Constant social and society commitments

Two examples illustrate Dalkia's responsible management of health challenges.

Firstly, the combat against legionella. These bacteria present in water can cause occasionally fatal infections.Dalkia combats this risk by implementing complete procedures to increase the safety of domestic hot water networks and their cooling towers for which it is responsible on its customers' sites.
The group's research teams are carrying out detailed studies and Dalkia's performances in this subject are continuously improving.

Indoor air quality is another health challenge.Ventilation and air conditioning networks can also be the source of pathological problems.
Dalkia uses many indicators and tests to optimize these installations at their design stage, and to operate and keep them well-maintained for the benefit of everyone's health.

For Dalkia, the enterprise's social dimension is a pillar of its identity and performance. Sustainable development is another way of maintaining a commitment in the long term for the well-being and fulfillment of its employees.
For example, Dalkia prefers integration of its customers' teams and teams of companies that it has taken over, providing assistance to the employees concerned. To achieve this, the enterprise uses a method based on listening and dialogue.
Data taken into consideration include the status of employees, training, transfer of skills, remuneration and social advantages, depending on the local context. Collective efforts are also made to share the Dalkia company culture, its practices and know how, to integrate new employees. Similarly, social engineering based on communication and training, plays an essential role in management of our enterprise.

Dalkia builds its development on the professionalism and motivation of its teams. The development of skills, an important aspect of our human resources policy attached to the well-being of our employees, depends on discussions and transfer of know how and sharing of experience (integration day, training actions, intranet, tutorship, etc.). The individual benefit for each employee and his professional career progress also help to improve the quality of work done by everyone, and to make people more independent and versatile.
This policy is illustrated by two figures, firstly the average number of training actions in 2008 was 1.7 for each employee, and the total number of training hours dispensed for all Dalkia employees was more than a million.

Dalkia embraced a firm health and safety policy many years ago.
This ambition, carried by a visible commitment of all levels of management starting with top management, has resulted in action plans including precise collective objectives. Everyone is provided with practical tools to train and increase awareness of employees through a broad network of health and safety staff.
A major internal communication effort also contributes to deploying safety and prevention campaigns. Finally, international health and safety weeks are held and offer an opportunity to share experience and good practice in this field at group level and to support permanent mobilization of everyone.
This continuous improvement program is bearing fruit as can be seen in a continuously reducing accident frequency.