BÁO CÁO PHÁT TRIỂN BỀN VỮNG 2023
BÁO CÁO PHÁT TRIỂN BỀN VỮNG 2023
The PVCFC workforce primarily consists of local personnel: individuals from Ca Mau accounting for 35.04%, employees from other provinces in the Southwest region account for 14.6%, the Southeast region represents 18.9%, Central Vietnam constitutes 16.9%, and the Northern region comprises 14.2%. Foreign workers employed abroad account for 0.4% of the total workforce at PVCFC. This diverse sourcing of personnel across regions enhances the company’s ability to adapt to its business operations. In 2023, new hires primarily came from the Southwest region, with employees from Ca Mau representing 33% of total new hires compared to the same period in 2022, marking a 38% increase in new personnel compared to the same period in 2021. The workforce primarily consists of Kinh ethnic group members, accounting for 99.1%. Minorities such as Hoa, Khmer, Cao Lan, and Chaoro make up 9% of the total personnel at PVCFC. Individuals with no religious affiliation represent 97.26%, while other religions—such as Cao Dai, Catholicism, Hoa Hao, Buddhism, Christianity, Tu An Hieu Nghia (Four graces of filial piety) —account for 2.74% of the total workforce. PVCFC does not differentiate based on religion or nationality in the recruitment and hiring process.
representing an increase of 4.35% compared to the same period in 2022. Among them,
the number of female employees is 277, accounting for 20.98%.
Given the Company’s business model, the
operation and production team constitutes the majority of the workforce and works in shifts to ensure the
plant operates 24/7. As a result, the arrangement of female employees in operational roles is limited,
particularly due to night shifts and challenges related to reproductive health and childcare.
The Boards (Board of Directors, Board of Management, Supervisory Board, Chief Accountant): 25 out of 1,320 employees, accounting for 1.89%, a decrease of 7% compared to the same period in 2022. Among these, 6 are female, representing 24%. The number of female executives has increased by 2% compared to 2022.
Management (excluding the Boards): 189 out of 1,320 employees, making up 14.32% of the total workforce, a decrease of 2% compared to the same period in 2022. Among these, 27 are female managers, accounting for 14.28% of all departmental and unit leaders, which is 2% of the total workforce. In 2023, the number of female managers at this level increased by 1 compared to 2022.
Staff: 1,106 out of 1,320 employees, accounting for 83.78%.
At PVCFC, there is no disparity in average income between the two genders.
The company currently determines salaries based on three aspects: job position, skills, and work performance, ensuring that there is no income gap between genders.
The Board of Directors of the Company issued Decision No. 2975/QD-PVCFC on December 5, 2022, approving and implementing the democratic regulations of the Petrovietnam Ca Mau Fertilizer Joint Stock Company. The adoption of all communication policies includes
Each year, PVCFC organizes regular dialogue meetings between employees and management (representatives of employers) with the Labor Union (representatives of employees). During these meetings, PVCFC shares information about policies, production and business plans, strategic directions, and addresses questions from employees regarding their rights and benefits.
According to an internal satisfaction survey conducted in 2023, the satisfaction level reached 83.4%, an increase of 0.6% compared to 2022 (82.8%). The satisfaction rate among employees with 10 or more years at the company is high, with 96.5% expressing satisfaction. This indicates that the policies and benefits for employees at PVCFC are continuously monitored and adjusted to ensure fairness and protect employee rights.
In 2023, PVCFC hired consultants to conduct randomized surveys and in-person interviews with senior and middle management regarding the PVCFC Culture. The survey on the “Humane and Happy Working Environment” revealed that 93% of employees feel the company cares deeply about their material and mental well-being.
PVCFC follows a process to review and compile dialogue questions, sending them to functional departments for responses according to regulations and providing comprehensive announcements addressing policies and human rights for employees.
PVCFC conducts introductory training for new employees to ensure they receive complete information about PVCFC as well as communication regarding policies, rights, and benefits while working at the company.
Additionally, PVCFC regularly posts and updates regulations and guidelines regarding employee benefits on the internal communication platform, Facebook at Work. PVCFC also communicates through comprehensive channels and labor union representatives across administrative, production, and business units to ensure that all employees are promptly and fully informed of policies and benefits without discrimination among departments within the company.
The Code of Conduct in daily operations plays a crucial role. Some of the rules related to employee rights include:
This Code also reflects the company’s policy of non-discrimination based on gender, religion, political views, age, and other factors.
The company has a policy against using child labor, forced labor, or any form of compulsory labor, as outlined in the company’s recruitment regulations (Section 8.2, Article 8 of the Recruitment Policy). (GRI 408-1)
