As a company working to power a cleaner, prosperous tomorrow for all, we have an incredible opportunity to make a positive impact in people’s lives.
Our efforts start with taking care of our own employees and enabling them, through enriched collaboration and partnerships, to achieve their career aspirations.
The Westport Fuel Systems team is a highly skilled and experienced global team of engineers, manufacturing technicians, and business leaders with expertise in alternative fuel systems, combustion technologies, cryogenics, fuel storage and delivery systems. They are leaders in their respective professional and commercial fields. A high degree of employee engagement and our commitment to our shared values remains essential to our business success.
In a year of extraordinary circumstances and challenges, our top priorities were to protect our employees, partners and visitors, while minimizing disruption to our customers. Each site formed its own COVID-19 health and safety committee, consisting of employee, union and management representatives to formulate, own and implement site-specific measures in keeping with local guidelines. These included social distancing requirements, temperature checks, personal protective equipment, cleaning protocols, building occupancy and layout changes, and other measures to help mitigate the spread of COVID-19. Protocols were also introduced to guide the sites’ responses should an employee exhibit COVID-19 symptoms or test positive, and to manage contact tracing. For employees whose roles allowed them to work from home, we created guidelines setting out our expectations, provided remote work, technology and ergonomics support, and increased internal communications.
“We tried to help people cope with the stress of the circumstances, encouraging them to access our Employee Assistance Program counselling resources if needed. We also did our best to avoid layoffs where we could and minimize personal financial impacts with the help of government support programs,” said Solomon Samuel, Vice-President, Global Human Resources. “With the world’s focus shifting to vaccinations and economic recovery, we continue to prioritize looking after our people and retaining the talent needed to achieve our goals.”
While safety performance improved in 2020, we recognize that it was in part due to reduced activity at our sites due to COVID-19 related operational shutdowns and employees working from home.
Number of injuries:
Recordable injury rate per 100 employees
The recordable injury incident rate is the annualized rate of occupational injuries and illnesses per 100 employees. It is a calculation of the number of injuries divided by the number of standard worked hours, annualized for 200,000 employee hours worked. First aid classified injuries are not included.
Number of lost-time injuries
Lost-time injury rate per 100 employees
The lost-time injury rate is a calculation of the total number of lost-time injuries divided by the number of standard worked hours, annualized for 200,000 employee hours worked. Lost days refer to scheduled workdays and the count begins on the next scheduled workday immediately after the injury.
We know that having a diverse and inclusive culture enriches our discussions and facilitates a broader exchange of perspectives, which in turn enhances decision-making, inspires innovation and improves business performance. It also improves our workplace by helping us attract, engage and retain the high-quality talent needed to achieve our goals. Recognizing that diversity isn’t simply about gender, the Board and senior management will be reviewing the company’s diversity practices in 2021 and assessing what more can be done to ensure we benefit from the broad range of perspectives made possible by diversity of thought, background and experience.