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Unique human capital is Rusagro's greatest asset, and its development is one of the Company's four strategic goals. Highly skilled and dedicated teams led by experienced management is a mainstay of the business. The Company provides decent working conditions, competitive and fair remuneration, and guarantees social benefits, while establishing an environment of motivation and innovation and focusing on staff professional growth. The Company is also committed to offering equal opportunities to bolster personal and professional accomplishment of its employees. The Company's HR operations are aligned with its annual business plan, policies and local regulations, including:. Rusagro's headcount decreased by 1. As the Dairy Products Business was included in the Oil and Fats Segment in the first quarter of , its quantitative data were merged with the Oil and Fats Business data for all periods. The Company also engages contractors and individuals to carry out specific pieces of work and provide services associated with equipment repair, information technology services, cleaning, etc. Rusagro is committed to promoting the socio-cultural diversity of its employees. The proportion of women in the staff composition for the last year increased by 0. The proportion of women among functional managers rose by 2 p. The previous reporting period saw Rusagro finally implementing the SAP SuccessFactors unified cloud-based HR management platform, which became a master system for HR data, helping to centralise and streamline all HR cycle processes. The Company is determined to develop smart services for employees and improve its data culture. There are several ongoing projects to promote this. Designing a Single Personal Account SPA for employees, which will offer employees such options as a digital personnel file, HR services and a mobile version of the corporate portal. Adding predictive analytics tools in the Training module to optimise the procedure and improve the quality of content recommendations. The SAP SF gains so far include better job performance, improved digital literacy and increased staff engagement. Now we follow the more unified approach to recruitment, yielding over 15 ths recruitment requests processed in , and introducing a career website made the employer's brand more appealing. Amid challenging sanitary and epidemiological situation on the back of the COVID pandemic, Rusagro was able to maintain production continuity while making sure to take all the required anti-virus measures. Rusagro's success depends on the hard work of more than 20 ths employees. With further growth in mind, the Company focuses is on attracting skilled professionals and building a team of talents in an innovative and inclusive environment. The Company does not tolerate any form of discrimination in employment and looks into professional skills, experience and qualifications of prospective hires in process of recruitment. The Company promotes transparent employment relations, decent wages and extended social benefits. During the reporting period, the Company focused its efforts on developing the recruitment system, making it more convenient for potential candidates and HR team members through the introduction of digital recruitment tools, expansion of recruitment channels, and shorter selection and recruitment processes. Further improvement of recruitment efficiency by introducing an Applicant Tracking System ATS and implementation of mass digital recruitment options is the Company's targets. The Company recorded 8, new hires in , this high proportion among the total workforce to be considered common due to the seasonal nature of jobs in Rusagro's segments. Among new hires in , the share of women increased by 4 p. The Company turns its focus on creating a comfortable environment for the successful start-up of newcomers, for example, welcome training sessions to help new employees through the onboarding process and find their way into the Rusagro in less time. The Company favours a holistic approach to onboarding new employees using automation tools and artificial intelligence. In particular, the Trigger Letters project was launched in — a system for automatic notification of new employees via SAP Success Factors about the different processes in the Company, which runs during the first three months of employment to improve the onboarding. The current competition for talents necessitates better branding of Rusagro as an employer for further sustainable development. The reporting period saw measures taken to improve Rusagro's brand in the labour market and increase employee engagement and satisfaction, as well as projects to make working at the Company more attractive for both job seekers and employees, including improved working conditions, a better training and professional development system and special conditions for young people. In , Rusagro designed an employer HR brand course for internal recruiters and also held a two-day press tour for brand ambassadors to Rusagro's industrial sites in the Belgorod Region. The net promoter score NPS among Rusagro employees rose by 4 p. In , the Company retained 31st place among the largest companies in HeadHunter's annual Russian Employer Ranking Rusagro took 1st place in the agriculture and food production category, ahead of 18 competitors. The jury evaluated the participants against several criteria: the company's contribution to human capital development, the implementation of educational programmes in cooperation with regional educational institutions, the implementation of measures to attract employees from other regions, and