Ensuring social stability
We attach great importance to ensuring social stability. The portfolio companies implement social initiatives aimed at improving the quality of life of employees and ensuring comfortable working conditions. We develop a corporate culture that is oriented towards openness and mutual respect.
We respect and recognise the right of workers to freedom of association and the right to unite in trade unions to defend the interests of the workforce.
Collective labour agreements are one of the guarantees for protecting the interests and rights of employees. We pay special attention to the fulfilment of sectoral agreements and collective labour agreements. Collective labour agreements have provisions on labour remuneration, social benefits, payments to non-working pensioners, obligations in the field of safe working conditions, gender and youth policy and other aspects.
To maintain social stability, we engage in dialogue with various sectoral trade unions. Our social dialogue is based on respect and aims to ensure the protection of human rights and social justice. We strive for the peaceful resolution of all possible conflicts and labour disputes through consultation with all stakeholders, including trade unions.
The Fund’s activities to ensure social stability are developed in 4 main directions:
- research and analytics (SRS: engagement, labour conditions and loyalty, material well-being, protest potential, etc.);
- social stability monitoring centre (collection, initial verification, registration and prompt dissemination of information on preconditions or facts of social tension);
- IR – industrial relations (ensuring stability, fairness and efficiency of labour across the Fund’s Group);
- social and communication projects (ombudsmen, trade unions, mediators, conciliation commissions, etc.).
To effectively regulate social and labour relations and strengthen social partnership, the Fund’s Group of companies has a Centre for Social Engagement and Communication. An important part of the work is the coordination of interaction between the Fund’s sub-divisions and portfolio companies, especially in case of crisis situations. Since 2021, the Operational Headquarters of the Fund has been operating, which provides anti-crisis measures. During the reporting period, 6 meetings of the Operational Headquarters were held.
The Social Stability Monitoring Centre operates under the Centre for Social Engagement and Communication, which collects and analyses operational data on preconditions or facts of social tension in labour collectives through 5 communication channels (e-mail, telephone, QR code, WhatsApp, website) 24/7.
NYSANA INFORMATION SYSTEM
To ensure effective communication between employees and the employer, there is a communication channel for complaints and suggestions, Nysana, a social stability monitoring system, which enables prompt identification of problems and issues in social and labour relations and facilitates quick resolution of conflict situations. With the help of Nysana, employees can address various questions, problems and suggestions for the improvement of labour conditions. The Nysana system aggregates the results of sociological surveys and appeals and complaints received by the Centre for Social Engagement and Communication call centre from employees of our portfolio companies.
We strive to be open to employees. At any time, each of our employees can contact the Nysana call centre in any language they are accustomed to. Appeals and complaints can be sent in several ways:
SOCIAL STABILITY INDEX
Since 2013, Centre for Social Engagement and Communications has been conducting the Samruk Research Services (SRS) Social Stability Survey. The leading indicators are indices of engagement, social well-being and social tranquillity. The social survey includes questions about working conditions, safety, relations with management, presence of psychological pressure, satisfaction with salary level, social and living conditions, etc. The survey methodology is based on the best international practices (AON, GALLUP) and approved by the Board of the Fund. For us, measuring the Social Stability Index plays a key role in maintaining the well-being of employees and the stability of labour collectives. Regular monitoring allows us to identify problems in social and labour relations and promptly take measures to address them.
According to the results of the reporting period, the social stability index (SRS) is 72% (+2 points compared to 2023). This indicator is a composite index of engagement, well-being and social tranquillity.
INDUSTRIAL RELATIONS (IR)
We develop Industrial Relations (IR) to improve relations between the employer, employees, contractors and trade unions, as well as the development of social dialogue and partnership. Since 2022, the Fund has introduced a unified corporate standard for industrial relations, which aims to increase the level of employee engagement, loyalty and satisfaction. This, in turn, will reduce staff turnover, amount of sick leaves, absenteeism and have a positive impact on labour productivity.
The Centre for Social Engagement and Communication is a single operator for coordinating the development of industrial relations in the Fund. All portfolio companies have IR managers whose tasks include interaction with labour protection services to improve social and living conditions of workers, as well as with compliance services, ombudsmen and mediators (middlemen in negotiations from among representatives of teams) to prevent pressure on employees and potential conflicts.
In 2024, we continued our work on IR, which, among other things, will improve the level of social and living conditions at work.
