04.09.2015

Sustainability Report 2014 now available

Schindler discloses its sustainability performance data for the reporting period January 1, 2014 to December 31, 2014 which was again realized according to the guidelines of the Global Reporting Initiative (GRI), the most widely recognized global framework for sustainability reporting.

Major improvements include the further reduction of vehicle fleet emissions, enhanced safety initiatives, intensified employee training and development and progress made in our Customer Excellence program.

Further reduction of vehicle fleet emissions

The vehicle fleet remains the largest single source of CO2 emissions at Schindler. We have set the global target of reducing CO2 emissions by 30% by 2016, with 2012 serving as the reference year. Between 2013 and 2014, emissions were reduced by a cumulative 14.7% and thus in line with the set target.

Enhanced employee safety initiatives

Safety is one of Schindler's core values. We do not compromise on safety of our passengers and employees. We reduced our lost time injury frequency rate by 12% compared to the previous year, resulting in an improvement of over 86% since the start of our behavior-based safety initiative in 2007.

This initiative applies to all employees worldwide and is continuously adapted to address the most important aspects identified during internal assessments. In 2014, the focus was on safety leadership training, special training on fall protection, hoistway access and accident investigations, as well as on safety walks.

Intensified employee training and development

In the reporting year, the expansion strategy led to a significant increase in global headcount, which grew by more than 6 000 employees.

This growth entails substantial investments in employee training and development. In 2014, the rollout of our People Strategy was expanded to all employees. It includes:

  • the introduction of e-learning and classroom training for our recruiting managers to ensure the effective implementation of our Group Recruiting Policy
  • the automation of Succession Planning and Performance Management processes,
  • the development of new assessment and training courses,
  • a comprehensive Employee Communication Strategy, which was introduced at both, Group and operational level.

The average number of technical training days provided per employee in 2014 increased further to 7.2 days, which exceeds our annual target of 5 days. 

Progress in our Customer Excellence program

Over 100 000 surveys were conducted in 2014 to assess our level of customer satisfaction. The Net Promoter Score improved by 13% in 2014 compared to 2013. We also saw all key indicators move in the right direction, including:

  • a 29% improvement in the quality of our customer contact data
  • a 34% rise in the response rate to our customer surveys
  • a further 22% increase in the promptness with which the feedback loops to our customers were closed.