Working environment
Our priority is the well-being of our 1,769 employees, our partners, and the local communities in which we operate.
LC Packaging’s ambition and efforts have been mapped against the United Nations 2030 Agenda for Sustainable Development. In our daily operations, we directly contribute to Global Sustainable Development Goals nr 8, 12, 13 and 17. Indirectly, we touch upon 16 out of 17 SDGs.
Global agenda
More data can be found in our 2021 People Report and 2021 Business Ethics Report.
Future ambitions
Our 2022 Sustainability vision has come to a close, but we continue to look forward with our 2030 Ambition. We believe that every working person should be able to afford a decent standard of living for their family. The United Nations Global Compact calls upon business to pay all their employees living wage – regardless of their employment status – and to progressively extend the ambition to a fair compensation commitment for all workers in the supply chain. That is why we have set ourselves the following goal to be completed no later than by 2030:
By 2030, 100% of key production partners’ employees earn at least a living wage.
Additionally, when we celebrate our 100-year anniversary in 2023, we want to be able to call ourselves the Best Employer in the Packaging Industry. We have good hopes to achieve this goal as in October 2021, 93% of our colleagues said to enjoy their work and to be proud to work for LC Packaging.
Outcome
Baseline
Measuring progress
Initiatives and actions
To ensure a safe and healthy working environment with satisfying working conditions, we have put in place many programmes and procedures. A selection of the initiatives and actions we have taken over the last five years:
- A mandatory occupational health and safety training was set up for all employees during which our Employee Occupational Health & Safety Policy, objectives and measures are explained. 86% of employees have conducted the training by 2022.
- The physical working environment for employees has been improved with i.e., new offices for LC Packaging Ireland and France, and a new, sustainable, BREEAM Outstanding certified Head Office in the Netherlands. In March 2022, 94% of our employees said that LC Packaging offers a physically safe working environment.
- In 2018, our annul satisfaction survey was replaced with our Flow Programme to encourage the dialogue on working conditions. This programme measures a variety of topics that contribute to employee enthusiasm, and fosters dialogue on important topics in all layers of the organisation. In March 2022, we measured our highest level of flow since 2018: 71%.
- Our production facility in Bangladesh has been SA8000-certified for its outstanding working conditions since 2012. It is the highest level of accreditation achievable. Dutch-Bangla Pack Ltd. (DBPL) is one of only four manufacturers in Bangladesh in possession of such a certification. Read more.
- We navigated the COVID-19 pandemic with extensive safety measures put into place, including awareness training sessions and regular health check-ups, on top of obvious measures, such as keeping distance and washing hands regularly. We have discussed fears and uncertainties, offered flexible working hours, and created opportunities for online social interactions to stay connected. In 2021, 77% of our employees felt that LC Packaging was handling the COVID-19 pandemic well. 5% disagreed.
Overall, the total amount of sick hours in 2021 increased compared to 2020. The hours of sick leave due to injury decreased, making our global lost time injury (LTI) rate* decrease from 0.06 to 0.05. This is well within our objective to have an LTI rate below 0.2.
*(total hours of sick leave due to injury events/total hours worked) * 100.
GRI 401: 103-1, 103-2, 103-3
GRI 403: 103-1, 103-2, 103-3, 403-3
achieved
100%
Target
By 2022, 85% of our employees will feel that they work in a safe and healthy working environment and will be satisfied with the working conditions we provide.
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In October 2021, 91% of our employees says that they feel they are working in a safe and healthy working environment. Additionally, 86% says to be satisfied with the working conditions LC Packaging provides.
In 2016, 76% of our employees said that they feel that LC creates a safe working environment with suitable arrangements for health, safety, and welfare 69.9% said that they are satisfied with the working conditions we provide.
Our success is measured by the results of the 2022 Employee Flow Survey.
Our people are our most valuable asset. As an advanced member of the UN Global Compact, we strongly support, respect, promote and protect internationally proclaimed human rights and do our utmost to provide safe, healthy, and satisfying working conditions.
People
Working environment
More data can be found in our 2021 People Report and 2021 Business Ethics Report.
