Distribution of Logoplaste’s employee population continues to be balanced between The Americas (47.4%) and Europe & Asia Pacific (52.6%).
Headcount increased by 3%, with 2 584 employees in 2022 vs. 2 507 in 2021. This increase was mainly in Europe & Asia Pacific (71 out of 77 employees), and mainly in Portugal with the acquisition of the recycling plants, EcoIbéria and WorldPET.
Total number of employees by region and gender
| Region | Female | Male | Total | % |
| Americas | 283 | 941 | 1224 | 47.4% |
| Europe & AP | 320 | 1040 | 1360 | 52.6% |
| Grand Total | 603 | 1981 | 2584 | 100.0% |
Note: only Logoplaste Employees, excludes agency staff.
Total number of employees by contract type and gender
| Contract Type | Female | Male | Total | % |
| Fixed Term | 36 | 67 | 103 | 4,0% |
| Permanent | 567 | 1914 | 2481 | 96,0% |
| Agency Staff | 176,6 | |||
| Grand Total | 603 | 1981 | 2584 | 100,0% |
*Temporary (average agency staff in 2022) only Logoplaste Employees, excluding agency staff
Total number of employees by region and contract type
| Region | Fixed Term | Permanent | Total |
| Americas | 3 | 1221 | 1224 |
| Europe & AP | 100 | 1260 | 1360 |
| Grand Total | 103 | 2481 | 2584 |
Total number of employees by country and contract type
Total number of employees by employment type and gender
| Employment Type | Female | Male | Total | % |
| Full-Time | 594 | 1968 | 2562 | 99.1% |
| Part-Time | 9 | 13 | 22 | 0.9% |
| Grand Total | 603 | 1981 | 2584 | 100.0% |
There are no significant changes in gender ratio and employment contract type ratio, when compared to 2021.
96% of our workforce has a permanent contract and fulltime employees continue to represent 99% of the workforce employment type. Increase of 26 FTE’s in agency staff when compared to 2021.
These numbers demonstrate that Logoplaste is a good place to work, where long term relationships are valued. This is part of the secret to our success, where employment duration and signed contracts are a mark of your commitment to our team and vice-versa.
Number and percentage of employees by gender, per employee category
| Employee Category | Female | Male | Total | % |
| Operational & Technical | 359 | 1258 | 1617 | 62.6% |
| Clerical & Office | 53 | 18 | 71 | 2.7% |
| Professional | 117 | 280 | 397 | 15.4% |
| Supervisory & Managerial | 64 | 378 | 442 | 17.1% |
| Senior Management | 7 | 35 | 42 | 1.6% |
| Executive | 3 | 12 | 15 | 0.6% |
| Total Employees | 603 | 1981 | 2584 | 100% |
| Female | Male | |
| Ratio in Executive & Senior Management positions* | 0.4% | 1.8% |
| Ratio in Executive & Senior Management positions** | 17.5% | 82.5% |
*of Total headcount
**of Total Senior Management & Executive Positions
No significant change in these categories. The ratio of women represented 23.3% of the total workforce in 2022. Decrease in ratio male/female in Executive & Senior Management from 20.8% females in 2021 to 17.5% in 2022.
Number of employees by age category, gender, per employee category
Average age
Years old
Average tenure
Years of service
Our average age is 42, equivalent to an experienced team. Average tenure is 7 years of service.
INOV CONTACTO Trainees
At Logoplaste we “shape” young talent today, so it becomes great talent tomorrow.
In 2022 we welcomed Mafalda and Rui our INOV CONTACTO trainees, who will work at Logoplaste Elst, Netherlands, and Logoplaste Pomezia, Italy.
Looking to expand their knowledge and experience, Mafalda and Rui will be part of the Digital Operating System Project Team, learning and helping, with a very hands-on approach.
Logoplaste has been hosting INOV CONTACTO trainees for 25 years, with a total of 62 people going through the program.
As stated in our Code of Conduct, Logoplaste respects the freedom of association, recognizes the right to collective bargaining, providing parallel resources for free and independent association and ensures that union members and representatives of workers are not subject to discrimination, and that such representatives have reasonable access to their members in the workplace.
