Investing in our employees
Since 2018 there have been 609 employees with fixed contract at DP World, an increase of 25% compared with 2016.
Objectives
-
- Ready for the future
-
- Why this is important
- Most important achievements
- Contribution to SDG's
-
Why this is important:
- To be able to deliver economic added value and to contribute to the company’s growth and that of the Port of Antwerp
- To be able to continue providing adequate services, responding to customer demands
- Right man/woman for the job
-
Most important achievements :
At the end of 2018, we had 609 employees on fixed contracts.an increase of over 25% compared with 2016.
+57%+28% -
- Scope for development
-
- Why this is important
- Most important achievements
- Contribution to SDG's
-
Why this is important:
- To prepare our employees for a future in which we will see a strong focus on innovation and automation
- Important to be able to keep adapting to changing circumstances as an organisation and as individuals
- Training is a key to improved safety
-
Most important achievements :
On-the-job training for the large number of new employees.
+ 11.800 -
- Building commitment
-
- Why this is important
- Most important achievements
- Contribution to SDG's
-
Why this is important:
- To retain and recruit talent
- To offer an inspiring and motivating workplace
-
Most important achievements :
My World global employee survey
In 11 of the 14 categories covered by the survey, we scored higher than the global average within the group. -
- Investing in resilience
-
- Why this is important
- Most important achievements
- Contribution to SDG's
-
Why this is important:
- Well-being of our employees
-
Most important achievements :
- Monthly average of 80 days teleworking
- Focus on sustainable commuting: 100 lease bikes 4 months after bike plan launch
- Fitbees health and fitness project
-
Ready for
the future
DP World has a large fixed pool of employees, who have deliberately chosen DP World. The company is a family business with an attractive environment (respect, team spirit) and values. There is a strong focus on safety and that evolution is set to continue.
Ann Baats, Training Manager - OCHAPersonnel growth
In the period 2017–2018, we recorded strong growth, primarily in the number of fixed straddle carrier drivers (+57%) and technicians (+28%). The main purpose was to respond to the volume increase since May 2017, but also to anticipate growth in the long term.
Our goal is to build up a solid pool of fixed labour that will equip us to fulfil our strong ambitions over the coming years - with an investment plan of almost EUR 200 million aiming towards a capacity expansion of 30% - and thus contribute to reinforcing Antwerp’s position as an international port.
I’m proud to be part of loading and discharging these big vessels. It’s a special world of which you have to be part of to understand it.
G., Dock workerWomen empowerment
DP World Antwerp is committed to providing opportunities to a broad spectrum of people, regardless of their age, cultural background, gender etc. Our business environment, particularly in terms of dock work, is traditionally a man’s world, primarily because of the physically demanding nature of the jobs. In order to support women, DP World organises the #MentorHer programme, which allows female professionals to learn more about themselves, their strengths, and areas they can work on that will help them progress in their careers. Within the group, they are assigned a mentor who provides personal and professional feedback. The programme operates on a voluntary basis. In 2018, one female manager within DP World Antwerp coached a female colleague in Limassol.
I would like to share my experience and coach women, because I think it is important not only to attract good people, but also to maintain them on the job. Women have a tendency to retreat when children are at the order, and this should not be the case.
Inge Taillieu, Business Development Manager and DP World mentor609 Number of employees with fixed contracts as at 31/12/2018
Office workersDirect employment
161
62,7% - 37,3%
3
41.1
Dock workFixed labour
336
98,7% - 1,3%
2
34.3
TechniciansDirect employment
77
100% - 0%
3
46.9
Dock workCasual labour
170
N/A
1
42.6
Empty depot servicesDirect employment
35
100% - 0
N/A
N/A
Total
89% - 11%
7
41.4
Workforce - fixed labour
Link to education
In 2018, we gave twelve final-year technical students at AP Hogeschool interesting cases in our Technical Department as part of their international project week. This produced some refreshing ideas, while allowing the students to get to know the world of ports, and our company, in a fun and engaging way. We believe partnerships with schools are essential in order to foster good links between education and the labour market.
In the period 2017–2018, we gave a total of 16 students the opportunity to get some valuable work experience, with an internship. For four of them, the internship culminated in a fixed position.