+40
+108
+409
+65
1,484
fulltime jobs
(1-1-2022)
2021
1,444
fulltime jobs
(1-1-2021)
2020
1,336
fulltime jobs
(1-1-2020)
2019
927
fulltime jobs
(1-1-2019)
2018
862
fulltime jobs
(1-1-2018)
2017
Future ambitions
We will continue to improve job quality and increase standards worldwide. In our own production facilities, but also by helping our partners reach the same level, specifically when it comes to ‘earnings quality’: paying employees a living wage, rather than a minimum wage. Together with partners such as SAI, the Global Living Wage Coalition and Sedex, we aim to set up a research that investigates if all workers of our key production partners earn a living wage, and if not, how we can help our partners to reach that standard. The research, and the actions that will follow will impact over 25,000 workers in Africa, Asia, and Europe. We have adopted job quality in our 2030 ambition with the following goal:
By 2030, 100% of key production partners’ employees earn at least a living wage.
Learn more about the working conditions at our production facility in Bangladesh by watching our video.
We have also taken additional measures to ensure high-quality jobs around the world, such as:
- By expanding our production capacity, we have created more supervisory and management positions, which we attempt to fill from within the company.
- Cooperation with Social Accountability International (SAI) to create awareness on the value of high-quality jobs.
- As a signatory of the 7 Women’s Empowerment Principles, we have committed to work collaboratively to foster business practices that empower women, especially in developing countries, such as a digital payroll system for all of our Bangladeshi factory employees, to improve the financial independence of female colleagues.
- We have set up an extensive employee commitment programme at our production facility Dutch-Bangla Pack Ltd. that consists of 7 components and tackles a number of health and safety challenges for employees and the local community.
Commitment to our people
A selection of the measures we have implemented over the last 5 years to ensure high job quality:
Working
environment
Outcome
Since open unemployment tends to be relatively low in most emerging economies, the main challenge is not a lack of jobs. Rather, it is the lack of quality jobs that raises greatest concerns (OECD). Today, LC Packaging employs 1,484 employees (Jan 2022) in developing countries, such as Bangladesh, South Africa and Ivory Coast.
Since 2017, we have created 622 fulltime high-quality jobs in developing countries, of which 118 in South Africa and Ivory Coast and 504 in Bangladesh.
On 1 January 2017 we were employing 81 colleagues in South Africa and the Ivory Coast and 781 employees in Bangladesh. A total of 862 quality jobs in developing countries.
Measuring progress
To ensure job quality, LC Packaging takes into account three areas that contribute to ‘job quality’ worldwide, identified by the OECD: quality of the working environment, earnings quality and labour market security.
Initiatives and actions
Our success is measured by the amount of full-time high-quality jobs we have created in developing countries in 2022.
Baseline
Job creation 2021: 103-1, 103-2, 103-3
GRI 401: 103-1, 103-2, 103-3
achieved
100%
Target
By 2022, we will have created at least 300 additional high quality full-time jobs in developing countries.
Scroll down
Back to top
According to the Organisation for Economic Co-operation and Development (OECD), economic growth is the most powerful instrument for reducing poverty and improving the quality of life in developing countries. A quality job includes a fair earnings level, security in the labour market, a balance between work and lifestyle with an acceptable level of working hours, as well as a safe and healthy working environment. We make it a priority to contribute to the economic environment of the countries we operate in, as well as the community and our own people.
People
Job quality
More data can be found in our 2021 People Report.
Baseline
Initiatives and actions
Outcome
Already several programmes and other initiatives have been put in place to further stimulate employee development within LC Packaging. In April 2022, Young LC, a programme for young talents kicked off a one-year programme during which colleagues of 30 years and younger from all affiliates work together on business cases to stimulate the LC Packaging business. Additionally, Learning Circles have been introduced in the company. A learning circle is a group of colleagues from across the entire LC Packaging organistion exchanging knowledge, experiences, and best practices with regards to a certain discipline. Two learning circles are up and running at the moment. Additionally, the LC leadership programme will be continuing its second year in 2022. With the help of these initiatives, we aim to reach the 80% satisfaction rate with regards to development opportunities in 2022.
Finally, when we celebrate our 100 year anniversary in 2023, we want to be able to call ourselves the Best Employer in the Packaging Industry. We have good hopes to achieve this goal as in October 2021, 93% of our colleagues said to enjoy their work and to be proud to work for LC Packaging.
Future ambitions
To stimulate employee development, several actions have been taken. As a result of these, 100% of employees now have access to learning and development opportunities. An overview of a selection of these initiatives and actions:
- In 2018, the Talent Excellence tool was introduced to support regular performance and career development reviews between employees and managers.
