GRI-407 Archives - SustainCase - Sustainability Magazine https://sustaincase.com/category/gri-standards/gri-407/ Insights on how you can protect the environment, maintain and increase the value of your company, through a structured CSR/Sustainability process with the use of the GRI Standards. Learn how Today's Best-Run Companies are achieving Economic, Social, and Environmental Success - and How You Can Too... Mon, 06 Mar 2023 07:48:09 +0000 en-US hourly 1 https://wordpress.org/?v=6.9.4 Case study: How Tenneco promotes responsible sourcing https://sustaincase.com/case-study-how-tenneco-promotes-responsible-sourcing/ Mon, 10 Jan 2022 07:08:16 +0000 https://ccprowebs.com/new-sustaincase.com/?p=13187 Tenneco is a leading global supplier to original equipment manufacturers and the aftermarket, driving advancements in global mobility in its four segments: Motorparts, Ride Performance, Powertrain, and Clean Air. This case study is based on the 2019 Corporate Social Responsibility and Sustainability Report by Tenneco published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing. Abstract Tenneco […]

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]]> Tenneco is a leading global supplier to original equipment manufacturers and the aftermarket, driving advancements in global mobility in its four segments: Motorparts, Ride Performance, Powertrain, and Clean Air. Tenneco is committed to partnering with suppliers that not only have superior ethical and safety track records but are environmentally responsible.  Tweet This!

This case study is based on the 2019 Corporate Social Responsibility and Sustainability Report by Tenneco published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Tenneco acknowledges that by working with its supply chain it can indirectly work to make sure sustainability and responsible sourcing are key commitments. In order to promote responsible sourcing Tenneco took action to:

  • implement a Code of Conduct
  • provide training
  • promote supplier compliance

What are the material issues the company has identified?

In its 2019 Corporate Social Responsibility and Sustainability Report Tenneco identified a range of material issues, such as anti-corruption and bribery, inclusion and diversity, environmental performance, product safety and quality. Among these, promoting responsible sourcing stands out as a key material issue for Tenneco.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Tenneco engages with:

To identify and prioritise material topics Tenneco engaged with its stakeholders through the following channels:

Stakeholder Group                Method of engagement
Team members

 

 

 

 ·      Town hall and team member meetings, global webcasts, picnics and special events, training and development, and recognition programmes

·      Euroforum

·      Corporate Social Responsibility & Sustainability Council

·      Enterprise Risk Management

·      Team member engagement surveys
Customers

 

 

 

 ·      Ford’s Partnership for a Cleaner Environment (PACE) programme

·      Host Customer Technology Days and step-level meeting with customers

·      Participation in OEM Sustainability initiatives, e.g. BMW Sustainability Training for Suppliers, Scania Sustainability Supplier Day

·      Participation in Automotive REACH Task Force
Investors

 

 

 ·      Annual shareholder meeting

·      Quarterly webcasts to discuss financial results

·      Regular participation in global investor and industry conferences

·      Quarterly/annual Form 10 SEC filings
Communities

 

 

 

 

 ·      Providing site visits and plant tours, outreach programmes, partnering with local charitable organisations and schools, and environmental stewardship and reforestation projects to communities in which Tenneco’s facilities are located

·      Many of Tenneco’s US-based locations support United Way and Tenneco’s Southfield, Michigan location provides support through a fundraising campaign
Suppliers

 

 

 ·      Participation in Automotive Industry Action Group (AIAG) and European Association of Automotive Suppliers (CLEPA) Sustainability/ CSR Expert Group

·      Supplier Diversity Programme
Government and Regulatory Agencies

 

 ·      The Clean Air Division is currently working with the Environmental Protection Agency (EPA) on emissions reduction strategies
Trade Associations

 

 ·      Tenneco participates and has a seat on the board of directors of the AIAG, and the Automotive Aftermarket Suppliers Association (AASA)

·      Tenneco is active within the Motor and Equipment Manufacturers Association, the AutoCare Association and Women in Autocare, the Original Equipment Suppliers Association and the Manufacturers of Emissions Controls, European Automotive Suppliers Association

What actions were taken by Tenneco to promote responsible sourcing?

In its 2019 Corporate Social Responsibility and Sustainability Report Tenneco reports that it took the following actions for promoting responsible sourcing:

