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Production | |||
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Goal |
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Deadline |
Implementation Status |
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Continue to increase productivity over the entire supply chain. We use the Wacker Operating System (WOS) program to implement and monitor these measures. |
Groupwide |
Ongoing |
The goal was achieved. The first cycle of the WOS program, from 2005 – 2007, focused on specific operating costs. During this period, WACKER was able to cut operating costs by as much as 20%. The costs of raw materials, packaging and freight have been included in productivity improvements since 2008. |
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Product Safety | |||
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Goal |
Location |
Deadline |
Implementation Status |
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Preregistration by the due date of all WACKER chemicals affected by REACH legislation |
Groupwide |
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The goal was achieved. In accordance with REACH deadlines, phase-in substances were preregistered in 2008. This chiefly included substances listed in the European Inventory of Existing Commercial Chemical Substances (EINECS) and substances that were manufactured at least once in the 15 years before REACH came into force, but were never placed on the market. We preregistered over 7,000 substances with the European Chemicals Agency (ECHA) and so met the deadline for completing the first step of REACH implementation. |
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Environmental Protection | |||
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Goal |
Location |
Deadline |
Implementation Status |
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Reduce leachate from our landfill sites by 30% |
Burghausen, |
2008 |
The goal was achieved. Leachate from our landfill sites has been reduced by around 45% (from 31,698 m³ in 2006 to 17,497 m³ in 2008). |
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Reduce specific energy consumption by 10% (relative to the target figure for 2006) by means of energy-saving programs, energy audits and increased energy efficiency |
Burghausen, |
2009 |
Intermediate result: the Burghausen site’s specific energy consumption was reduced by around 5% between 2006 and the end of 2008. |
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Continue soil-air extraction |
Burghausen, |
Ongoing |
To remediate legacy contamination, WACKER has been extracting air from the Burghausen site’s soil since 1989. This predominantly involves extracting highly volatile halogenated hydrocarbons from the soil and incinerating them to render them harmless. This measure was continued as planned. By the end of 2008, 1,873 metric tons of chlorinated hydrocarbons (CHCs) had been removed. |
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Save 1,000 metric tons of hydrogen chloride and 1,100 tons of sodium hydroxide by establishing closed material loops in a base chemicals factory. |
Burghausen, |
2008 |
The goal was surpassed. 1,700 tons of hydrogen chloride and 1,800 tons of sodium hydroxide were saved per year at full capacity. |
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Sustainability Management | |||
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Goal |
Location |
Deadline |
Implementation Status |
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Certification of Wacker Metroark Chemicals to ISO 9001 |
Kolkata |
2007 |
The goal was achieved. The certificate was awarded in December 2007. |
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Workplace Safety | |||
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Goal |
Location |
Deadline |
Implementation Status |
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Significantly reduce accident frequency (relative to the 2005 figure of 4.3) |
Groupwide |
2008 |
The goal was achieved: groupwide, there were 3.7 workplace accidents with missed workdays per 1 million hours worked in 2008. The accident frequency thus fell by 14% compared to 2005. |
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Markedly improve the reportable accident rate per thousand employees (relative to the 2005 figure of 1.7) |
Groupwide |
2008 |
The reportable accident rate per thousand employees in 2008 was 1.7 and thus the same as in 2005. In 2007, we launched Fresh Impetus for Work Safety, a global initiative to minimize accidents. By means of training courses and motivation campaigns, the initiative (spread out over several years) aims to raise employees’ awareness of safe workplace behavior and further lower the already low accident figures. In comparison, the German chemical industry’s insurance association (BG Chemie) quoted a reportable accident rate per thousand employees of 14.69 for the industry in 2008. |
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Corporate Citizenship | |||
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Goal |
Location |
Deadline |
Implementation Status |
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Promote schoolchildren’s knowledge of chemistry and the environment: revise the content of the WACKER experiment kit for schools – “Learning by Doing – School Experiments with WACKER Silicones” |
Groupwide |
2008 |
The goal was achieved. In early 2008, WACKER unveiled its revised kit to the public. The 2,300 kits for universities, high schools and vocational colleges have all been snatched up. |
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Health Protection | |||
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Goal |
Location |
Deadline |
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Prevention of drug and alcohol abuse – train all newly appointed WACKER executives in the early recognition of such problems in employees. Offer refresher courses every five years to all executives who have already attended a seminar. |
Domestic |
Ongoing |
Training courses for executive personnel were held at all German sites. The target of having over 90% of our executives trained was reached. The refresher courses took off as planned and are being held on a regular basis. The program is ongoing. |
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Establish uniform health protection processes |
Groupwide |
Ongoing |
The goal was achieved. WACKER’s health protection processes have been modeled in the Group’s process map (software). Moreover, WACKER adopted a new groupwide regulation in 2008. It specifies the health-protection framework for WACKER sites worldwide and regulates the reporting and information system. It also introduced uniform health objectives and basic standards groupwide. |
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Employees | |||
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Goal |
Location |
Deadline |
Implementation Status |
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Initial age-pattern analyses for WACKER’s demography project |
Groupwide |
2006 |
The goal was partially achieved. WACKER has been analyzing the Domestic Group’s age pattern on an annual basis since 2006. Since 2009, the analyses have been extended to sites outside Germany. |
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Use the initial age-pattern analyses to derive recruitment, training and retirement strategies |
Groupwide |
From 2007 |
The goal was achieved. WACKER has been addressing demographic change intensively since 2006. We have specified ten goals to maintain our long-term innovative and competitive strength. Our measures, which we are implementing stepwise, range from health programs to training courses, tailored to the various stages of our employees’ careers. The aim is career flexibility. We want to remain attractive to current and future employees via our exemplary social benefits and performance-oriented compensation. |
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Alternately repeat the age-pattern analyses and review the derived strategies |
Groupwide |
2010, then every three to five years |
WACKER has been analyzing the Domestic Group’s age pattern on an annual basis since 2006. Since 2009, the analyses have been extended to sites outside Germany. |
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Combine all existing corporate policies in a single document |
Groupwide |
2008 |
The goal was partially achieved: a draft has been drawn up and will be discussed with the departments in charge in 2009 and then approved by the Executive Board. |