- A research on development needs was conducted in 2019. The results showed that 83% was satisfied with the current development needs. Based on the results of the survey and interviews, a structured development programme for optimal personal development has been established.
- In 2019, a dedicated Learning & Development Manager was appointed, who implemented an extensive Talent & Development programme that creates equal opportunities for colleagues to develop their skills.
- LC Academy was launched in 2020. This platform is a one-stop-shop to personal and professional growth and development, including online and offline courses, webinars, and training opportunities. Since its first introduction, approximately 55 courses have been added.
- In 2021, we introduced a Leadership Programme for our young, present, and future leaders. Over the course of two years, twelve selected LC colleagues from different affiliates will join this LC Leadership journey.
GRI 404: 103-1, 103-2, 103-3, 404-2
GRI 405: 103-1, 103-2, 103-3, 404-2
achieved
70%
Target
By 2022, 80% of our employees will be satisfied with the internal development opportunities provided by LC Packaging.
Scroll down
Back to top
Our success is measured by the results of the 2022 Employee Flow Survey.
Measuring progress
In 2016, 65.3% of our employees said that they are satisfied with the internal development opportunities provided by LC Packaging.
In 2019, 83% of employees that filled out a dedicated survey on personal development opportunities said they are satisfied with the current development opportunities. In October 2021, during our bi-annual flow survey (92% participation rate), 76% of our employees says to be satisfied with the development opportunities provided by LC Packaging. Additionally, 75% says to have enough possibilities to develop within the company and 90% answered there is still enough to learn at LC Packaging. 94% convey to be proud of what they achieved in their work. In March 2022, 79% says to be offered training and/or development opportunities to grow professionally.
One of the outcomes of our employee satisfaction survey in 2015 and 2016 was the desire for more and better opportunities for personal development. Therefore, one of our areas of focus is to identify and nurture talent, and to create beneficial opportunities for personal development at all levels of the company.
People
Employee development
Initiatives and actions
Future ambitions
For each project we have separately identified the scope and the tools for measuring the outcome.
Measuring progress
Baseline
Since 2017, we have taken many actions and set up new initiatives, such as:
- 4 long-term projects were carefully selected to make a big impact: Waste Pickers of Dhaka, Sri Lankan Hope for Children, Happy Kids Daycare and War on Waste South Africa – later replaced by the Wilderness Foundation Africa.
- We have appointed internal project managers for our long-term projects to involve and engage internal and external stakeholders.
- In 2018, the Green Heart Campaign was first launched. Through this campaign, LC Packaging donated on behalf of the customer to a project supported by the LC Supports Foundation closest to his or her heart. In total, over €9,500 was donated through the Green Heart Campaign.
- Additional donations were raised via local campaigns (e.g. LC Packaging GmbH and employee donations) and events (e.g. the LC Packaging Sustainable FIBC Virtual Conference). In total, over €5,225 was raised.
- To create awareness for the LC Supports Foundation and the projects it supports, www.lcsupportsfoundation.com was created and multiple communications have been set up to promote the foundation and its projects, including: a direct link to the LCSF website from the LC Packaging corporate website, social media posts on LinkedIn and Twitter, customer mailings, presentations, posters, and via SharePoint (LC Packaging’s internal platform).
Since its first introduction in 2017, the LC Supports Foundation (LCSF) has become a household name within LC Packaging. We have supported 9 projects monetarily, as well as with our knowledge and manpower. We support long-term community projects related to education and welfare via which we have built valuable partnerships, and we have contributed during crises. Our customers too have supported the LC Supports Foundation through donations.
Outcome
In the past, LC Packaging has randomly sponsored many initiatives around the world and our employees have rolled up their sleeves to help local communities. In January 2017, we established the LC Supports Foundation (LCSF) to structurise our global efforts and bring together all CSR initiatives and activities.
GRI 404: 103-1, 103-2, 103-3, 404-2
GRI 405: 103-1, 103-2, 103-3, 404-2
Back to top
Scroll down
The future is bright, and the aim is to do so much more to enrich the lives of the communities in which we (in)directly operate. We are working with our partners to keep evolving current projects, and by positioning the LC Supports Foundation more prominent, we intend to have all our community development activities contribute to our purpose; contribute to a world without waste. We plan to do so through awareness creation, education, and for example the sponsoring resource-saving initiatives among others.
With a physical presence in 17 countries in Africa, Asia and Europe, we see that local communities are facing challenges which have a negative impact on their living standards. LC Packaging not only aims to improve the lives of our own employees and those of our production partners, but we also feel we can contribute to the well-being of the communities in which we operate.