Collective agreements by country and number of employees covered
| Country | Number of Employees | Collective Agreement Detail |
| Belgium | 15 | Commission Paritaire De L'Industrie Chimique (116) & Commission paritaire pour employés de l'industrie chimique (207) |
| Brazil | 404 | Convenção Coletiva dos Trabalhadores das Indústrias Químicas e Farmacêuticas |
| France | 75 | Convention Collective Nationale de la Plasturgie |
| Italy | 34 | Contratto Collettivo Nazionale Di Lavoro Industria Chimica |
| Portugal | 387 | Contrato Coletivo de Trabalho (CCT) do Setor Químico |
| Spain | 67 | Convenio Colectivo General De La Industria Química |
| Grand Total | 982 | 38.0% |
| Total Employees | 2584 |
Turnover by region
| Region | Number of Leavers | Turnover % |
| Americas | 498 | 19.5% |
| Europe & AP | 248 | 9.7% |
| Grand Total | 746 | 29.3% |
Note: Turnover % is calculated by the number of leavers during 2022, divided by the average headcount during the same period
Turnover by age group and gender
| Age group | Female | Male | Total | Turnover % |
| Less than 18 yrs | 0 | 0 | 0 | 0.0% |
| Between 18 & 30 yrs | 64 | 173 | 237 | 9.3% |
| Between 31 & 40 yrs | 53 | 179 | 232 | 9.1% |
| Between 41 & 50 yrs | 43 | 105 | 148 | 5.8% |
| Between 51 & 60 yrs | 27 | 75 | 102 | 4.0% |
| More than 61 yrs | 9 | 18 | 27 | 1.1% |
| Grand Total | 196 | 550 | 746 | 29.3% |
Turnover was 29.3% in 2022, higher when compared with 2021.
The region with the highest turnover is the Americas, USA 46% and Brazil 26%.
The trend of year-on-year high turnover has been observed in the past 2 years. This is due to job market development, with increasing competition for talent, in all market segments and increase in the cost of life.
Salary and benefits, more than job profile and career path, play a decisive role in the decision making process, where potential candidates tend to focus on mostly on compensation.
The age range 18 to 40 houses the highest turnover, 18.4%. Seen through a different perspective, this is the age group with the highest hiring rate, 21.4%, especially in Operations.
New hires by region
| Region | Number of New Hires | New Hires % |
| Americas | 517 | 20.3% |
| Europe & AP | 274 | 10.7% |
| Grand Total | 791 | 31.0% |
Note: New Hires % is the calculation of number of starters during 2022, divided by the average headcount during the same period
New hires by age group and gender
| Age group | Female | Male | Total | New Hires % |
| Less than 18 y | 0 | 0 | 0 | 0.0% |
| Between 18 & 30 y | 76 | 237 | 313 | 12.3% |
| Between 31 & 40 y | 57 | 176 | 233 | 9.1% |
| Between 41 & 50 y | 40 | 106 | 146 | 5.7% |
| Between 51 & 60 y | 27 | 52 | 79 | 3.1% |
| More than 61 y | 5 | 15 | 20 | 0.8% |
| Total | 205 | 586 | 791 | 31.0% |
Note: New Hires % is the calculation of number of starters during 2022, divided by the average headcount during the same period
The number of new hires increased by 144 (22%) when compared to 2021. There was also an increase in the hiring of women by 1.5%.
As mentioned, greater hiring rates are within age range 18–40. Countries with higher new hires % are USA and Brazil.
When we look at new hires versus turnover, our pattern continues to be aligned with our industry peers. Job opportunities are abundant and candidates, with specific skillsets, are few.
Plastic packaging is a competitive market for top talent people, especially in the Americas, with higher turnover and hiring rates.
Everyone at Logoplaste is a learner and a teacher - it’s baked into who we are. The pace of innovation in our industry means every day is filled with new things to master. As you grow, we’ll be there for you with training, coaching, and opportunities for professional development.
Every year we invest in Training & Development, aligning with our business priorities and growth.
Internal and external training hours, by region
| Region | Internal (h) | External (h) | Total (h) | % Total |
| Americas | 41 956 | 5 947 | 47 903 | 77.2% |
| Europe & AP | 6 848 | 7 268 | 14 117 | 22.8% |
| Grand Total | 48 804 | 13 215 | 62 019 | 100.0% |
| 78.7% | 21.3% |
In 2022 our teams completed a total of 62 019 hours of training, with an average of 24.3 hours training per employee. This represents an increase of 5000h of internal training, when compared to 2021.