  • Implementing a Code of Conduct
  • Tenneco enforces its commitment to human rights and responsible sourcing in its supply chain through the publication, distribution, and enforcement of rules outlined in its Code of Conduct and Basic Working Conditions Policy, along with its Supplier Manual. These documents detail Tenneco’s supplier expectations to oppose any form of forced or compulsory labour and support zero tolerance of harassment or discrimination against team members in any form. Tenneco’s Basic Working Conditions outlines its policy statements on human rights, including freedom of association. Suppliers are required, as a condition of doing business with Tenneco, to sign-off on the Tenneco Code of Conduct and Supplier Basic Working Conditions. Human rights clauses or human rights screenings are included or performed prior to completing significant investment agreements and contracts. Tenneco’s statements on efforts to prevent slavery and human trafficking are available on its website. Tenneco expects its suppliers to conduct internal audits and self-assessments as a condition of its contracts and uses a supplier management software to manage its suppliers.
  • Providing training
  • To make sure its policies are communicated to team members, Tenneco conducts internal training related to forced labour and fair working conditions and provides relevant training materials to team members on its intranet site. Furthermore, Tenneco requires that each direct material supplier maintain a training programme concerning Tenneco’s commitment to forced labour and working conditions and encourages all suppliers to take the Automotive Industry Action Group (AIAG) Supply Chain Sustainability Knowledge Assessment and the AIAG Supply Chain Sustainability e-Learning.
  • Promoting supplier compliance
  • To the extent that ethics or compliance issues are noted in the context of any interaction with a supplier, Tenneco has procedures in place to take appropriate and necessary action to address and resolve such issues. To promote accountability, Tenneco is committed to taking appropriate actions to urgently remediate or discontinue relationships with suppliers and other third parties who fail to meet its standards for lawful and ethical conduct, including prohibitions on the use of forced labour in any of its forms, such as human trafficking and slavery. Tenneco’s Ethics and Compliance Hotline can be accessed through multiple reporting channels and is available to anyone to report any concerns or potential deviations from its expected values. Such reports are promptly investigated, and appropriate actions taken. Tenneco uses risk-based third party due diligence screening and mitigation actions include items such as background checks, contract clauses, training and monitoring.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 308-1 New suppliers that were screened using environmental criteria

2) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

3) Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor

4) Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor

5) Disclosure 414-1 New suppliers that were screened using social criteria

 

Disclosure 308-1 New suppliers that were screened using environmental criteria does not correspond to any SDG.

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor corresponds to:

 Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor corresponds to:

Disclosure 414-1 New suppliers that were screened using social criteria corresponds to:

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Tenneco, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Tenneco: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Tenneco promotes responsible sourcing appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Nammo respects and promotes human rights https://sustaincase.com/case-study-how-nammo-respects-and-promotes-human-rights/ Wed, 08 Dec 2021 07:08:25 +0000 https://ccprowebs.com/new-sustaincase.com/?p=13102 With more than 2,700 employees, 28 production sites and a presence in 12 countries, Nammo is one of the world’s leading providers of specialty ammunition and rocket motors for both military and civilian customers. , as well as being aware of its corporate social responsibility in the local community. This case study is based on the 2019 Sustainability Report by Nammo published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most […]

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]]> With more than 2,700 employees, 28 production sites and a presence in 12 countries, Nammo is one of the world’s leading providers of specialty ammunition and rocket motors for both military and civilian customers. Every entity at Nammo is responsible for ensuring that the Group does not violate human rights in any of its business operations  Tweet This!, as well as being aware of its corporate social responsibility in the local community.

This case study is based on the 2019 Sustainability Report by Nammo published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Nammo believes that ensuring business integrity within the company and in its value chain is key to succeeding and is, accordingly, committed to respecting and protecting human rights in all its operations. In order to respect and promote human rights Nammo took action to:

  • support freedom of association
  • consider human rights risks in exports
  • combat human trafficking

What are the material issues the company has identified?

In its 2019 Sustainability Report Nammo identified a range of material issues, such as waste and hazardous material management, product safety, business partner due diligence, occupational health and safety. Among these, respecting and promoting human rights stands out as a key material issue for Nammo.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Nammo engages with:

To identify and prioritise material topics Nammo engaged with its stakeholders through the following channels:

Stakeholder Group                Method of engagement
Owners

 

 ·      Reports

·      Meetings
Authorities

 

 

 ·      Meetings

·      Seminars

·      Conferences

·      Political hearings
Civil Society NGO Media Network & Associations

 

 

 

 

 ·      E-mail

·      Meetings

·      Public events

·      Social media

·      Interviews on tv/radio/newspapers

·      Own content

·      Membership

·      Committees

·      Events
Customers & partners

 

 

 ·      Customer meetings

·      Product demonstrations

·      Seminars

·      Trade shows

·      Championships
Suppliers

 

 

 

 ·      Meetings

·      Site visits

·      Supplier forums

·      Request for tenders
Employees

 

 ·      Internal communication channels

·      Team and departmental meetings

·      All-hands meetings

·      Surveys

·      Collaboration with unions

·      European work council

What actions were taken by Nammo to respect and promote human rights?

In its 2019 Sustainability Report Nammo reports that it took the following actions for respecting and promoting human rights:

  • Supporting freedom of association
  • Nammo strongly supports freedom of association and collective bargaining as per the ILO (International Labour Organization) standard. Seventy percent of Nammo’s workforce is covered by collective bargaining agreements. All employees are covered by such agreements where they exist, regardless of whether or not an employee is a union member (with the exception of the executive management team).
  • Considering human rights risks in exports
  • Human rights considerations are also part of the export controls for many of the countries Nammo operates in. Nammo sees national and international regulations for export of defense material as an integral part of its work on human rights. Human rights risks are to be identified as part of the risk management process before sales are made to countries evaluated as medium to high risk outside the EU and NATO. Key risks regarding certain countries include geopolitical changes taking place after contract signature.
  • Combating human trafficking
  • Nammo will not tolerate any form of harassment based on race, colour, religious affiliation, national origin, citizenship, age, gender, sexual orientation, marital status, disability, or any other such discriminating factors. Even in countries without a legal prohibition, Nammo does not permit the purchase of sexual services in connection with work or assignments for the company. In this way, Nammo contributes to combating human trafficking. As risks may be higher in the supply chain, Nammo expects all suppliers to comply with its Supplier Conduct Principles which are supported by its Modern Slavery Act Statement. The statement is also intended to combat forced or compulsory labour, even if there is a low risk of such incidents in Nammo’s own operations.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

2) Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor

 

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor corresponds to:

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Nammo, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Nammo: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Nammo respects and promotes human rights appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Endeavour promotes employee satisfaction https://sustaincase.com/case-study-how-endeavour-promotes-employee-satisfaction/ Wed, 13 Oct 2021 06:07:59 +0000 https://ccprowebs.com/new-sustaincase.com/?p=12954 Endeavour a mid-tier precious metals mining company headquartered in Vancouver, Canada, and engaged in the evaluation, acquisition, exploration, development and exploitation of precious metals properties in Latin America. This case study is based on the 2019 Annual Review & Sustainability Report by Endeavour published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing. Abstract Endeavour’s management is […]

The post Case study: How Endeavour promotes employee satisfaction appeared first on SustainCase - Sustainability Magazine.

]]> Endeavour a mid-tier precious metals mining company headquartered in Vancouver, Canada, and engaged in the evaluation, acquisition, exploration, development and exploitation of precious metals properties in Latin America. Endeavour wants a workforce that is motivated, ethical and accountable and is committed to helping its people create and maintain a positive work culture.  Tweet This!

This case study is based on the 2019 Annual Review & Sustainability Report by Endeavour published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Endeavour’s management is encouraged and trained to receive and address work-related suggestions or concerns both informally and formally, so as to promote employee engagement and satisfaction. In order to promote employee satisfaction Endeavour took action to:

  • respect freedom of association
  • embrace diversity and inclusion
  • foster good working conditions

What are the material issues the company has identified?

In its 2019 Annual Review & Sustainability Report Endeavour identified a range of material issues, such as profitability, environmental compliance, job creation and local procurement, community impacts and investment. Among these, promoting employee satisfaction stands out as a key material issue for Endeavour.

Stakeholder engagement in accordance with the GRI Standards           

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Endeavour engages with:  

Stakeholder Group
Governments & Regulators
Industry Associations
NGOs
Labour Unions
Local Communities
Employees & Contractors
Customers/ Buyers
Suppliers
Shareholders

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Endeavour conducted 10 interviews with the management team and 198 employee surveys, along with 44 external interviews with representatives from stakeholder groups.

What actions were taken by Endeavour to promote employee satisfaction?

In its 2019 Annual Review & Sustainability Report Endeavour reports that it took the following actions for promoting employee satisfaction:

  • Respecting freedom of association
  • Endeavour respects its employees’ right to freedom of association and collective bargaining. In 2019, Endeavour had collective bargaining contracts with two unions: one at El Cubo and the other representing the miners at Guanaceví, Bolañitos and El Compas. Endeavour seeks to maintain positive relationships with both unions and has been able to negotiate contract renewals through effective collaboration.
  • Embracing diversity and inclusion
  • Diversity, inclusion and equal opportunity are important principles to Endeavour, as a diverse workforce provides a broader range of skills, experiences and ideas to keep the company strong and progressive. Endeavour’s commitment to gender equality includes equal pay for equal work. Men and women should receive the same remuneration for the same position at all of its operations, subject to their training, experience and performance.
  • Fostering good working conditions
  • Endeavour respects national and international labour standards that protect and guarantee basic rights for all. This includes its commitment to provide good working conditions, including adequate facilities and competitive benefits. Endeavour believes that rewarding people through a well-designed compensation and benefits programme enhances its ability to attract, retain and motivate talented and loyal employees. This is especially relevant in a country such as Mexico, which has a large, active mining sector, thereby making the labour market for qualified workers very competitive. Endeavour significantly exceeds legal minimum wage at all of its work sites in Mexico. Three of its mines are within or near communities, so workers are able to return to their homes following their shifts. Because Guanaceví is in a remote location, some workers live in a camp on-site, which includes living accommodations, lunch and dining rooms, and cleaning services.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 405-1 Diversity of governance bodies and employees

3) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

Disclosure 405-1 Diversity of governance bodies and employees corresponds to:

 Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Endeavour, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Endeavour: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Endeavour promotes employee satisfaction appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How IndoAgri protects employees’ human rights https://sustaincase.com/case-study-how-indoagri-protects-employees-human-rights/ Fri, 22 Jan 2021 06:56:16 +0000 https://ccprowebs.com/new-sustaincase.com/?p=12174 IndoAgri and its subsidiaries operate plantation and processing facilities to produce palm oil, rubber, sugar, cocoa and tea, also operating research & development, seed breeding, manufacturing and marketing of award-winning edible oils brands. IndoAgri’s vision is to become a leading integrated agribusiness and a world-class agricultural research and seed breeding company. Accordingly, , complying with Indonesian law and with the UN Universal Declaration on Human Rights and the International Labour Organisation (ILO) codes of practice. This case study is based on the 2019 Sustainability Report by IndoAgri published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at […]

The post Case study: How IndoAgri protects employees’ human rights appeared first on SustainCase - Sustainability Magazine.

]]> IndoAgri and its subsidiaries operate plantation and processing facilities to produce palm oil, rubber, sugar, cocoa and tea, also operating research & development, seed breeding, manufacturing and marketing of award-winning edible oils brands. IndoAgri’s vision is to become a leading integrated agribusiness and a world-class agricultural research and seed breeding company. Accordingly, IndoAgri is committed to respecting and protecting the rights of its workers  Tweet This!, complying with Indonesian law and with the UN Universal Declaration on Human Rights and the International Labour Organisation (ILO) codes of practice.

