Wärtsilä's occupational health and safety principles are defined in the Code of Conduct, the company's QEHS policy and in the directive on environment, health and safety (EHS). Wärtsilä's subsidiaries are required to have a management system in use that conforms to the QEHS policy and the EHS directive. The main aspects of the management system relate to compliance with legislation, identifying and minimising occupational health and safety risks, personnel training, implementing effective health and safety programmes and instructions, recording and investigating occurred incidents and the continuous improvement of occupational health and safety performance.
The coverage of OHSAS 18001 certifications in Wärtsilä subsidiaries increased during 2012. At the end of 2012, 37 Wärtsilä companies operated with a certified occupational health and safety management system. These certified occupational health and safety management systems cover roughly 80% of Wärtsilä's total workforce.
In addition to the management system, Wärtsilä companies apply occupational health and safety programmes as required by local legislation, which are normally developed by occupational health and safety committees consisting of representatives of the companies' management and personnel. Altogether 71% of Wärtsilä companies have an occupational health and safety committee.
The indicators used to measure occupational health and safety performance include the number of accidents, the time of absence due to sickness and the frequency of accidents. Wärtsilä has set a corporate level target of achieving zero lost time injuries. This target is a long-term commitment from the company to strengthen safety culture, and it requires actions from all Wärtsilä companies and employees. The safety performance of the companies is monitored on a monthly basis and the results are reviewed in the Board of Management.
In 2012, Wärtsilä launched a global Zero Injury training program comprising a 4-hour e-learning and 4-hour practical training session. The target group for the training consists of Wärtsilä´s front-line personnel working in factories, workshops and customer premises. The e-learning has been translated into nine major languages in order to ensure effective training in various countries. Over 3,200 employees had completed the e-learning by the end of 2012, and this training will continue during 2013.
Wärtsilä's Safety handbook, issued in 2011, was translated into 13 different languages during 2012, and hard copies were distributed to the Wärtsilä companies in which those languages are in use.
An internal safety training video published by Wärtsilä a year ago won the 2012 intermedia-globe Gold Award and intermedia-globe Grand Award at the World Media Festival. The award ceremony took place on the 9 May 2012, in Hamburg, Germany.
To strengthen Wärtsilä's safety culture, the Board of Management decided to start a safety walk practice, which requires members of the Board of Management and division management teams to conduct regular visits to Wärtsilä's subsidiaries and discuss with employees about safety related topics. This practice has started in the fourth quarter 2012, and full implementation has been scheduled for the year 2013.
The positive trend in reducing lost time injuries continued, and Wärtsilä achieved a good result in 2012 with a lost time frequency index of 12.7%, below that of the previous year. There were no work related fatalities during year 2012.
During the report period there were two violations discovered in Wärtsilä subsidaries. Wärtsilä Finland was imposed a fine of EUR 30,000 due to a personal injury which took place in 2009. The employee gashed his arm when conducting manual lifting, and the court of justice stated that Wärtsilä Finland had not provided adequate lifting tools for this specific operation. Several corrective actions have been taken after this case, and the court also found that safety management in Wärtsilä Finland is on a good level.
Wärtsilä Japan received a notification from a local authority which stated that the company did not provide appropriate instructions for a contracted employee who was handling an organic solvent. Wärtsilä Japan has submitted a report of corrective actions to the respective authority.