the launch of social responsibility programmes. Together with HeadHunter, a study was conducted on the attractiveness and brand awareness of agribusiness employers among an audience of 'professionals', covering more than people. The indicator reflecting the willingness of potential candidates to respond to vacancies also scored well, with Rusagro taking second place among peers. The rapid pace of urbanisation and the preconceived biases of young people towards agriculture make attracting young talent a major challenge for Rusagro. For several years, the Company has been successfully implementing Rusagro Without Borders apprenticeship project and dual training programmes with regional educational institutions, where young people can gain hands-on experience and knowledge from leading experts. The Company encourages students and graduates of specialised secondary and higher education institutions in technical, agricultural and chemical fields to participate in these initiatives. Experienced Rusagro's mentors accompany programme participants and help them pick up new practical skills. The apprenticeship project involved 85 educational institutions, with a total of apprentices vs. For some of them the programme was a fast start to a successful career in the country's largest agricultural holding. If needed, trainee students and apprentices received places in dormitories. The Career Day during the reporting period was presented as an online blockbuster for students and graduates. Participants from all over Russia had the opportunity to meet business representatives and immerse themselves in the action atmosphere of the agro-holding, while the most active ones got access to a Fast Track to an Apprenticeship, career advice from HR representatives and corporate merchandise. The event revealed jobseekers' interest in the Company and resulted in CVs received. Rusagro makes original apprenticeship video clips highlighting the benefits and digital transformation of the agriholding in an attempt to attract young talents and break down the stereotypes they hold about agriculture business. This format meets the needs of millennials and Generation Z — career progress, a strong corporate culture and development of innovations and had a wide reach, encompassing over 10 ths viewers in cinemas in Belgorod, Tambov and Ussuriysk. Under the sponsorship of Rusagro, a new demanded specialty — Introducing automation equipment into technical processes and production — was opened in September at Zherdevsky College of Sugar Industry. Grown professionals, including employees from Rusagro's Sugar Segment, are involved in the training of the first group of 25 students enrolled. Instructors from the college received an internship at the Zherdevsky sugar plant at yearly Ivanov, with support from the Sugar Business. Students of the academy participated in a tour around the Krivetsky sugar plant. Rusagro works towards unlocking the personal and professional potential of each employee, while continuously reviewing and improving employee incentive system. The Company maintains a transparent and comprehensible pay and compensation system: each employee's personal SAP SuccessFactors page shows the income structure and benefits package. Rusagro guarantees employees a competitive salary. The regulations on annual bonus payments designed for each of the Company's segments set out the main elements and procedures for bonuses. Growth of the figure in each business segment is determined by annual increases based on employee contribution and personnel skill level. Differences in average salaries across Rusagro's segments depend on the location of plants in different regions, the difficulty of finding qualified personnel in the labour market, as well as different working conditions and the characteristic aspects of each business. The Company has a hotline with the accounting department for payroll, sick pay, holiday pay, etc. A special compensation and social benefits hotline is planned to be launched to increase transparency in this area. The Company has both tangible and intangible incentives in place, offering the employees an extensive social benefits package, including:. The Company provides equal benefits to all employees, with the exception of VMI, which is not available to employees working under temporary employment terms up to three months. Rusagro implements the With Care for Everyone programme to promote a culture of health and well-being for employees and their families. The Company introduced a system of key performance indicators KPIs to assess staff productivity. The Company also developed an annual multirater for each staff members to analyse the fulfilment of KPIs and compliance with the job expectations, and to review the potential of the employee. Following the results, employees receive individual development plans, with identified growth areas and necessary training. The percentage of employees who underwent formal performance appraisal increased by 6 p. During the reporting period, a Workforce Management system was piloted to manage production personnel efficiency, with the roll-out scheduled for Rusagro is continually improving its communication channels to make them as convenient and effective as possible. Rusagro's Vestnik, email newsletters and a corporate portal with anonymous messaging capabilities, remained popular with the Company's employees. Other popular additions of were information days a total of days were held and information boards. The Company plans to launch a mobile version of the corporate portal in for convenience and quick access. The tradition also continued to have live call-ins with the CEO: two