This case study is based on the 2019 Sustainability Report by IndoAgri published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Committed to ensuring that the rights of all people working in its operations are respected and represented, IndoAgri adheres to all national and local laws, including laws on employees’ freedom of association and collective bargaining, decent pay and working hours, non-discrimination and equal opportunities, and the elimination of forced and child labour. In order to protect employees’ human rights IndoAgri took action to:

  • protect the rights of seasonal contract workers
  • prevent child labour
  • promote diversity
  • respect freedom of association

What are the material issues the company has identified?

In its 2019 Sustainability Report IndoAgri identified a range of material issues, such as environmental impacts and compliance, occupational health and safety, smallholder engagement and livelihoods, product traceability and sustainable sourcing, deforestation and land management. Among these, protecting employees’ human rights stands out as a key material issue for IndoAgri.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups IndoAgri engages with: 

To identify and prioritise material topics IndoAgri engaged with its stakeholders through the following channels:

Stakeholder Group                Method of engagement
Shareholders, investor and bankers ·      Meetings

·      Surveys
Customers and consumers ·      For new customers:

·      Surveys

·      Approach and product trials

·      For existing customers:

·      Regular visit/ meeting,

·      Bakers forum

·      Customer gathering

·      Customer support line
CPO Suppliers ·      Surveys

·      Audits

·      One-to-one meetings
Local Suppliers ·      Technical assistance to local businesses on construction of civil projects
Government and Regulators ·      Public forums and regular meetings
Non-Governmental Groups ·      RSPO process meetings

·      Other NGO meetings e.g. IDH

·      Local multi-stakeholders initiatives
Employees ·      Training sessions

·      Dialogue with unions

·      Grievance/whistle-blowing processes
Smallholders (FFB Supplier) ·      Development of platforms and projects on socialisation

·      Plasma assistants
Local Community ·      Regular feedback and awareness meetings

·      Forums for grievance & resolution

·      Other ad hoc engagements

What actions were taken by IndoAgri to protect employees’ human rights?

In its 2019 Sustainability Report IndoAgri reports that it took the following actions for protecting employees’ human rights:

  • Protecting the rights of seasonal contract workers
  • IndoAgri’s hiring of contract workers complies with government regulation, its Code of Conduct, its Policy, and the Principles and Criteria of ISPO (Indonesian Sustainable Palm Oil). Each seasonal worker’s contract respects government regulations, and IndoAgri makes sure that they understand their rights and responsibilities. As non-registered persons are banned from working on IndoAgri’s sites, all seasonal workers are registered by IndoAgri’s Human Resource Department and logged on to the fingerprint recognition system. The attendance of contract workers and their completed volume of work is maintained on a daily register and an online system. IndoAgri complies with and applies the formula prescribed in the Government Regulation No. 78 of 2015 which regulates the calculation of wages for contract workers. Depending on skills and job availability, IndoAgri’s seasonal workers can be promoted as permanent workers. Job vacancies are announced during the daily morning briefings and on the announcement boards of IndoAgri’s estates, mills, and the relevant village head’s (kepala desa) office. Having considered their skills and duration of service, IndoAgri hired 992 contract workers (including seasonal contract workers) as permanent workers in 2019.
  • Preventing child labour
  • IndoAgri takes proactive measures to prevent child labour from arising. As education is critical in drawing children from fields, IndoAgri provides free education and day care facilities to the children of its employees in estates. This approach also ensures a safe place for workers’ children whilst their parents work, hence eliminating the likelihood of workers bringing their children to work. IndoAgri is very strict in preventing all forms of child labour in its operations. Its Human Resource department verifies the identification card of all applicants to make sure that it does not employ anyone below the age of 18. Employment contracts for all workers include a clause on disallowing children to help with agricultural production work. Signs and posters reminding workers not to bring children are placed in all IndoAgri’s plantation sites. Disciplinary actions are taken against those who do not comply.
  • Promoting diversity
  • IndoAgri is committed to upholding the principle of equal opportunities and supporting the inclusion of women across its operations, including addressing barriers faced. IndoAgri has zero tolerance for sexual harassment and carries out regular socialisation initiatives to make sure all its workers adhere to its gender policies. Gender Committees are in place in IndoAgri’s work units to foster clear understanding of gender equality and to promote the participation of women in the workforce. These committees also manage the harassment complaint services. IndoAgri’s Gender Committees play an important role in maintaining and enhancing the role of women in estates, mills and households. In accordance to the Indonesian labour law, all permanent workers are entitled to maternity and menstrual leave. Jobs of new mothers are reserved while they are on maternity leave. In 2019, 308 women took maternity leave, and 86% or 264 women returned to the same job position. The rest remained on leave or chose to leave the company. All benefits and allowances paid out to IndoAgri’s female employees also comply with Indonesian labour laws and respect local cultural norms.
  • Respecting freedom of association
  • IndoAgri fully complies with the Indonesian Law No. 21 of 2000 on freedom of association and participation in labour unions and believes there are no sites where the right to freedom of association is at significant risk. All IndoAgri workers are free to register themselves directly with their preferred labour union and bargain collectively. As at end 2019, 61% of IndoAgri’s operational employees were registered with a union. The remainder are covered by a company regulation known as Peraturan Perusahaan. IndoAgri engages regularly with the labour unions of its workers through bipartite meetings to discuss issues such as agreement on wages and daily harvesting quotas to ensure appropriate and achievable workload for its harvesters.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 406-1 Incidents of discrimination and corrective actions taken

2) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

3) Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor

4) Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor

 

Disclosure 406-1 Incidents of discrimination and corrective actions taken corresponds to:

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor corresponds to:

Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor corresponds to:

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by IndoAgri, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to IndoAgri: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How IndoAgri protects employees’ human rights appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Wienerberger promotes employee engagement https://sustaincase.com/case-study-how-wienerberger-promotes-employee-engagement/ Fri, 23 Oct 2020 06:00:49 +0000 https://ccprowebs.com/new-sustaincase.com/?p=11576 With 201 production sites operating in 30 countries, Wienerberger is the worldwide market leader in bricks and the number one producer of clay roof tiles in Europe. , as well as current developments relating to Wienerberger’s shared values: competence, passion, integrity and respect, customer orientation, entrepreneurship, quality and responsibility. This case study is based on the 2019 Sustainability Update by Wienerberger published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most […]

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]]> With 201 production sites operating in 30 countries, Wienerberger is the worldwide market leader in bricks and the number one producer of clay roof tiles in Europe. Wienerberger uses a variety of communication channels and platforms to inform its employees about corporate targets and strategies  Tweet This!, as well as current developments relating to Wienerberger’s shared values: competence, passion, integrity and respect, customer orientation, entrepreneurship, quality and responsibility.

This case study is based on the 2019 Sustainability Update by Wienerberger published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Wienerberger seeks to further strengthen the values of its corporate culture through continuous communication measures and employee involvement, translating them into practice throughout the Group. In order to promote employee engagement Wienerberger took action to:

  • implement an employee participation programme
  • promote industrial relations

What are the material issues the company has identified?

In its 2019 Sustainability Update Wienerberger identified a range of material issues, such as business ethics and compliance, energy efficiency, employee health and safety, climate action, recyclability, recycling and re-use of products. Among these, promoting employee engagement stands out as a key material issue for Wienerberger.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Wienerberger engages with:

Stakeholder Group
Employees
Customers and business partners
Investors, analysts and banks
Local residents and local authorities
Suppliers
Politicians
Regulators
Organised interest groups
Research institutions and universities
Media and non-governmental organisations (NGOs)

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Wienerberger carried out an online survey among both internal and external stakeholders, inviting nearly 500 stakeholders to participate – 80% of them external stakeholders.

What actions were taken by Wienerberger to promote employee engagement?

In its 2019 Sustainability Update Wienerberger reports that it took the following actions for promoting employee engagement:

  • Implementing an employee participation programme
  • In 2019, Wienerberger created an opportunity for its employees to become co-owners. As a first step, the employee participation programme was implemented in Austria in a pilot run. All employees having been employed by any of the participating companies under an active civil-law employment contract of at least twelve months were eligible for participation. Employees in Austria were thus offered the opportunity to acquire Wienerberger shares on very attractive terms, via the private foundation managing the programme. In accordance with the legal provisions, the foundation holds the shares in trust for all participating employees and collectively exercises their voting rights as shareholders. The opportunity was taken up by a large number of employees, as the relatively high rate of participation showed. In 2020, the employee participation programme is being rolled out to other countries. In the second round, employees in Austria, Great Britain, the Netherlands and the Czech Republic have the chance to become co-owners.
  • Promoting industrial relations
  • Wienerberger employees in Europe as well as in non-European countries are covered by a broad range of provisions, such as laws and regulations, collective bargaining agreements, wage agreements, trade union agreements, works agreements or individual arrangements. The Wienerberger Social Charter, which confirms the company’s commitment to compliance with the relevant conventions and recommendations of the International Labour Organisation (ILO), was signed in 2001 by the Managing Board of Wienerberger AG and the chairman of the European Forum, a social partnership body, in Strasbourg. Through this charter, Wienerberger demonstrates its global commitment to the respect of human rights, fair working conditions, payment of adequate remuneration, the avoidance of excessive working hours, permanent employment relationships and respect for the freedom of assembly and the right of employees to engage in collective bargaining. In 2019, about 72% of all Wienerberger employees were covered by collective bargaining agreements. Additionally, in 2011, the European Works Council was established, as the successor to the European Forum. The goals of the European Works Council are to engage in constructive social dialogue and to facilitate networking among local bodies representing employee interests. Other important objectives of the European Works Council are to improve workplace conditions (protection of employees against hazards, implementation of safety standards) and to protect the health of employees. The European Works Council also strives to ensure fair and just remuneration. Currently, 11 countries are represented on the European Works Council by 34 delegates. The Steering Committee of the European Works Council includes five elected delegates from Austria, France, Poland, Hungary and Great Britain. The European Works Council meets twice a year, and the Steering Committee also holds at least two meetings a year. Moreover, several employee representatives are members of the Supervisory Board of Wienerberger and, as such, are closely involved in the strategic development of the Wienerberger Group. A Group Works Council with employee representatives from all Wienerberger companies was also established in Austria in November 2013. It currently has eight members and meets at least four times a year or more often, if required. Similar structures also exist in other European countries. Employees in North America are represented by their trade union and, in Canada, by a works council.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standard addressed in this case is: Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Wienerberger, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Wienerberger: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Wienerberger promotes employee engagement appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Hindalco respects and promotes the human rights of its employees https://sustaincase.com/case-study-how-hindalco-respects-and-promotes-the-human-rights-of-its-employees/ Wed, 17 Jun 2020 06:16:41 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10915 Hindalco Industries Limited is a flagship company of the Aditya Birla Group headquartered in Mumbai and an industry leader in aluminium and copper products, with mining and manufacturing operations spread across nine states in India. , promoting equal opportunity employment and propagating a work environment without any form of discrimination. This case study is based on the 2018-19 Sustainability Report by Hindalco published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s […]

