2. Social – We Invest in People

Social – We Invest in People

As a people business at heart, the element we can influence most is People. Social factors of our ESG efforts include observing and implementing provisions related to human rights, labour standards, and illegal child labour within our value chain and cooperation on more routine issues such as adherence to workplace health and safety.

We nd jobs for thousands of people each year – sometimes permanent, sometimes on a temporary basis. We genuinely care about our Professionals, make sure they are paid and insured correctly and protect their health and safety to the best of our abilities through our Zero Harm programme. We take initiatives to help people that are somewhat further distanced from the job market to get or keep jobs with our Clients or within our organisation. It is also our belief that achieving a good social score indicates how well our integration efforts with the local community are going and therefore obtaining a ‘social license’ to operate with consent.

We listen to our stakeholders, encouraging consultation and participation at all levels, both internally and externally. We gather feedback from Staff, Clients and Professionals on an ongoing informal and formal basis in order to ensure that any issues are addressed at the earliest opportunity to maintain a high level of service and satisfaction. We disseminate information relating to employment issues, including Health, Safety & Environment at all levels of the organisation, and regularly review our policies and procedures.

We endeavour to be compliant in letter and spirit with the rules and regulations of the countries we operate in, and adhere to international sanctions. We take pride in being conservatively nanced so our Clients can be sure we will be around as reliable partner for years to come. Last but not least, we contribute to develop a sustainability-based mindset for our Professionals through our increased focus on delivering Professionals to the Renewables industry (Wind, Hydrogen, Energy Storage and Solar) in order to meet the industry’s ambitious targets.

Health & Safety

Atlas Professionals ranks the safety of our Professionals as our number one priority and is dedicated to ensuring our Professionals can achieve what matters to them most - coming back home the very same way they commenced their onboarding, with Zero Harm.

Zero Harm is the vision that guides all operations and activities undertaken by Atlas Professionals. It is our commitment to continually strive to reach the highest standards in health and safety, minimize our impact on the environment, and work co-operatively with our Professionals, Staff, Vendors and Clients.

Zero Harm is achieved through various activities, including but not limited to:

• Accident & Incident Reporting, Investigation, Data sharing & KPIs,

• Emergency Response Procedures in place, with annual training drills,

• Safety Conversations held with Professionals,

• HSE Induction and Refresher training in place for Staff and Professionals,

• HSE KPIs and Objectives in place,

• Online customer surveys in place to gather feedback on HSE issues,

• Atlas Professionals HSE Handbook available to all Staff and Professionals,

• QHSE fixed agenda topic at all Staff meetings, including the quarterly All Hands meeting,

• ISO 45001:2018 Occupational Health & Safety standard certification for all offices,

• Complaints Procedure in place.

Atlas Professionals has different initiatives to promote the health and wellbeing of its Staff. If the situation is related to an employee’s mental health, Atlas Professionals has several mental health first aiders that are available to contact for all employees. They have been trained through a mental health first aiders course, are addressed, and made known to new employees during the HR Induction, and are available for a quick chat, assistance, and support.

Accident & Incident Statistics

Atlas Professionals monitor accidents, incidents and near misses occurring both at Atlas Professionals offices and at the worksites of our Clients to where our Professionals are deployed. All of the below reported incidents have occurred at Client worksites.

Employee & Talent Development

One of our values at Atlas Professionals is ‘We invest in people’. Through this value, we focus on improving the competence of both our Staff and Professionals to ensure they have the skills, knowledge and experience they require to perform their job both with success and joy.

Staff

2022 saw the launch of our People Strategy for Atlas Professionals Staff globally. Our People Strategy is:

With integrity, our reliable, pro-active and competent employees ensure that we can serve the customer in the best possible way. That is why we invest in our people, offer an inspiring working environment with room for initiative, feedback and development.

In the long term, this means we are a learning organisation, provide perspective, develop leadership and care for our human capital. It is the ambition of Atlas Professionals to build a competent workforce by providing the tools and guidance required to succeed in their role within the company, and an environment that encourages employee development. ESG related issues are promoted via Company KPIs and Objectives, with training and awareness shared via company communication channels including Deck Intranet, company online training (Atlas Academy and “GoodHabitz"), Newsletter, Staff Meetings, the company Handbook and Social Media campaigns.

During the course of employment, our office-based Staff receives training to meet the requirements of their role. The effectiveness of training is reviewed monthly for any training activities completed within that month. HR are responsible for contacting individuals for feedback, and for creating and sending an overview to managers for validation. Output of the effectiveness of training will guide future training.

Another tool that supports our Staff to succeed is our Performance Management cycle. In the beginning of each year, our Staff set their objectives together with their manager. There are two formal check-in points: one mid-year and then an end of year review. The process and format for objectives setting is split between two factors, business and personal.

Business objectives are role-specific and feed into the success of the team and company strategy. Personal objectives will be linked to other personal development the individual wants to achieve and can be related to the role or other professional and personal development. The objectives should always be set and agreed in a collaborative way with manager and employee both providing input. In addition to the business and personal objectives, ve measures of personal conduct are scored on a ve-point scale, namely, taking responsibility, customer focus, problem solving and creativity, teamwork and communication/interpersonal skills.