Page 31 - GlaxoSmithKline Pharmaceuticals AR 2012
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The Company is looking at reducing the carbon footprint by 10% in 2020 and by 25% in 2050. To this
end the company is conducting an audit both internally as well as with vendors of the manufacturing
process, usage of materials, etc.
Significant proportion of our product ingredients and packaging material is sourced locally from third
party manufacturers belonging to Micro, Small and Medium Enterprises. A qualified team is in place to
build capacity and capability, to educate and raise the standard of these vendors.
All these vendors have to go through the GSK Audit and Approval process which are based on global
guidelines. Our special quality team supports / trains and guides these vendors to ensure that these
vendors have infrastructure, facilities, systems and controls in line with GSK’s global standards. In
addition there are continuing periodic quality audits to ensure that the manufacturing processes both
internally as well as with vendors remain compliant with our quality standards. These are over and
above the specific quality checks with respect to each batch of finished products as well as input
raw materials.
Some of our products where in we have incorporated social or environmental concerns are: Seretide
Evohaler – product was changed to include CFC free propellant which is more environment friendly.
As our products are related to health, we cannot recycle our products. However, there is a mechanism
to segregate the waste and given to the authorized vendor for recycling wherever appropriate. We
reuse some paper packaging material.
We follow the GMP guidelines with respect to our product packaging. On all our products we do have
barcodes and other features to avoid pilferage. For one of our product we have started this unique QR
code to validate the authenticity of the product. This feature has been introduced this year for the first
time as an anti-counterfeit measure.
Employees’ wellbeing:
Our employment practices are designed to create a work place culture in which all GSK employees
feel valued, respected, empowered and inspired to achieve our goals. Our aim is to create an inclusive
environment, engaging working environment that empowers employees to contribute and help us
achieve our strategic business objectives. Our policies for our employees conform to GSK global
standards as well as comply with the laws of the land.
We want GSK to be an employer of choice. To achieve this we invest significantly in developing employees
at every level from people in their early careers to those in senior management positions. We offer all
our employees a range of learning opportunities and tailored development programmes. Our talent
management process focuses on building talent at various levels. Due to our plan on exporting talent,
there has been a considerable rise in the number of employees moving on international assignments.
For our employees, to achieve sustainable high performance, we focus on developing leadership and
coaching skills. A carefully planned Learning & Development calendar was created and implemented.
To embed the culture of coaching, ‘Practical Coaching at Workplace’ programme was launched
covering first and second line managers respectively. We continue to lay strong emphasis on Sales
Training for our field force, both at induction and through refresher programmes to accredit the front
line sales persons.
We are committed to making employment at GSK accessible to people with disabilities and increasing
the proportion of women. To read more about our recruitment process log on to -
/
careers/why-gsk.html
Emotional and mental health and the ability to cope with pressure are just as important as physical well
being. Our Wellness and Wellbeing programme provides GSK employees with access to counselling
and mental health and guidance on their day-to-day issues of life.
We have a total of 4706 employees working with GSK of which 332 employees are temporary /
contractual basis, 584 women employees and 1 permanent employee with disability.
There are four recognised unions – zonal based – North, East, West and South to address the
grievances of employees working in the field. Apart from the field force, the union in the west also
represents employees working at Nashik site and the clerical staff at Worli.
Stakeholder engagement:
We engage with our direct and indirect stakeholders. This engagement enables us to keep in touch
with the views and opinions of the societies in which we operate. It helps us to identify important issues
and shape our responses in the interest of our shareholders and wider society. Some of the ways we
engage with our stakeholders is outlined here.
