HRM sustainable policies

According to the employees interviewed, Lyreco has implemented HRM sustainable policies a lot in the last two years and a half, especially with CSR procedures being established more clearly. However, it seems that the company has always been attentive to its workers: employees working for Lyreco since more years claimed that the company has always made them feel valued and involved, as well as it has always been ready to respond to their needs, creating a lively and enjoyable place of work (Employee n.2;

Employee n.1).

Regarding HRM sustainable policies, it does not exist a systematic list of the activities carried out.

However, the main activities implemented by Lyreco in the social part of CSR emerged from interviews; they are going to be listed and explained, in order to have a better understanding of the company’s work environment. The list of the activities, as well as

87 their description, correspond to the idea that employees have of such initiatives;

everything written below is extracted from all the interviews.

Flexible schedule: every employee has its working time of 8 hours per day, or 6 hours in case of part-time; they can start from 8 am to 10 am, they have a lunch break that lasts from 45 to 90 minutes, and according to that they can go home from 4.45 pm to 7.30 pm. This is very helpful because workers can handle better everyday activities according to their necessity. It is a benefit that all the interviewed appreciate (Reported by Employees n.3 and n.4).

Agile working: this possibility was firstly given in 2018 to approximately 20 managers, who already had laptops, in order to test its effect. Seen the positive results, they have decided to enlarge it, and now 40 employees are benefitting of agile working once a week. Lyreco recognizes the advantages of this practising, and it is investing in order to give this possibility to all its workers; they are changing all the desktop pc into laptops, which is not required by the Italian law, but they want every worker to get this benefit as soon as possible (Reported by Employees n.2, n.3, n.4 and n.5).

This policy outlines the consideration that Lyreco has of its employees. Lyreco has proof that agile working increases productivity, especially because they work in an open-space environment; in addition, it reduces the CO2 emissions, which is also a relevant factor for the company (Reported by Employees n.2, n.3, n.4 and n.5).

Agreements with local businesses: agreements through which Lyreco’s employed ones get discounts on different kind of goods, such as, for instance, clothes and shoes, smartphones and technological products, appliances, laundry services, car-washing and car rent, optician and many others. They also have medical affiliations which allow employees to get medical and dental examinations at a lower price; this latter cannot be extended to employees’ familiars, like children, (Reported by Employees n.1, n.2, n.3, n.4 and n.5).

Finally, Lyreco has also developed an internal policy through which a replacement car from the company vehicle fleet is given to employees in case their one is damaged (Reported by Employees n.3, n.4 and n.5).

88 Practices to increase workers’ health: under this label, there are two activities carried out by Lyreco that deserve to be mentioned. Firstly, the workout: twice a week, the company gives the space and the possibility to do a workout during lunchtime. This initiative is very appreciated, mainly by mothers who do not have time to go to the gym after work (Reported by Employees n.1, n.2, n.3, n.4 and n.5).

Then there is the fact that Lyreco provides fresh fruit to all its employees twice a day; in this way, they give the possibility to have a free and healthy snack (Reported by Employees n.1, n.2, n.3, n.4 and n.5).

Break zones: in Lyreco Italy there is neither a canteen nor a bar; however, employees can have benefit of a break zone with vending machines with coffee and snack, and the fruit mentioned above. Besides, there is a big room dedicated to the lunch, with tables, refrigerators, ovens, microwave ovens, sinks and everything employees may need to eat a packed lunch, which is a common practice in Italy (Reported by Employees n.1, n.2 and n.5).

Moreover, they have installed water dispensers in the office and given everyone a water bottle made of biodegradable plastic. This could seem a mere environmental practice, but it has a significant impact on workers who feel more responsible towards nowadays problems even in their job place (Reported by Employees n.1, n.2, n.3 and n.4).

A relevant initiative under the label of ‘social’ and coordinated by HRM is Lyreco for education, an internal association through which Lyreco, as a group, finances projects to build schools and facilities in less developed countries. It is pervasive in all the company activities all over the world, and even if it does not address employees directly, it is fundamental to the wellbeing which Lyreco create in its work environment.

It is a programme through which funds are raised and given to this social cause. It started in 2010, and during these years Lyreco has carried out projects in Brazil, Togo and Madagascar, and now they are involved in Cambodia.

89 This activity is crucial for Lyreco not only because of its high purpose, but also because it involves employees. Indeed, for any festivity, may it be Christmas, Valentine’s Day, Mother’s Day or Halloween, Lyreco organizes activities that include all its employees and through which funds are raised. These occasions represent for the employees an aggregation moment because they get all together and spend some time. They also get to know better the reality in which they work through colleagues with whom they do not share the office; it is also an occasion for teambuilding. Employees take part in these activities and feel part of the company, as well as they feel unite in reaching a common goal, that is also a charitable one. (Reported by Employees n.1, n.2, n.3, n.4 and n.5).

In addition to the activities created for Lyreco for Education, HRM organizes activities to engage employees almost weekly; HRM has a crucial role in ideating and implementing CSR policies (Reported by Employees n.1, n.3 and n.4).