Communication on progress
This Communication on progress (CoP) provides an overview of activities during 2007 in support of the Global Compact’s objectives. The CoP has been part of the assurance of the Annual Report. For a description of how this was done, please refer to Accounting policies.
Novo Nordisk's approach
Novo Nordisk signed up to the United Nations Global Compact in 2001. In 2004 Novo Nordisk reaffirmed its commitment as a signatory to the Global Compact, including the tenth principle, which was adopted in June 2004.
Novo Nordisk strives to implement the Global Compact principles into its business and within its sphere of influence. Novo Nordisk actively support the proliferation of the Global Compact by providing case studies and giving presentations related to Global Compact activities, both at international and Nordic events. As an example, Novo Nordisk made a presentation on Business Ethics at the Global Compact Leader’s Summit in July 2007.
In 2007, Novo Nordisk signed up for the UN Global Compact initiative - Caring for Climate: The Business Leadership Platform. This initiative is well in line with Novo Nordisk’s climate strategy and the initiatives in which Novo Nordisk is engaged on the road to Copenhagen in 2009. Read more about Climate change here.
For Novo Nordisk, the Global Compact is a forum for learning and a way of engaging in dialogue with stakeholders. The Global Compact is also an opportunity to be accountable and transparent about efforts to integrate sustainability into the business.
Novo Nordisk works actively with the Global Compact Nordic Network for the Compact to gain further ground in the Nordic countries and to share better practices for implementation among Nordic companies.
Examples of activities in support of the Global Compact principles include participation in the Business Leaders Initiative on Human Rights, the Global Compact Human Rights Working Group, the Respect Europe initiative ‘Road to Copenhagen 2009’, the Oxford Health Alliance, Novo Nordisk’s support of the UN Resolution on diabetes, the Business Ethics Programme, the Responsible Sourcing Programme and the global activities to promote access to health such as the National Changing Diabetes Programme.
Human rights
Taking responsibility is part of Novo Nordisk’s commitment to the Triple Bottom Line. The company's approach is described in its framework for corporate governance and fundamental business principles, the Novo Nordisk Way of Management. It explicitly refers to the company’s support for the United Nations Universal Declaration of Human Rights.
Novo Nordisk has worked with human rights since 1998, when the first human rights review was undertaken. The current focus areas are the rights to health, equal opportunities and diversity.
In 2007, Novo Nordisk began developing a global standard regarding human rights of employees. The standard aims at setting global minimum standards for human rights of employees in Novo Nordisk throughout the company’s operations. It covers non-discrimination, fair wages and labour practices and other issues as spelled out in the Universal Declaration of Human Rights and other international human rights standards. The standard is a way to demonstrate Novo Nordisk’s commitment to social responsibility.
Also in 2007, Novo Nordisk continued to actively participate in the international debate on how to define corporate responsibility for human rights being led by the Special Representative to the Secretary General of the UN on business and human rights.
Novo Nordisk has published its position on human rights on its website. The position states that Novo Nordisk will:
- Promote the protection of international human rights within our sphere of influence
- Reach out to promote the right to health
- Actively promote equal opportunities and diversity
- Make a valuable difference by our example and presence
- Contribute to the development of international standards on human rights for business.
Examples of corporate programmes that actively promote human rights are:
Global Compact Principle 1
- Businesses should support and respect the protection of internationally proclaimed human rights within their sphere of influence.
GRI G3 performance indicators related to GC principle 1
HR1, HR2, HR3, HR4, HR5, HR6, HR7, HR8, HR9, EC5, LA4, LA6, LA7, LA8, LA9, LA13, LA14, SO5, PR1, PR2 and PR8.
Global Compact Principle 2
Businesses should make sure they are not complicit in human rights abuses.
GRI G3 performance indicators related to GC principle 2
HR1, HR2, HR3, HR4, HR5, HR6, HR7, HR8, HR9and SO5.
To see Novo Nordisk’s reporting against the individual performance indicators, please refer to GRI.
Labour standards
It is a minimum requirement for companies and affiliates in Novo Nordisk to ensure that the freedom of association and the right to collective bargaining are upheld, that the company does not engage in forced and compulsory labour or child labour, and that the company works to ensure diversity and non-discrimination in respect of employment and occupation.
Novo Nordisk has activities all over the world and also has operations in countries where employees do not have a free choice of union. In those cases it is ensured that the national legislation is followed.
Examples of comprehensive corporate programmes that actively promote labour standards are:
Global Compact Principle 3
Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining.
GRI G3 performance indicators related to GC principle 3
LA4, LA5, HR1, HR2, HR3, HR5 and SO5.
Global Compact Principle 4
Businesses should uphold the elimination of all forms of forced and compulsory labour.
GRI G3 performance indicators related to GC principle 4
HR1, HR2, HR3, HR7 and SO5.
Global Compact Principle 5
Businesses should uphold the effective abolition of child labour.
GRI G3 performance indicators related to GC principle 5
HR1, HR2, HR3, HR6 and SO5.
Global Compact Principle 6
Businesses should eliminate discrimination in respect of employment and occupation.