such events were held in , featuring all general directors of business segments and attended by more than 5, employees. The issues raised included vaccination, review of salaries and allocation of employee benefits. This annual event gathered more than 5, employees in They sent each other cards with one of the values they display most in their work. There was also a prize competition in which you had to guess the values described in the videos of the employees' children. The number of employees defining the Company's atmosphere as attractive increased by 12 p. The number of those who consider Rusagro's mission a worthy goal to work for rose by 3 p. The annual Fair Games sports and family values festival was held in a semi-digital format for the first time and reached over 10 ths employees, marking a new record for the event. The festival included 65 live broadcasts, 40 master classes and 6 online competitions in three areas: 'SuperSport', 'SuperCreativity' and 'SuperSmart'. More than 1, employees took part in football and volleyball championships, tug-of-war competitions and races. In order to get as many of the Company's employees as possible to pass the GTO norms, a huge branded Fair Games track travelled to 20 production sites and attracted a total of Rusagro's employees. In , Rusagro's overall employee satisfaction grew by 6 p. All of these factors had a negative impact on employee engagement, with the main survey results showing a p. To address this issue, we drafted an appropriate engagement improvement plan, covering the following areas:. The Company has a unique training and development system in place that organises information, accumulated knowledge and experience to meet production and management challenges. The professional growth and development of employees is promoted through a comfortable learning environment. The Company aims to develop a micro-learning format: presenting information in a compact format, reducing the time required to assimilate the material and applying the knowledge in practice immediately to overcome challenges successfully. Transfer of best practices and affirmation from mentors. Training and sharing of best practices between employees. The reporting period was a changeful year for the mentoring institution — the scope of mentee training was expanded and the motivation system for mentors was improved; the number of mentors reached 1, people in vs. Mentors are given training and insignia, and invited to the annual conference. The Company also compiles a ranking of mentors, and the top-rated ones are rewarded with gifts. A total of 69 employees joined the in-house coaching institute in The in-house team has members. During the reporting period saw more than 10 ths employees trained and new programmes developed. Leaders of the annual ranking of internal instructors receive material awards and the right to undergo external training. The ranking is based on the feedback from the participants and the evaluation of the expert committee based on three criteria: preparation of the training material and its presentation, comprehensibility of the information, use of techniques and methods of group dynamics. In , employees who ranked among Rusagro's top 60 in-house coaches took part in the Coaches League conference, which was hosted at the Rosa Khutor ski resort. In addition to material awards, master-classes on the digital learning, public speaking and test development were offered for conference participants. There was an increase both in the number of people completing compulsory training from 6, to 7, and elective training from 13, to 14, The average annual training time per employee on the Company's payroll reached 18 hours — 2 hours more than in The Company also arranges for external training: having employees passing in courses and attending professional conferences, inviting external speakers and coaches. Rusagro's training and development system is centred around the competence level of its employees. Overall competence level rose by 10 p. With the introduction of the new Coaching Institute project for more details see the Succession Planning and Talent Pool section and the evolution of a distance learning system, investments in employee training in recorded a significant rise and amounted to RUB To maintain a culture of commitment and ensure sustainable management, the Company takes a proactive approach to succession planning and leadership development. A modular management skill building programme was developed for successors, covering three areas — management, human resources management and effective communication. The reporting period saw launching a project to establish a coaching institute aimed at training internal coaches and engaging external coaches to work with top management. Training executives in coaching tools increases awareness and strengthens leadership competences. Being a key succession tool, the talent pool is filled up on the basis of comprehensive staff appraisals and included 2, people in Unlocking employees' potential is helped through by an individual development plan drafted for the whole training time. Rusagro is aware of its responsibilities as to human rights and is committed to respecting human rights throughout the supply chain. The Company does not use forced or child labour and strictly complies with the laws of the Russian Federation and other countries where it operates, as well as with international human rights and labour standards as set out in the International Bill of Human Rights, the UN Guiding Principles on Business and Human Rights, and the declarations and conventions of the International Labour Organisation. The Company