People
Community development
achieved
100%
Target
By 2022, we will have significantly contributed to the well-being and development of the local communities in which we operate.
Wilderness Foundation Siyazenzela Programme
Our priority is the well-being of our 1,769 employees, our partners, and the local communities in which we operate.
Read more in the LC Supports Foundation Income and Expenses 2020.
Our 2022 Sustainability vision has come to a close, but we continue to look forward with our 2030 Ambition. We believe that every working person should be able to afford a decent standard of living for their family. The United Nations Global Compact calls upon business to pay all their employees living wage – regardless of their employment status – and to progressively extend the ambition to a fair compensation commitment for all workers in the supply chain. That is why we have set ourselves the following goal to be completed no later than by 2030:
By 2030, 100% of key production partners’ employees earn at least a living wage.
Additionally, when we celebrate our 100-year anniversary in 2023, we want to be able to call ourselves the Best Employer in the Packaging Industry. We have good hopes to achieve this goal as in October 2021, 93% of our colleagues said to enjoy their work and to be proud to work for LC Packaging.
Future ambitions
In 2016, 76% of our employees said that they feel that LC creates a safe working environment with suitable arrangements for health, safety, and welfare 69.9% said that they are satisfied with the working conditions we provide.
Outcome
In October 2021, 91% of our employees says that they feel they are working in a safe and healthy working environment. Additionally, 86% says to be satisfied with the working conditions LC Packaging provides.
Baseline
Our success is measured by the results of the 2022 Employee Flow Survey.
Measuring progress
achieved
100%
GRI 401: 103-1, 103-2, 103-3
GRI 403: 103-1, 103-2, 103-3, 403-3
To ensure a safe and healthy working environment with satisfying working conditions, we have put in place many programmes and procedures. A selection of the initiatives and actions we have taken over the last five years:
- A mandatory occupational health and safety training was set up for all employees during which our Employee Occupational Health & Safety Policy, objectives and measures are explained. 86% of employees have conducted the training by 2022.
- The physical working environment for employees has been improved with i.e., new offices for LC Packaging Ireland and France, and a new, sustainable, BREEAM Outstanding certified Head Office in the Netherlands. In March 2022, 94% of our employees said that LC Packaging offers a physically safe working environment.
- In 2018, our annul satisfaction survey was replaced with our Flow Programme to encourage the dialogue on working conditions. This programme measures a variety of topics that contribute to employee enthusiasm, and fosters dialogue on important topics in all layers of the organisation. In March 2022, we measured our highest level of flow since 2018: 71%.
- Our production facility in Bangladesh has been SA8000-certified for its outstanding working conditions since 2012. It is the highest level of accreditation achievable. Dutch-Bangla Pack Ltd. (DBPL) is one of only four manufacturers in Bangladesh in possession of such a certification. Read more.
- We navigated the COVID-19 pandemic with extensive safety measures put into place, including awareness training sessions and regular health check-ups, on top of obvious measures, such as keeping distance and washing hands regularly. We have discussed fears and uncertainties, offered flexible working hours, and created opportunities for online social interactions to stay connected. In 2021, 77% of our employees felt that LC Packaging was handling the COVID-19 pandemic well. 5% disagreed.
Overall, the total amount of sick hours in 2021 increased compared to 2020. The hours of sick leave due to injury decreased, making our global lost time injury (LTI) rate* decrease from 0.06 to 0.05. This is well within our objective to have an LTI rate below 0.2.
*(total hours of sick leave due to injury events/total hours worked) * 100.
Initiatives and actions
Our people are our most valuable asset. As an advanced member of the UN Global Compact, we strongly support, respect, promote and protect internationally proclaimed human rights and do our utmost to provide safe, healthy, and satisfying working conditions.
By 2022, 85% of our employees will feel that they work in a safe and healthy working environment and will be satisfied with the working conditions we provide.
Target
Working environment
Read more in the LC Supports Foundation Income and Expenses 2020.
We will continue to improve job quality and increase standards worldwide. In our own production facilities, but also by helping our partners reach the same level, specifically when it comes to ‘earnings quality’: paying employees a living wage, rather than a minimum wage. Together with partners such as SAI, the Global Living Wage Coalition and Sedex, we aim to set up a research that investigates if all workers of our key production partners earn a living wage, and if not, how we can help our partners to reach that standard. The research, and the actions that will follow will impact over 25,000 workers in Africa, Asia, and Europe. We have adopted job quality in our 2030 ambition with the following goal:
By 2030, 100% of key production partners’ employees earn at least a living wage.