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]]> Hindalco Industries Limited is a flagship company of the Aditya Birla Group headquartered in Mumbai and an industry leader in aluminium and copper products, with mining and manufacturing operations spread across nine states in India. Hindalco seeks to conduct its business operations in a manner that respects the human rights and dignity of its people  Tweet This!, promoting equal opportunity employment and propagating a work environment without any form of discrimination.

This case study is based on the 2018-19 Sustainability Report by Hindalco published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Hindalco has developed an employee-centric work culture, with its Code of Conduct and related policies – extending to all employees, contractual employees and other partners across Hindalco’s value chain – placing great emphasis on human rights issues including child labour, forced or compulsory labour, sexual harassment and discrimination. In order to respect and promote the human rights of its employees Hindalco took action to:

  • support collective bargaining
  • implement a Human Rights Policy
  • provide employee benefits
  • promote employee communication

What are the material issues the company has identified?

In its 2018-19 Sustainability Report Hindalco identified a range of material issues, such as compliance management, GHG emissions, ethics and integrity, waste management, water availability. Among these, respecting and promoting the human rights of its employees stands out as a key material issue for Hindalco.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Hindalco engages with:

To identify and prioritise material topics Hindalco engaged with its stakeholders through the following channels:

Stakeholder Group                Method of engagement
Employees

 

 ·      Emails and Meetings

·      Intranet Portals

·      Employee Satisfaction Surveys

·      Training Programmes

·      Performance appraisal reviews

·      Grievance Redressal Mechanisms
Customers ·      Emails and Meetings

·      Customer Satisfaction Surveys

·      Grievance Redressal Mechanisms
Suppliers ·      Emails and Meetings

·      Vendor Assessment & Review

·      Supplier Audits

·      Signed Contracts

·      Training Workshops and Seminars

·      Social Gatherings
Communities

 

 ·      Training & Workshops

·      Regular Meetings

·      Need Assessment & Satisfaction Surveys

·      CSR Reports
Investors and shareholders

 

 ·      Board Meetings

·      Annual Reports

·      Website
Government and regulatory bodies

 

 

 ·      Annual Reports

·      Communication with regulatory bodies

·      Formal Dialogues
Media ·      Social Media

·      Press Releases

·      Interviews

·      Website
Industry associations ·      Meetings

What actions were taken by Hindalco to respect and promote the human rights of its employees?

In its 2018-19 Sustainability Report Hindalco reports that it took the following actions for respecting and promoting the human rights of its employees:

  • Supporting collective bargaining
  • Hindalco recognises that worker unions at all its operations in India and more than 68.87% of the total workforce are covered under the provision of collective bargaining, supports the right to collective bargaining of its workers and promotes full transparency and trust with its entire workforce. Hindalco’s long-term meaningful relationships with the unions and all settlements follow prevailing labour legislation at the national and state levels, while agreements with trade unions also cover all relevant health and safety topics for operations at respective locations.
  • Implementing a Human Rights Policy
  • Hindalco has developed a Human Rights Policy which reinforces its commitment to respect and uphold the human rights of all its stakeholders and guides the actions taken to fulfil this commitment. In order to identify potential human rights related risks, Hindalco has a due diligence process which is carried out annually through company-wide compliance monitoring. This entails undertaking a detailed monitoring at 100 of Hindalco’s sites to ensure compliance to various human rights related requirements such as no child labour, working conditions, minimum compensation, equal opportunity, freedom of association. Compliances to Factories Act and labour laws are audited by the legal team and findings are presented to the senior management. Additionally, every business unit has an SOP (Standard Operating Procedure) in place to ensure compliance to labour rights. Hindalco also assesses human rights related risks in its supply chain, which is a part of the overall supplier evaluation. The risks identified are addressed through the implementation of appropriate corrective actions, which can range from risk prevention through awareness sessions and precautionary measures, risk reduction through building capacity and safeguards or risk elimination through modifications in the business process or termination of contract. Cases of human rights violations are dealt strictly through warnings, counselling, penalties and even termination of employment, depending upon the severity of violation.
  • Providing employee benefits
  • Hindalco is committed towards providing benefits to its permanent employees as per defined plan obligations. These benefits include medical insurance, residential accommodation at plants, group personal accident insurance and parental leaves. Hindalco is also an equal opportunity employer, and believes in providing equal benefits to all its employees without any form of discrimination. The ratio of basic salary and remuneration of women to men is always 1:1 for respective job bands. The remuneration structure of Hindalco’s employees is based on their job roles and an industry-wide benchmarking exercise carried out periodically. During revisions of the remuneration structure, the views of all relevant stakeholders are taken into account.
  • Promoting employee communication
  • Hindalco believes communication is one of the critical aspects for developing a responsible work environment and, in case of any significant changes in operations, notifies all its management staff and workmen about it. The management staff is notified at least 3 months in advance, whereas workmen are notified as per requirements of local regulations. Hindalco also provides trainings to unionised employees on aspects such as skills, business objectives and values which result in better contribution to the Company and the Group, making sure that all its units are 100% compliant in terms of local and national laws, minimum wages, payment of wages, the Factories Act and all other prevailing regulatory requirements.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees

