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At Aptar, sustainability has a clear

social aspect that centers on the health

and well-being of our people and on

supporting our communities. Our new

sustainability scorecard focuses Aptar’s

initiatives for sustaining our people under

two principal groupings: labor, including

employee training, retention and safety,

and stakeholder engagement, including

employee engagement, communicating

our progress, and volunteerism. Within

each, we have outlined some of our

most notable accomplishments from

2015. We also present some of our

achievements in the areas of diversity

and workplace excellence.


Employee Training

Aptar Corporate University

Development of our employees is critical to achieve our

strategic goals, and Aptar continues to strengthen its

leadership and other training programs. Aptar has CASA

leadership training for our executive leaders and high-potential

employees; CASITA for regional middle managers; and

LaFabbrica for work shift, laboratory and quality-management

leaders within the manufacturing and technical areas locally.

The leadership “houses” are part of Aptar Corporate

University (Aptar CU), which added regional training

sessions for managers of all levels in 2015 and new courses.

As a result, 220 employees participated in the 2015 CASA,

CASITA and LaFabbrica training programs, with LaFabbrica

participants climbing to 156 from 132. Each participant

receives over 15 hours of training at the on-site sessions.


“Aptar Corporate University is an important pillar in the

human resources organization,” explains Ursula Saint-Léger,

Vice President of Human Resources.

In all, nearly 1,600 employees have received Aptar CU

training since 2009, when the program began. They

include participants in market-oriented programs

including strategic account management and customer

value management as well as in business programs,

which include strategic thinking, change management

and business process management.

Among the new courses offered in 2015 were the first

CASITA course in Mandarin, the first change management

course based on a case study, and the development

of the Aptar project management suite for eLearning

and leadership training.

eLearning Modules

More than 9,000 employees have used eLearning modules

in addition to classroom trainings. These modules include

eGuide programs that offer online versions of some of the

classroom courses such as strategic account management,

and eProduct programs that focus on specific products

such as those for the beverage industry.

We also offer internships and apprenticeships as a way

for talented people to engage with us. As one apprentice

explains, “I am constantly challenged to develop further and to

find new approaches and better solutions. To cooperate with

different colleagues from different countries and continents

makes the daily business more interesting and special.”

Greenhouse for Early Career Development

In 2015, planning began for a fourth-level of Aptar CU

training — the Greenhouse Leadership Program — for

employees in their early Aptar career and who demonstrate

potential for a more advanced career. Among other

outcomes, we expect Greenhouse to help participants

gain a better understanding of managing themselves.

Aptar considers leadership training critical to instill its culture

and traditions in employees at all levels. “Culture is the

summary of the behavior of all of us,” says Meinrad Arnold,

Aptar’s Director of Organization & People Development

and the CASA training leader.

Employee Retention

Digital Platform for Career Development and Planning

In 2015, Aptar introduced a new and improved digital

platform for performance appraisals and career planning –

moving to an efficient online platform for career development

and eliminating a paper-and-spreadsheet format.

our most valuable

asset is

our people

Vision 2030:

Diversity of our people is our strength.

We live our core values.


our people







For the first time, all information related to career planning

is stored and managed using cloud-based technology.

The easy-to-use online database contains a repository

of employees’ performance and career-planning data,

career aspirations, and a behavioral study of work style

preferences including an assessment of work-life balance.

The database can be accessed easily from smartphones,

tablets and other electronic devices.

Employees and managers began using this platform in October

with performance reviews. In 2016, the digital platform also

will incorporate salary reviews and succession planning.


Global Environmental Health and Safety Task Force

Aptar maintains a conscientious focus on health and safety.

In fact, our global initiatives on that front accelerated in 2015

with the formation of a Global Environment Health & Safety

Task Force. It represents a major step forward in viewing our

EHS programs and standards globally from a system that

previously relied on site-level implementation and pockets

of regional excellence.

In a key first step, our Global Manufacturing Excellence team

developed and distributed a survey to each of our facilities

worldwide to determine what policies, training systems and

Key Performance Indicators (KPIs) they have been using

for health and safety. That survey highlighted the need to

standardize and formalize these policies and procedures

globally as, in some instances, the survey found that facilities

just a few miles apart adopted different procedures.

The new global task force was charged to define a revised

global policy; to standardize KPIs; and to suggest an

incident communication system and a global compliance

audit program. We look forward to reporting progress

in this area within our 2016 sustainability report.


Statistics from 3/22/2016 PowerPoint presentation on Aptar CU

Strategic Worldwide Programs