Learn more about the working conditions at our production facility in Bangladesh by watching our video.
Future ambitions
We have also taken additional measures to ensure high-quality jobs around the world, such as:
- By expanding our production capacity, we have created more supervisory and management positions, which we attempt to fill from within the company.
- Cooperation with Social Accountability International (SAI) to create awareness on the value of high-quality jobs.
- As a signatory of the 7 Women’s Empowerment Principles, we have committed to work collaboratively to foster business practices that empower women, especially in developing countries, such as a digital payroll system for all of our Bangladeshi factory employees, to improve the financial independence of female colleagues.
- We have set up an extensive employee commitment programme at our production facility Dutch-Bangla Pack Ltd. that consists of 7 components and tackles a number of health and safety challenges for employees and the local community.
To ensure job quality, LC Packaging takes into account three areas that contribute to ‘job quality’ worldwide, identified by the OECD: quality of the working environment, earnings quality and labour market security.
Initiatives and actions
1,484
fulltime jobs
(1-1-2022)
2021
1,444
fulltime jobs
(1-1-2021)
2020
1,336
fulltime jobs
(1-1-2020)
2019
+108
+40
+409
+65
927
fulltime jobs
(1-1-2019)
2018
862
fulltime jobs
(1-1-2018)
2017
Our success is measured by the amount of full-time high-quality jobs we have created in developing countries in 2022.
Measuring progress
achieved
100%
Since open unemployment tends to be relatively low in most emerging economies, the main challenge is not a lack of jobs. Rather, it is the lack of quality jobs that raises greatest concerns (OECD). Today, LC Packaging employs 1,484 employees (Jan 2022) in developing countries, such as Bangladesh, South Africa and Ivory Coast.
Since 2017, we have created 622 fulltime high-quality jobs in developing countries, of which 118 in South Africa and Ivory Coast and 504 in Bangladesh.
Outcome
Baseline
On 1 January 2017 we were employing 81 colleagues in South Africa and the Ivory Coast and 781 employees in Bangladesh. A total of 862 quality jobs in developing countries.
Job creation 2021: 103-1, 103-2, 103-3
GRI 401: 103-1, 103-2, 103-3
According to the Organisation for Economic Co-operation and Development (OECD), economic growth is the most powerful instrument for reducing poverty and improving the quality of life in developing countries. A quality job includes a fair earnings level, security in the labour market, a balance between work and lifestyle with an acceptable level of working hours, as well as a safe and healthy working environment. We make it a priority to contribute to the economic environment of the countries we operate in, as well as the community and our own people.
By 2022, we will have created at least 300 additional high quality full-time jobs in developing countries.
Target
Job quality
Read more in the LC Supports Foundation Income and Expenses 2020.
Already several programmes and other initiatives have been put in place to further stimulate employee development within LC Packaging. In April 2022, Young LC, a programme for young talents kicked off a one-year programme during which colleagues of 30 years and younger from all affiliates work together on business cases to stimulate the LC Packaging business. Additionally, Learning Circles have been introduced in the company. A learning circle is a group of colleagues from across the entire LC Packaging organistion exchanging knowledge, experiences, and best practices with regards to a certain discipline. Two learning circles are up and running at the moment. Additionally, the LC leadership programme will be continuing its second year in 2022. With the help of these initiatives, we aim to reach the 80% satisfaction rate with regards to development opportunities in 2022.
Finally, when we celebrate our 100 year anniversary in 2023, we want to be able to call ourselves the Best Employer in the Packaging Industry. We have good hopes to achieve this goal as in October 2021, 93% of our colleagues said to enjoy their work and to be proud to work for LC Packaging.
Future ambitions
Our success is measured by the results of the 2022 Employee Flow Survey.
Measuring progress
achieved
70%
Initiatives and actions
In 2016, 65.3% of our employees said that they are satisfied with the internal development opportunities provided by LC Packaging.
Baseline
To stimulate employee development, several actions have been taken. As a result of these, 100% of employees now have access to learning and development opportunities. An overview of a selection of these initiatives and actions:
- In 2018, the Talent Excellence tool was introduced to support regular performance and career development reviews between employees and managers.