Training on the job, knowledge sharing, online and face to face, coaching and mentoring, are some of the learning opportunities that are available for our employees.
Our Performance Management System not only outlines the agreed annual objectives but also identifies learning and development activities to enable employee’s personal growth in current role and prepare them for future challenges.
The sky is the limit
Personal development at Logoplaste is up to each individual. If someone is ready to learn and wants to build a career in manufacturing, Logoplaste will provide training, challenges, and opportunities.
The freedom of movement plus our continued effort to improve employee experiences, shared knowledge, and career development is key to maintain our talent pool.
35 Internal transfers
Inside Country
Between Countries
Achieve, Performance Management System, is a fundamental process for Logoplaste. It is a key element for our employee’s growth and development. Ongoing processes include check-in conversations, communicating and clarifying responsibilities, priorities and performance expectations, to ensure mutual understanding between manager and employee.
Achieve by region
| Region | Achieve (%) |
| Americas | 80.1% |
| Europe & AP | 63.2% |
| Grand Total | 71.2% |
71.2% of our global workforce has completed their performance management assessment. When compared to 56.9% in 2021, the numbers have improved %.
Logoplaste SpeakUp Channel is an important channel for our teams to raise concerns that may not be easily resolved through other means, or face-to-face.
In 2022, Logoplaste promoted this whistleblowing platform through our internal channels, reminding employees that it is here for their wellbeing. The platform is accessible to all, in all countries and languages, through various means (phone, email, website), all the information is confidential and can be anonymous. Giving privacy to our teams is key to us.
28 concerns and enquiries were reported in 2022 (12 more than in 2021). These numbers indicate a trust employees have in the channel, using it for a wider range of topics than it is intended. The most frequent concerns are related to “employee relations” (35.7%), followed by “discrimination”, “wage/hour issues” and “workplace violence/threats”, all weighing 14.3%.
Case closing time average went up to 79 days, due to the complexity of some incidents and Logoplaste’s strict adherence to follow procedures and protocol. Although this KPI may seem high, it is an indicator of the HR Teams’ focus on this whistleblowing channel.
There is difficulty in investigating anonymous incidents. Logoplaste follows through and asks for more details, but anonymous whistleblowers rarely log in a second time to respond and help conclude the process. This tells us that, sometimes, the filled complaint may have been a spur of the moment, with high degree of emotion versus rationality, and once reported, the employee felt no need to follow-up.
Incidents reported through SpeakUp Channel
| Cases closed | Cases open | Total cases | % | |
| Accounting/Audit Irregularities | ||||
| Conflicts of Interest | ||||
| Customer Relations | ||||
| Discrimination | 4 | 4 | 14.3% | |
| Employee Relations | 10 | 10 | 35.7% | |
| Falsification of Company Records | 1 | 1 | 3.6% | |
| Fraud | ||||
| Fraudulent Insurance Claims | ||||
| Improper Loans to Executive | ||||
| Insider Trading | ||||
| Kickbacks | ||||
| Policy Issues | 3 | 3 | 10.7% | |
| Product Quality Concern | ||||
| Release of Proprietary information | ||||
| Retaliation of Whistleblowers | ||||
| Safety Issues and Sanitation | 1 | 1 | 3.6% | |
| Sexual Harassment | 1 | 1 | 3.6% | |
| Substance Abuse | ||||
| Theft of Cash | ||||
| Theft of Goods/Services | ||||
| Theft of Time | ||||
| Wage/Hour Issues | 4 | 4 | 14.3% | |
| Workplace Violence/Threats | 4 | 4 | 14.3% | |
| Grand Total | 28 | 28 | 100% |
Employee Engagement Survey (EES)
Listening to what our team has to say is the only way to evaluate and measure how we are doing.
Confidential and anonymous, these surveys cover a broad set of topics, giving top management a clear vision of what needs to be done. Most importantly, these surveys give every employee a way to express their views and help shape Logoplaste into a better company.
Sharing EES results
Ron Gray, Tabler Station Site Director, hosted a meeting with his team to share and discuss the Employee Engagement Survey (EES) Results.
This is a very important step for each site to implement as it helps identify areas that require an action plan. Having everyone involved is also key, as it generates more ideas.