provides a safe working environment, training and development opportunities, and guarantees recognition and fair remuneration. Rusagro obeys the requirements of the Russian Labour Code regarding the minimum notice period in relation to significant changes in the Company's activities, namely no later than two months prior to the commencement of the relevant activities. Rusagro does not tolerate any form of discrimination, recognises the benefits of diversity and fosters a corporate culture of equal opportunity. The Company realises that equality leads to growth and perfects an environment where employees can their true self, freely express their opinions and innovate. The Company strengthens the leadership competencies of local community representatives. There were no cases of discrimination recorded in the reporting year on the grounds of race, gender, religion, politics, social origin or others. Improving safety culture and creating a healthy and safe working environment is one of Rusagro's priorities. With occupational health and safety management system in place, the Company is able to prevent fatalities, reduce injury rates and maintain the health and well-being of employees. The system complies with all legal requirements and covers employees at all Rusagro's production facilities. Rusagro closely monitors compliance with adopted standards, conducts regular internal audits, organises continuous training for staff and implements many internal health and safety programmes. Each business segment has its own occupational health and safety OHS policy, as well as regulations and standards that are constantly monitored for compliance. Below is the list of key internal documents:. Rusagro management is actively involved in OHS management processes, while building its health and safety management system in such a way to maintain a downward trend in injury and fatality rates, suport physical and emotional health of employees and promote a safety culture. General directors of business segments arrange for multi-stage monitoring of working conditions and compliance with safe working practices, participate in comprehensive and targeted inspections, and join in occupational safety committees and commissions. The Company has a tiered chain of command for health and safety issues. Each business segment has its own OHS service, comprising segment directors and safety specialists. Rusagro follows a risk-based approach in OHS management and conducts regular procedures for identifying and assessing the risks of accidents and injuries to employees as required by laws and internal documents. Risks review is carried out immediately after the incident occurred, if any. Rusagro adheres to internationally recognised standards and guidelines and constantly improves its risk control and management system. The Company understands that injury prevention is a mandatory process towards safer working conditions. The Oil and Fats segment and Agriculture segment routinely run identification and reassessment of new risks once a year, the Meat Segment — once every three years and the Sugar Segment — once every five years. Production site committees convene every month, while central committees — every quarter. All key members of the committees completed the curriculum of external training programmes. Condition monitoring and timely maintenance of electrical equipment. Condition monitoring and timely maintenance of guardrails and stairwells, marking, upkeep of lighting. Purchase of upgraded personal protective equipment and intrinsically safe tools. Rusagro takes regular measures to manage risks of work-related injuries, strengthen in-process control, and introduce new tools to investigate accidents and assess related risks, as well as give safety training in management and involvement of line personnel. Unfortunately, the Company had to record one fatality in the Agriculture Segment caused by a fall from a height and subsequent electric shock. The Company conducted relevant investigations as statutory required and took all measures to prevent new accidents, including briefings and explanatory talks with corporate employees. With keeping the safety culture promotion as a priority, Rusagro carries out mandatory staff safety training and introduces various employee engagement and awareness mechanisms. With corporate occupational health and safetytraining and online courses given by internal and external specialists, employees gain the knowledge and skills necessary for safe performance of their professional tasks. To promote safety culture to production sites, Rusagro has its employees contributed to the occupational health and safety management by reporting hazardous production situations, undergoing surveys and participating in audits and safety commissions. Every employee can report health and safety hazards, if any, either personally to his or her supervisor or via available means of communication. Beyond that, employees have a chance to point out a potentially dangerous area of the workplace when a special assessment of working conditions takes place. In , the Meat Segment developed interactive online courses in the SAP system with knowledge testing to close the knowledge gaps in occupational safety for employees and managers. The training programme is company-specific and covers the following topics: 'Occupational Health and Safety', 'Regulations on Organising and Conducting Work at Height', 'Hazard Identification and Risk Assessment', 'Hazard Communication' and many more. Managers who failed training and testing are suspended without pay. Emergency response and management is a key ingredient of the occupational health