GRI G3 performance indicators related to GC principle 6
LA2, LA13, LA14, HR1, HR2, HR3, HR4, EC7 and SO5.
To see Novo Nordisk’s reporting against the individual performance indicators, please refer to GRI.
Novo Nordisk is an equal opportunity employer and strives to ensure a working environment free of discrimination in all aspects of employment from attraction and development to cessation. In 2005, Novo Nordisk implemented guidelines on equal opportunities that seek to educate and assist all employees in promoting equal opportunities and creating a non discriminatory workplace; this includes providing definitions of harassment and discrimination, along with remedies for employees who may have experienced discriminatory or harassing conditions.
All Novo Nordisk companies and affiliates are expected to comply with local laws and regulations pertaining to employment opportunities and discrimination. Changes in these laws are monitored and adapted to policies accordingly. Recently, Novo Nordisk in South Africa made a concerted effort to align policies with the newly enacted Broad-Based Black Economic Empowerment Act and to meet and exceed the requirement of this legislation prior to mandatory compliance in 2014.
Other initiatives that help to eliminate discrimination and promote equal opportunities focus on increasing the number of ethnic minorities in the Danish workforce and increasing the number of women in management positions.
Environment
As part of Novo Nordisk’s commitment to the Triple Bottom Line, the company is committed to pursuing its business goals as a profitable enterprise and in a way that is socially and environmentally responsible. Novo Nordisk also subscribes to the International Chamber of Commerce’s Business Charter for Sustainable Development. The company’s approach is described in its framework for corporate governance and fundamental business principles, the Novo Nordisk Way of Management.
Novo Nordisk’s production is energy intensive. It is critical to reduce the company’s dependency on the availability and cost of fossil fuels. The climate strategy rests on three pillars: increasing productivity and thereby lowering energy consumption per produced unit, identifying and implementing energy savings and converting to renewable energy supplies. Being prepared for a carbon-constrained world is an act of due diligence. An early response to the climate change challenge is an act of leadership. Combining the two is sound business.
In 2006, Novo Nordisk joined WWF’s Climate Savers programme by signing an agreement to reduce Novo Nordisk emissions of CO2. Under this agreement the company has committed to an ambitious target of a 10% reduction in its CO2 emissions in absolute figures by 2014 compared to 2004.
Assessments of performance against the long-term target indicate that performance is on track.
Being a pharmaceutical company means that a majority of activities related to the production of pharmaceutical products have a high level of safety, always ensuring that Novo Nordisk have identified any potential risks to the users of Novo Nordisk’s products before they are taken into use. An example of how Novo Nordisk’s work with the precautionary principle can be found in Novo Nordisk’s position on gene technology.
Examples of comprehensive corporate programmes that actively promote environmental responsibility are:
Global Compact Principle 7
- Businesses should support a precautionary approach to environmental challenges.
GRI G3 performance indicators related to GC principle 7
EC2, EN18, EN26, EN30 and SO5.
Global Compact Principle 8
Businesses should undertake initiatives to promote greater environmental responsibility.
GRI G3 performance indicators related to GC principle 8
EN1 to EN30, SO5, PR3 and PR4.
Global Compact Principle 9
Businesses should encourage the development and diffusion of environmentally friendly technologies.
GRI G3 performance indicators related to GC principle 9
EN2, EN5, EN6, EN7, EN10, EN18, EN26, EN27, EN30 and SO5.
To see Novo Nordisk’s reporting against the individual performance indicators, please refer to GRI.
Anti-corruption
Integrity and ethical business conduct has always been a business principle for Novo Nordisk and one that is included in the Novo Nordisk Way of Management and its systematic follow-up methodology.
Bribery and corruption are key local concerns today, detrimental to the wealth, stability and economic growth of societies as well as to the environment and Novo Nordisk believes that these problems must be tackled by all levels of society. Novo Nordisk’s role as a private company is to act responsibly in all aspects of how Novo Nordisk conducts business as well as actively supporting relevant initiatives to combat corruption.
Novo Nordisk’s Business Ethics programme includes compliance with legislation and offers guidance on individual judgements. The Business Ethics Policy sets direction and states that bribery and corruption is unacceptable. It is backed by three procedures for ethical business conduct, product promotion and contracting with agents and other third parties.
In addition, all Novo Nordisk's managers and relevant employees in their units have completed an e-learning module on business ethics and all employees within sales and marketing are trained every year in a face-to-face workshop. This programme is now also a mandatory part of the training for new managers. Examples of comprehensive corporate programmes that actively promote anti-corruption are:
Global Compact Principle 10
Businesses should work against all forms of corruption, including extortion and bribery.
GRI G3 performance indicators related to GC principle 10
SO2, SO3, SO4, SO5 and SO6.
To see Novo Nordisk’s reporting against the individual performance indicators, please refer to GRI.
This page has been reviewed by PricewaterhouseCoopers as part of its assurance of Novo Nordisk’s non-financial reporting. Please refer to Audit and assurance for a full description of the conclusions and the nature of assurance offered.