2) Disclosure 402-1 Minimum notice periods regarding operational changes

3) Disclosure 405-2 Ratio of basic salary and remuneration of women to men

4) Disclosure 406-1 Incidents of discrimination and corrective actions taken

5) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

 

Disclosure 401-2 Benefits provided to full-time employees that are not provided to temporary or part-time employees corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Earnings, wages and benefits

Disclosure 402-1 Minimum notice periods regarding operational changes corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Labor/management relations

Disclosure 405-2 Ratio of basic salary and remuneration of women to men corresponds to:

Disclosure 406-1 Incidents of discrimination and corrective actions taken corresponds to:

  • Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
  • Business theme: Non-discrimination
  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Non-discrimination
  • Sustainable Development Goal (SDG) 16: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
  • Business theme: Non-discrimination

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Freedom of association and collective bargaining

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

7 GRI sustainability disclosures get you started

Any size business can start taking sustainability action

GRI, ISEP, CPD Certified Sustainability courses (2-5 days): Live Online or Classroom  (venue: London School of Economics)

  • Exclusive FBRH template to begin reporting from day one
  • Identify your most important impacts on the Environment, Economy and People
  • Formulate in group exercises your plan for action. Begin taking solid, focused, all-round sustainability action ASAP. 
  • Benchmarking methodology to set you on a path of continuous improvement

See upcoming training dates.
References:

1) This case study is based on published information by Hindalco, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Hindalco: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Hindalco respects and promotes the human rights of its employees appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How DPM promotes employee engagement https://sustaincase.com/case-study-how-dpm-promotes-employee-engagement/ Mon, 13 Apr 2020 09:15:03 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10939 DPM is a Canadian-based, international gold mining company engaged in the acquisition, exploration, development, mining and processing of precious metals. throughout the year, through departmental meetings, notice boards, grievance procedures, town halls, social media and other employee events. This case study is based on the 2018 Sustainability Report by DPM published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, […]

The post Case study: How DPM promotes employee engagement appeared first on SustainCase - Sustainability Magazine.

]]> DPM is a Canadian-based, international gold mining company engaged in the acquisition, exploration, development, mining and processing of precious metals. Employees are one of DPM’s most important stakeholder groups and, accordingly, DPM seeks to engage them regularly and in various ways  Tweet This! throughout the year, through departmental meetings, notice boards, grievance procedures, town halls, social media and other employee events.

This case study is based on the 2018 Sustainability Report by DPM published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

In 2018, DPM carried out an employee survey to better understand this key stakeholder group on a variety of topics such as leadership, communication, work environment, and career management. The global participation rate was 61%. In order to promote employee engagement DPM took action to:

  • provide grievance channels
  • promote a culture of open dialogue
  • carry out supplier assessments for social practices

What are the material issues the company has identified?

In its 2018 Sustainability Report DPM identified a range of material issues, such as economic performance, environmental compliance, anti-corruption, local communities, effluents and waste. Among these, promoting employee engagement stands out as a key material issue for DPM.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups DPM engages with:

Stakeholder Group                Method of engagement
Employees

 

 ·      Annual and periodic salary and performance reviews

·      Training and development opportunities

·      Monthly newsletters and bulletin boards

·      Department group meetings

·      Employee grievance procedures

·      Employee engagement survey

·      Local trade unions with collective bargaining agreements

·      Biennial GRI Sustainability Report

·      Annual Sustainability Data Supplement

·      Corporate website (in English and Bulgarian)

·      Quarterly town hall meetings

·      Corporate announcements and updates

·      Speak Up and Ethics hotline
Investment community ·      Site tours

·      External audits when required

·      Lender-driven action plans

·      Annual Sustainability Report

·      Annual Sustainability Data Supplement

·      Corporate website (in English and Bulgarian)

·      Regulatory filings

·      Quarterly conference calls

·      Attendance at conferences and investor presentations

·      Regular face-to-face meetings
Governments ·      Regular meetings at local and national levels

·      EIA and permitting compliance procedures

·      Extensive local community investment and engagement activities

·      Annual Sustainability Report

·      Annual Sustainability Data Supplement

·      Corporate website (in English and Bulgarian)

·      Senior corporate management engagement at all levels of government

·      Country visits by DPM board of directors
Local communities ·      Fully staffed Community Information Centres

·      Dedicated community relations staff

·      Stakeholder engagement plans

·      Site visits/open doors days

·      Public hearings/ “Town Hall Meetings” to discuss issues

·      Extensive local community investment

·      Local procurement policies

·      External stakeholder grievance procedures

·      Annual Sustainability Report

·      Annual Sustainability Data Supplement

·      Corporate website (in English and Bulgarian)

·      Corporate member of the Devonshire Initiative

·      Visits by senior corporate management and meetings with local community leaders
Civil society ·      Meetings and hosting of site visits

·      Public hearings

·      Annual Sustainability Report

·      Annual Sustainability Data Supplement

·      Corporate website (in English and Bulgarian)

·      Involvement of senior management in select meetings

·      Social media

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics DPM updated its Materiality Assessment focusing on specific topics previously seen as not material, and polled a wide range of internal and external stakeholders, including investors, lenders, corporate and site-based personnel and its Board of Directors.