and safety management system. Rusagro understands how important it is to be prepared for and able to respond to crisis situations, and therefor pursues an emergency risk management and prevention approach and has emergency response provisions prepared, including procedures for setting up command centres, an emergency prevention commission and a business resilience commission. Regular practical drills are conducted to train staff in effective and quick response to emergencies. Moreover, the employees are trained in correct operation of a hazardous industrial facility, staff evacuation and response to off-normal situations. With an eye towards the psycho-emotional and physical health of employees, the Company introduced a flagship programme — With Care for Everyone, oriented to developing a culture of safety and maintaining staff well-being in all business segments through regular training events, access to free medical and psychological assistance, continuous improvement of working conditions and much more. Last year, the programme was piloted at enterprises in the Tambov and Saratov Regions, and in it was rolled out to other key assets of the Company. Creating an environment for early diagnosis Maintaining and promoting the physical health of staff Dispensary diagnosis. Developing of a unified employee health database Equipping medical rooms with automated complexes. Developing conscious attitude of one's health and finances Developing family and adolescent psychology. Improving working conditions Career counselling. The Company monitors the well-being of its employees by introducing and developing initiatives to maintain not only physical, but also emotional, financial, intellectual and other types of human health. Rusagro applies the following classifications of employee health types. As for the physical health of employees , the Company organises regular medical check-ups and specialised diagnostics, offering them voluntary medical insurance VMI , health resort treatment and high-quality medical care. Employees can also access telemedicine services and seek medical help from special first aid rooms located directly at the facilities. Rusagro strongly supports healthy lifestyles and encourages professionals to join in a variety of corporate activities aimed at maintaining their health and wellbeing, which include:. The Company provides compulsory training to employees and issue personal protective equipment to prevent occupational illnesses related to working with chemicals. Unfortunately, the Company recorded one case of work-related ill health in — in the Meat Business, where an employee was poisoned by hydrogen sulphide vapour. Post-incident measures included drawing up a bath drainage instruction and making it available to all staff, preparing bath drainage and washing scheduled plans purchasing additional hand-held gas analysers. In , several production sites in the Oil and Fats Segment — in Atkarsk, Balakovo and Koshki — opened first aid rooms and introduced a staff health management information platform under the With Care for Everyone programme, thus enabling the Company's specialists to seek medical advice from a general practitioner at any convenient time. Another information and prevention activities included teleconsultations, daily ECG monitoring and screening for inflammatory diseases and cancer. In , the Company will continue working within its strategy to improve safety in all business segments and implement a number of OHS initiatives, such as adoption of international, engagement ofa contractor to conduct an external OHS audit, expansion of the occupational disease prevention programme and implementation of initiatives to improve health and safety performance. As a socially responsible Company, Rusagro makes a tangible contribution to the development of the regions where it operates and to supporting local communities. In , Rusagro's Board of Directors adopted a Charity Programme, covering many ongoing social projects and mainly focusing on better education and support for local educational institutions. Local community development and support programmes are implemented in all of the Company's business segments. Rusagro follows the principles of strategic investment and heavily contributes to the advancement of education in the regions where it operates. The Company's investments in long-term charitable programmes in totalled RUB Rusagro gives the charitable grants to schools to set up laboratories and purchase equipment for tests and experiments related to the Company's profile. Part of the funding is used to train teachers how to work and teach using the new equipment. Sprouts of the Future is a Rusagro's education initiative that has been ongoing since as part of the Charity Programme and aimed at early career guidance for students in rural schools and identification of young talents. The Programme includes interactive activities that give students of 7 and 8 grades the opportunity to learn about agricultural careers using state-of-the-art techniques, by going on quests, solving logic problems and doing projects in biology, chemistry and technology together with instructors from Russian universities. Another equally important block in the development of local communities is the maintenance of their cultural identity. Rusagro tries to actively participate in the social life of local residents and holds various cultural events for them. Among other things, the Company hosted family celebrations for Rusagro's employees and regional residents in Children went ice-skating, took part in a Christmas tree party and could demonstrate their snowball-throwing skills at an improvised