- A research on development needs was conducted in 2019. The results showed that 83% was satisfied with the current development needs. Based on the results of the survey and interviews, a structured development programme for optimal personal development has been established.
- In 2019, a dedicated Learning & Development Manager was appointed, who implemented an extensive Talent & Development programme that creates equal opportunities for colleagues to develop their skills.
- LC Academy was launched in 2020. This platform is a one-stop-shop to personal and professional growth and development, including online and offline courses, webinars, and training opportunities. Since its first introduction, approximately 55 courses have been added.
- In 2021, we introduced a Leadership Programme for our young, present, and future leaders. Over the course of two years, twelve selected LC colleagues from different affiliates will join this LC Leadership journey.
In 2019, 83% of employees that filled out a dedicated survey on personal development opportunities said they are satisfied with the current development opportunities. In October 2021, during our bi-annual flow survey (92% participation rate), 76% of our employees says to be satisfied with the development opportunities provided by LC Packaging. Additionally, 75% says to have enough possibilities to develop within the company and 90% answered there is still enough to learn at LC Packaging. 94% convey to be proud of what they achieved in their work. In March 2022, 79% says to be offered training and/or development opportunities to grow professionally.
Outcome
GRI 404: 103-1, 103-2, 103-3, 404-2
GRI 405: 103-1, 103-2, 103-3, 404-2
One of the outcomes of our employee satisfaction survey in 2015 and 2016 was the desire for more and better opportunities for personal development. Therefore, one of our areas of focus is to identify and nurture talent, and to create beneficial opportunities for personal development at all levels of the company.
By 2022, 80% of our employees will be satisfied with the internal development opportunities provided by LC Packaging.
Target
Employee development
Since its first introduction in 2017, the LC Supports Foundation (LCSF) has become a household name within LC Packaging. We have supported 9 projects monetarily, as well as with our knowledge and manpower. We support long-term community projects related to education and welfare via which we have built valuable partnerships, and we have contributed during crises. Our customers too have supported the LC Supports Foundation through donations.
Outcome
For each project we have separately identified the scope and the tools for measuring the outcome.
Measuring progress
achieved
100%
Since 2017, we have taken many actions and set up new initiatives, such as:
- 4 long-term projects were carefully selected to make a big impact: Waste Pickers of Dhaka, Sri Lankan Hope for Children, Happy Kids Daycare and War on Waste South Africa – later replaced by the Wilderness Foundation Africa.
- We have appointed internal project managers for our long-term projects to involve and engage internal and external stakeholders.
- In 2018, the Green Heart Campaign was first launched. Through this campaign, LC Packaging donated on behalf of the customer to a project supported by the LC Supports Foundation closest to his or her heart. In total, over €9,500 was donated through the Green Heart Campaign.
- Additional donations were raised via local campaigns (e.g. LC Packaging GmbH and employee donations) and events (e.g. the LC Packaging Sustainable FIBC Virtual Conference). In total, over €5,225 was raised.
- To create awareness for the LC Supports Foundation and the projects it supports, www.lcsupportsfoundation.com was created and multiple communications have been set up to promote the foundation and its projects, including: a direct link to the LCSF website from the LC Packaging corporate website, social media posts on LinkedIn and Twitter, customer mailings, presentations, posters, and via SharePoint (LC Packaging’s internal platform).
Initiatives and actions
In the past, LC Packaging has randomly sponsored many initiatives around the world and our employees have rolled up their sleeves to help local communities. In January 2017, we established the LC Supports Foundation (LCSF) to structurise our global efforts and bring together all CSR initiatives and activities.
Baseline
Future ambitions
GRI 404: 103-1, 103-2, 103-3, 404-2
GRI 405: 103-1, 103-2, 103-3, 404-2
The future is bright, and the aim is to do so much more to enrich the lives of the communities in which we (in)directly operate. We are working with our partners to keep evolving current projects, and by positioning the LC Supports Foundation more prominent, we intend to have all our community development activities contribute to our purpose; contribute to a world without waste. We plan to do so through awareness creation, education, and for example the sponsoring resource-saving initiatives among others.
With a physical presence in 17 countries in Africa, Asia and Europe, we see that local communities are facing challenges which have a negative impact on their living standards. LC Packaging not only aims to improve the lives of our own employees and those of our production partners, but we also feel we can contribute to the well-being of the communities in which we operate.
Community development
Target
By 2022, we will have significantly contributed to the well-being and development of the local communities in which we operate.