Our commitment to respect labour rights and human rights in the workplace is set out in the following policies:
The People Relations and Compliance unit is responsible for implementing the above policies, governed by the Global People Board. They are supported by our assurance systems such as the internal value audit (Facilitation) and Ombudsman.
To read about our responsibility to respect labour and human rights in our supply chain, please see our Human Rights position and Responsible Sourcing.
Internally, we engage with members of the European Work Council, the internal value audit office (Facilitation), Ombudsman, the Corporate Occupational Health and Safety unit, line of business and the human resources community. The People Relations and Compliance unit is also represented in the Human Rights Strategic Forum to ensure alignment and collaboration.
Externally, we collaborate with a number of partners, peers and labour and human rights experts.
We assess our main impacts and risks on labour rights with reference to the ILO Declaration on Fundamental Principles and Rights at Work1 as well as all other relevant human rights in the workplace included in the International Bill of Human Rights.
We determine our focus areas based on significance of our potential impact on labour rights using a wide range of sources including internal value audit (Facilitation) findings, external trends on labour violations, labour unions’ input and external expert input. The assessment process is led by the People Relations and Compliance unit and the Global People Board approves the focus areas.
Our annual KPIs include:
Our labour compliance management systems are now well established. These consist of the annual identification of significant areas, self-assessment reporting by the global organisation, evaluation of findings, acting upon findings and assurance. We have made steady progress in implementing our Global Labour guidelines and related standards which address labour and human rights in the workplace including freedom of association, the right to collective bargaining, the prohibition of forced or compulsory labour, child labour and discrimination in respect of employment and occupation.
We track the effectiveness of the guidelines across the global organisation. Each year we conduct an assessment and tracking of our performance on selected standards within the Global Labour guidelines. So far we have covered living wage, child labour, non-discrimination, equal opportunities, employee representation and freedom of association. Our assessments show that our global organisation meets the expectations set out in the Global Labour guidelines. We will revisit these labour conditions at regular intervals. In 2017, we assessed working hours, pre-agreed compensated overtime and rest time (breaks). We found that our global organisation has a high level of commitment to providing permissible working hours and doesn’t make excessive use of pre-agreed overtime, but ensures due compensation when it does occur. Our global organisation strives for continuous improvements.
Reporting concerns to prevent and mitigate potential risks to labour rights is enabled through a variety of methods.
Among other channels, we receive complaints and concerns through:
Employees may choose confidentiality or anonymity which is respected. If a risk is identified, an action plan with deadlines is agreed upon and follow-up meetings are conducted. Furthermore, meetings with the Facilitation team are held to discuss and identify up-coming trends in the labour conditions.
1. Labour and human rights in the workplace including freedom of association, the right to collective bargaining, the prohibition of forced or compulsory labour, child labour and discrimination in respect of employment and occupation.