fortress with targets. The youngest of kids were entertained with educational busy-boards and a fancy game of dice. In , Rusagro congratulated more than veterans on the 76th anniversary of victory in the Great Patriotic War. The plants had themed posters hanged out and wreaths laid at places of military glory. The Company holds such congratulations every year. Rusagro also focuses on holding sports events in the regions where it operates. In , Rusagro was the general sponsor of the famous Derzhavinskaya Mile race and supported the Belgorod Half-Marathon. The Meat Business proved to be the most active of Rusagro's segments in organising sporting events for employees and local residents in , joining in the following events:. In October , Rusagro's Meat Business hosted a big family party for Rusagro-Primorye employees and all residents of the Mikhailovsky district, involving more than 3, people in total. For one day, Mikhailovka square was transformed into a big amusement park for both adults and the youngest guests of the holiday. There were themed photo zones, creative master classes, aqua make-up, sports stations and a GTO test zone, as well as performances by creative groups and a cover band from Vladivostok. The main event of the day was the staging of a world record-breaking barbecue made from the Slovo Myasnika branded meat and a large-scale evening concer. A team of seven company employees led by the General Director of the Meat Business, Evgeny Sluchevsky took part in this half-marathon. The team showed excellent performance, covering a distance of between 5 and 21 km. In addition to direct support to local communities, Rusagro also seeks to work with non-profit organisations in the regions where it operates and to work together on charitable activities and address various social issues affecting local communities. The goal of the competition was to promote corporate volunteering and encourage employees in their community initiatives. Participants were assessed by a panel consisting of social engineering experts and representatives from Rusagro and ANO. Five ideas were picked up and granted RUB 87 ths to ths to make them come true. The projects will be delivered in with the support of ANO. Rusagro always looks toward close communication with local communities, while meeting their expectations. The feedback system in place in the Company includes a variety of communication channels to respond quickly and in a timely manner to any complaints, questions and suggestions from local residents and community representatives. All enquiries received via open telephone or email are distributed within business segments as to areas of responsibility and processed within three working days. Rusagro conducts regular surveys among representatives of local communities on the necessary infrastructure development in the regions where it operates. In , Rusagro plans to proceed with the Charity Programme and support regional social development through sports and cultural events, competitions for volunteer projects and grants to educational institutions. All social projects launched in will continue in Rusagro is continuously improving its approach to animal welfare aspects. Animal welfare is directly linked to product quality, human health and the sustainable development of the Meat Segment. The Company is developing practices that promote each of the Five Freedoms of Animals. Rusagro has a special focus on innovations for animal welfare and aligns the technologies used with global best practice. In , the Company delivered a wide range of automation projects. In , the Company plans to roll out a project to automatically detect animals suspected of having a disease. The Meat Business put in place a unique project for automatic ordering and delivery of feed to four production sites in the Tambov Region, resulting in less time spent on determining feed levels in feed bins, analysing feed intake by animals and forming an order for feed delivery. A total of 18 Rusagro's pig breeding sites had the traditional weighing way replaced with an innovative computer vision one. This method uses a special camera and programmed algorithms to determine the average weight of a pig, without stressing it, and facilitates faster feeding decisions. The Company has an internal system of regular audits, which are carried out by the security service and the biosafety manager and help to reduce disease risks and promote animal welfare. The pre-slaughterhouse and slaughterhouse animal management is audited by internal specialists on an annual basis for compliance with sanitary and technical conditions and animal welfare regulations. In , Rusagro's facilities were successfully audited by external auditors for compliance with McDonald's requirements, including animal welfare practices. Rusagro has a General Regulation on Biosafety in place, which regulates all processes related to risk mitigation as to preventing the introduction and spread of animal diseases, as well as standards for each process-related and veterinary procedure. A comprehensive assessment of operators' theoretical knowledge and practical skills is carried out twice a year in order to reduce the risks associated with animal disease and maintain the high qualifications of employees. The chief veterinarian of the Meat Business, 83 field veterinarians, as well as senior and chief district and regional veterinarians, are responsible for the health and timely treatment of all livestock, biosafety, and proper sanitation and disinfection of production sites. Specialists monitor the health status of the animals on a daily basis, followed by the necessary treatment according to approved