Human rights

Achieve gender equality and empower all women and girls.

Reduce inequality within and among countries.

Principle 1

Human Rights: business communities shall support and respect protection of internationally recognized human rights.

Principle 2

Human Rights: business communities shall make sure that they are contributory infringer of human rights.

We strictly honour the fundamental human rights. We recognize the undeniable importance of granting equal rights to everyone.

We do not use child labour, we do not practice forced labour, and we recognize the equal rights of all employees, regardless of their race, religion or gender.

The Company strictly complies with the requirements of the labour legislation of the Republic of Kazakhstan and does not violate its norms, according to which no one can be subject to any discrimination in the exercise of labour rights on grounds of origin, social, official and property status, gender, race, nationality, language, attitude to religion, belief, place of residence, age or physical disabilities, as well as belonging to public associations. There were no facts of discrimination during the accounting period.

According to the labour legislation, any employee is entitled to participate in collective bargaining and drafting of collective agreement through their representatives, as well as familiarize themselves with the signed collective agreement.

Every employee of the company has equal opportunities in implementation of its rights and freedoms in the area of work. Moreover, the company actively participates in negotiations with employees on concluding, amending and supplementing the collective agreement, strictly observes terms of the negotiations and ensures the work of the relevant joint commissions, provides the information, necessary for the negotiations, strictly complies with the terms of the collective agreement.

There are no restrictions on the right of freedom of association and collective bargaining by types of activity or territorial character in the company’s activities. We, as a socially responsible company, fully support this right and create a favourable environment for implementation of workers’ right to freedom in association.

58,838 people is number of employees of the Group, covered by collective agreements in 2017 (54,197 – 2015, 58,658 – 2016)

The company’s interaction with trade unions is carried out within the framework of the social partnership, established by the labour legislation at the sectoral and regional levels. At the sectoral level, the main parameters of interaction (social guarantees, issues of labour organization, principles of wages, employment, gender and youth policy, safety and labour protection, prevention and resolution of labour conflicts, etc.) are defined in the Sectoral Agreement in oil and gas, oil refining and petrochemical branches of the Republic of Kazakhstan for 2017–2019.

At the regional level, there are regional commissions for social partnership, which, consider specific collective labour disputes in addition to regional issues of employment and labour protection.

Principle 3

Labour: business communities shall ensure freedom of association and effective recognition of right on collective bargaining.

Principle 5

Labour: business communities shall ensure prohibition of child labour.

Principle 6

Labour: business communities shall ensure elimination of discrimination in employment and occupation.

History case

A tripartite commission for social partnership held a meeting at Akimat of Mangistauskaya oblast to consider the appeal of the regional trade union center to suspend the implementation of the Early Termination of Employment Agreements programme with the employees in the oilfield services companies of KMG, with the agreement of the parties with payment of compensation.

Based on the results of the examination, the commission approved further implementation of this Program, taking into account the voluntariness of termination of employment contracts and absence of violations of labor legislation.

In order to monitor the social situation in the Group’s subsidiaries, tools have been developed for the “Social Climate Monitoring” (MSC), allowing timely response to emergency situations, identifying the causes of their occurrence, assigning responsible and taking appropriate measures to solve problems. In 2017, MSC was introduced in 13 SDEs.

History case

Social stability rating

According to the research of the Social Stability Rating (RCC), conducted by the Social Partnership Center of Samruk-Kazyna JSC, RCC of KMG has increased from 61 to 76 percent from 2013 to 2017, and is at “above average” level.

According to the results of RCC study on all identified alarm zones in KMG and selected SDEs, action plans for ensuring social stability are developed and updated.

The plan of KMG activities to ensure social stability for 2016–2018 covers various areas of company activity which affect the social well-being of employees (internal communications, food quality, living conditions, PPE, training, career growth, etc.).