Scope for
development
In 2017–2018, we placed a strong focus on onboarding and perfecting the skills of the many new employees via on-the-job training. The heavy influx of new employees, and primarily straddle carrier drivers, required intensive mentoring and supervision. This was especially important for the candidates who were hired as drivers via an “accelerated intake scheme” in July 2018, some of whom had no port experience. In June 2018, an experienced driver/mentor was appointed as training coordinator.
In addition, we provided a large number of formal training hours. If we consider only the directly employed personnel and do not include dock work, for which the training is mainly organised centrally at port level, we recorded the following figures in 2018:
>30%
for HSSE-related topics 
This high figure underlines once again the importance we attach to the ongoing development of our people and the efforts we make to keep pace in a world of fast and continuous change.
Building
commitment
My World survey:
In the summer of 2018, the global employee survey ‘My World’ was conducted for the fifth time, with the aim of gauging the satisfaction of our employees regarding various aspects of their job and the work environment.
The results for DP World Antwerp—based on the input of over 200 employees—were extremely positive. In 11 of the 14 categories covered by the survey, we scored higher than the global average within the group. Furthermore, the highest score was awarded in the area of sustainability, which means that our personnel also recognise its importance.
Hugo De Bie – People Director DP World Antwerp
There is some room for improvement in the areas of “leadership” and “communication”, and special focus will be placed on these topics in 2019. For example, we organise extra info sessions specifically for dock workers, technicians, and non-executives.
Investing in
resilience
With initiatives such as Fitbees and the anti-smoking campaign, DP World is on the right track when it comes to promoting well-being and health. What we have noticed is that the employees are communicating well with one another, and that they are listened to.
Annemie Michiels, Employee Representative CPBW – DP World Antwerp
Physically and mentally fit employees enjoy their work more, are more productive, and have fewer days off work. That’s why we make targeted efforts to promote the well-being and health of our employees.
Teleworking
In mid-2017, we introduced a formal procedure to make teleworking easier for office workers. The aim is to promote a better work-life balance while ensuring less stress and lost time due to traffic congestion. Since then, a monthly average of 80 days teleworking have been recorded.
Commuting
We are firm believers in sustainable commuting. In a mobility survey carried out among more than 350 employees in 2018, carpooling and cycling emerged as alternative modes of transport with growth potential. As a result, we launched a carpooling platform and started rolling out a bike leasing plan for fixed employees. Four months after the bike plan was introduced, 98 bikes had already been ordered—a resounding success! Our aim is to get at least 120 fixed employees on their bikes at least once a week for commuting to and from work by 2020. As well as being great for our people’s health, this will also benefit the environment and mobility around Antwerp.
Leisure activities
A sports committee was set up to promote team spirit and provide opportunities for leisure and relaxation within the work environment. These employees are responsible for organising a wide variety of social activities for the company’s personnel.
In 2018, for example, there was a quiz evening, a survival weekend, a guided city walk tour, indoor karting, a cycling tour, and the participation in sporting events such as the Ten Miles.
Fitbees
In 2018, we launched a programme to promote a healthy lifestyle in collaboration with the organisation ‘Fitbees’. This fitness and health concept, in the form of a game, boosted team spirit among the 130 employees who took part. Over a period of four weeks, they learned a lot about healthy eating and sleeping habits, a more active lifestyle, and much more. They lost a total of 272,5 kg and improved their average BMI from 26 to a healthy 25. The participants’ average basic conditioning level also improved by almost 10 points. Two people were able to stop smoking.
Ergonomic offices
An analysis of our screen workstations carried out by Mediwet, the External Service for Prevention and Protection at Work, revealed that we needed some ergonomic office furniture. From now on, we will purchase only ultra ergonomic office chairs for new workspaces or when we replace broken chairs. In addition, all our desks will be replaced with electric height-adjustable desks over the next three years. Initially, this will happen in the departments with shift workers, as well as the new offices. In 2019 and 2020, the other departments will have their desks replaced in phases.
Stopping smoking
To encourage our employees to stop smoking, DP World gives its employees a financial incentive for joining a smoking cessation scheme. This may involve nicotine patches, special chewing gum, talking to a smoking cessation advisor etc. For successfully completing a smoking cessation scheme, DP World refunds a one-off sum of €200. Three people have now made use of this financial intervention. Two people also stopped smoking during the fitness and health programme.