schedules, using only drugs that are approved for use in the territory of the Russian Federation. Rusagro's veterinarians are responsible for prescribing and monitoring the timeliness and reasonability of the treatment administered to animals. To maintain a high level of biosafety, the Company adheres to five key principles. By complying with these principles, Rusagro was able to minimise the impacts of the African swine fever ASF epidemics in Russia. From to , the Company was affected by ASF only twice, both times with just minor consequences. The Company reported no cases of ASF in , despite a record high number of cases on a domestic level. Physical separation and AIAO production Full control of the land within a 10 km radius of its farms to ensure that there are no other pig-breeding farms. Farms are spaced 1 to 3 km apart. Animals of different generations and different production functions are kept separately to prevent the spread of diseases. Restricted access Strict entry and exit control with registration and restricted access to areas inside the pig farms for employees or other visitors and vehicles. Mandatory personal hygiene procedures for people and washing, disinfecting and heat treatment for vehicles. Feed quality control Continuous laboratory control of all feed ingredients in feed mills, including the assessment of the quality and purity of ingredients, check for pathogenic elements, infections and toxic substances. All feed is heat-treated to prevent the spread of disease. Strict sanitary procedures Regular cleaning and disinfection of production areas. After the rearing period, the empty area is cleaned and disinfected. Vaccination and disease monitoring The animals are regularly vaccinated to prevent all known diseases. Continuous monitoring of disease occurrence data and studying the latest scientific developments in biological and veterinary safety. A number of projects are scheduled for to maintain and develop pig farms in order to improve animal maintenance and welfare, including major renovations at the production sites of the Meat Business, increasing the number of stock trucks and other machinery, replacing some equipment, renovating manure storage and manure separation stations, and major repairs to machine tools, feed distribution systems, water supply for animal drinking and access roads at several sites. Human resources management Occupational health and safety Support of local communities Animal welfare. Employment Occupational health and safety Training and education. Human rights Diversity and equality Digital transformation. Focus areas of risk management Managing job efficiency and performance Improving the employer branding Faster and better hiring Promoting in-house training systems and talent development HR process automation. HR Management organisation structure. Total number of employees by employment terms and gender people GRI Gender staff composition Rusagro is committed to promoting the socio-cultural diversity of its employees. Rusagro's career page on VKontakte. Rusagro ranked among Russia's top 50 employers. Rusagro's employer brand was highly praised by professional job seekers. Watch Rusagro's apprenticeship video on YouTube. Career Days The Career Day during the reporting period was presented as an online blockbuster for students and graduates. Apprenticeship video clips Rusagro makes original apprenticeship video clips highlighting the benefits and digital transformation of the agriholding in an attempt to attract young talents and break down the stereotypes they hold about agriculture business. Shukhov Kursk State Agricultural Academy n. Ivanov Saratov State Agrarian University n. Developing educational programmes in the regions Under the sponsorship of Rusagro, a new demanded specialty — Introducing automation equipment into technical processes and production — was opened in September at Zherdevsky College of Sugar Industry. Job-related hotline The Company has a hotline with the accounting department for payroll, sick pay, holiday pay, etc. The following activities were carried out in Rusagro's Week of Values This annual event gathered more than 5, employees in Fair Games sports festival The annual Fair Games sports and family values festival was held in a semi-digital format for the first time and reached over 10 ths employees, marking a new record for the event. Staff training results GRI Employee training investments RUB mn. Staff training and development indicators hours GRI OHS Committees. With Care for Everyone. Online programme. Managing major occupational injury risks by business Key risks Risk management activities. Emergency preparedness and response Emergency response and management is a key ingredient of the occupational health and safety management system. Improving the quality of health services Creating an environment for early diagnosis Maintaining and promoting the physical health of staff Dispensary diagnosis. Filling up the digital base Developing of a unified employee health database Equipping medical rooms with automated complexes. Raising the level of knowledge Developing conscious attitude of one's health and finances Developing family and adolescent psychology. Creating a comfortable working environment Improving working conditions Career counselling. Rusagro strongly supports healthy lifestyles and encourages professionals to join in a variety of corporate activities aimed at maintaining their health and wellbeing, which include: Health days with medical consultations from specialists; Themed marathons Stop Smoking, Maintain a Healthy Body Mass Index, etc. Online webinars on emotional, spiritual and physical health; Vitamin