental Policy. A gap analysis helped identify areas for action.
By February 2012, 2,500 new Electrolux colleagues from the sites had attended integration workshops. Because the integration entails an extensive change of product lines for Olympic sites, communications regarding the Electrolux Manufacturing System for lean factory operations were also introduced.
The number of findings was reduced from a total (for both units) of 56 to 14.
Time for reflection
Olympic’s management looked for lively ways to make sure employees understand and assimilate Electrolux core policies. During the Ramadan observance month of July 2012, each week a new policy (such as Code of Ethics, and Corruption and bribery) was explained via briefing flyers. By answering questions at the end of the flyer, employees were eligible to win certificates and prizes of footballs, small appliances, and home electronics.
Colorful value icons, posters, and dangling placards were also displayed from the walls and rafters at Olympic sites to make Electrolux values noticeable.
Follow up on findings
All sites had Code of Conduct audits in 2011 and 2012, and extensive action plans were developed to address all findings. EHS and HR managers and staff worked throughout the year to complete actions, thus in 2013 the focus will be on conducting follow up audits at all sites, review results and identify any areas for further improvement.
The results of Olympic’s efforts thus far are palpable: follow-up audits at two sites were conducted in January 2013, and the number of findings was reduced from a total (for both units) of 56 to14, demonstrating a leap forward in Code of Conduct alignment.
Raised awareness
Additionally, the annually conducted ALFA Code of Conduct assessment demonstrates clear progress, as illustrated by the attached graph. The awareness of Code requirements has increased and a number of procedures and practices have been introduced to align operations in areas such as overtime, health and safety, authorized minors, workplace rules, and more.