days. Opening of medical first aid rooms in the Oil and Fats Segment In , several production sites in the Oil and Fats Segment — in Atkarsk, Balakovo and Koshki — opened first aid rooms and introduced a staff health management information platform under the With Care for Everyone programme, thus enabling the Company's specialists to seek medical advice from a general practitioner at any convenient time. Focus area Social development in the regions where the Group operates Employer brand promotion. Project mission Support for schools Scope 65 schools. Focus area Social development in the regions where the Group operates. Managers and heads. Key risks. Risk management activities. Placement control of combustible materials Condition monitoring and timely maintenance of electrical equipment. Risk of injury due to exposure to moving machinery. Maintenance of safety guards and covers. Condition monitoring and timely maintenance of electrical equipment, earthing. Risk of injury from falls Risk of injury as a result of falling on a horizontal surface. Installation of warning signs, fences Condition monitoring and timely maintenance of guardrails and stairwells, marking, upkeep of lighting. Risk of injury from contact with animals. Purchase of upgraded personal protective equipment. Training of employees in safe working practices Purchase of upgraded personal protective equipment and intrinsically safe tools. Risk of injury when moving around the area. Marking, sign-boarding and posting of area traffic patterns. Risk of injury as a result of spontaneous inflammation of dry pulp. Emergency response training of employees. Risk of injury as a result of ignition of flammable dusty industrial premises. Installation of emergency stop devices and alarms. Risk of injury as a result of exposure to moving traffic. Training of employees in safe working practices.

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Uber Russia — order taxis. Everyone info. Uber Russia is a smart app for affordable taxi rides. You see the ride fare and route upfront. Just enter your destination and don't worry ever again about parking, fueling up or transport transfers. Affordable service classes for any occasion UberX has you covered when you need an affordable ride with fast pickup. If you're looking for a bit more comfort, choose Select for a spacious, smooth running car. When you want the best, go with Black for cars without taxi branding, complimentary bottled water and phone chargers, and professionally dressed drivers willing to go the extra mile. Uber Russia also has a Kids class if you need a child safety or booster seat. Convenient payment methods Pay for rides in cash or by card in the app. Routes with several stops Stop at the store or drop off a friend along the way. You can enter up to 3 addresses before your destination when requesting a ride, and the Uber Russia app will map the optimal route and show you the price upfront. Ride history If you accidentally leave something behind after your ride, you can call the driver directly from the app's Ride History section within 24 hours. Here you can also see the car's license plate number, and where you came from and went yesterday, last weekend or a month ago. If you don't need a past ride anymore, you can always delete it. Favorite places and smart routes The app always shows the easiest way to reach your taxi or pickup point. Any address or point on the map can be added to your Favorites. They'll be shown as buttons on the ride request screen so you can save time by not having to enter the address manually. The app also suggests where the best pickup spots are normally within a minute walk to make your trip even faster and more affordable. You can order taxis in more than cities in Russia, including Moscow, St. Safety starts with understanding how developers collect and share your data. Data privacy and security practices may vary based on your use, region, and age. The developer provided this information and may update it over time. This app may share these data types with third parties Device or other IDs. This app may collect these data types Location, Personal info and 9 others. Data is encrypted in transit. You can request that data be deleted. Only work for super short and easy rides. In case of variables, you can, t be sure on the price, the timing and even the route. Today they showed me a more a faster route which is also more expensive - but the ride took a usual longer route, as for the one I've been offered while ordering I had to pay extra even to that price. Found it out in the car already. Why not to show the real route at the real cost??? And the support is so helpless every time. Usually, the app chooses the best route based on traffic jams, and the cost depends on demand. We want to find out why the price has changed on the way. Will you send your phone number and a screenshot of your order from the app to blogs go. They take too long to refund! Worst experiences have been with uber Russia drivers as opposed to other countries. Rude, very inappropriate, sleeping drivers, not all but quite a number. Sorry to hear that, Victoria! Please, send us details via blogs support-uber. We want to check this trip. Hi, I like the app and regularly use it, thank you for it! Though there are couple of disappointing things: 1. Default point when location is disabled - could it stay in some of my usual destinations? Hope you'll fix the things and the app will be perfect :. We are constantly working behind the scenes to make the app faster and more reliable. Taxsee Driver. Uklon - More Than a Taxi. Dodo Pizza.

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