What actions were taken by DPM to promote employee engagement?

In its 2018 Sustainability Report DPM reports that it took the following actions for promoting employee engagement:

  • Providing grievance channels
  • All DPM employees can communicate their grievances related to labour practices and/ or human rights through DPM’S corporate-wide Speak Up & Reporting Policy, which provides a confidential and anonymous method for reporting. Reports can be made using one of three channels:
    • Report directly to a manager, supervisor or the Human Resources Department;
    • Report through the EthicsPoint hot-line, which is operated by an independent service provider; or
    • Report directly to the Chair of the Audit Committee of the DPM Board of Directors.
  • Contact information for all of the above are available on the DPM website.
  • Promoting a culture of open dialogue
  • DPM has good relations with its employees and trade unions and did not experience any strikes or work stoppages during 2018. However, DPM is constantly looking to improve its processes and procedures regarding human resources, labour practices and appropriate work policies. This is achieved by a culture of open dialogue in general, as well as ongoing dialogue between DPM’s corporate site and human resources teams specifically to address issues that need to be resolved or procedures and processes that need to be improved. Currently, an average of 39% of all employees are covered by trade unions across the company.
  • Carrying out supplier assessments for social practices
  • DPM’s locally managed procurement procedures take into account the cost and quality of goods and services sought, and the labour practice policies of its suppliers. DPM vets all new suppliers through its Third Party Due Diligence (3PDD) process and based on risk, an additional due diligence screening through a global risk intelligence network is completed. DPM recently completed screening on all its current suppliers, and stipulates in its contracts that suppliers must comply with local human rights and labour laws and regulations at a minimum. Human resources policies are incorporated into DPM’s Code of Business and Ethics, site-specific collective labour agreements, and the local labour standards and laws in the countries where DPM

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

2) Disclosure 414-1 New suppliers that were screened using social criteria

 

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Freedom of association and collective bargaining

Disclosure 414-1 New suppliers that were screened using social criteria corresponds to:

  • Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
  • Business theme: Workplace violence and harassment
  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Labor practices in the supply chain
  • Sustainable Development Goal (SDG) 16: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
  • Business theme: Workplace violence and harassment 

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

FBRH GRI Standards Certified & ISEP recognised Sustainability Course | Venue: London LSE

By registering for the next 2-day FBRH GRI Standards Certified & ISEP recognised course you will be taking the first step in gaining the many benefits of sustainability reporting.

 

 

References:

1) This case study is based on published information by DPM, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to DPM: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How DPM promotes employee engagement appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Genpact promotes sustainability across its supply chain https://sustaincase.com/case-study-how-genpact-promotes-sustainability-across-its-supply-chain/ Wed, 08 Apr 2020 09:49:42 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10634 Genpact is a global professional services firm focused on delivering digital transformation for clients through digital-led innovation and digitally-enabled intelligent operations, serving firms in key industry verticals in over 20 countries. Just as it does in its business, Genpact expects its vendors to conduct themselves and their enterprises in a manner, that reflects Genpact’s emphasis on sustainability. This case study is based on the 2017 Sustainability Report by Genpact published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. […]

The post Case study: How Genpact promotes sustainability across its supply chain appeared first on SustainCase - Sustainability Magazine.

]]> Genpact is a global professional services firm focused on delivering digital transformation for clients through digital-led innovation and digitally-enabled intelligent operations, serving firms in key industry verticals in over 20 countries. Just as it does in its business, Genpact expects its vendors to conduct themselves and their enterprises in a manner, that reflects Genpact’s emphasis on sustainability.

This case study is based on the 2017 Sustainability Report by Genpact published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Genpact believes that its vendors and suppliers play an integral role in its success and views them as an extension of its operations. Accordingly, Genpact seeks to integrate sustainability into its supply chain  Tweet This! and encourages its vendors to adopt its sustainability standards. In order to promote sustainability across its supply chain Genpact took action to:

  • implement a sustainable supply chain policy
  • evaluate suppliers

What are the material issues the company has identified?

In its 2017 Sustainability Report Genpact identified a range of material issues, such as business growth and profitability, data security and confidentiality, customer satisfaction, business reputation, resource efficiency. Among these, promoting sustainability across its supply chain stands out as a key material issue for Genpact.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Genpact engages with:

Stakeholder Group                Method of engagement
Employees ·      Employee satisfaction survey

·      Performance appraisal

·      Corporate social responsibility volunteering

·      Regular formal/informal with managers organisation

·      Training and development programmes

·      Grievance cell
Clients ·      Net promoter score based on the process owner questionnaire

·      CXO questionnaire

·      Governance meetings at account level between different levels of the organisation
Investors ·      Quarterly calls with investors and shareholders

·      Annual 10K report

·      Annual general meeting

·      Email alerts for SEC – related information, reports, webcasts and presentations, scheduled events and company news

·      Online information request/contact us form
Suppliers

 

 

 

 ·      Vendor prequalification process

·      Vendor risk analysis and rating process

·      Engagement with vendor employees during sessions on promoting health and safety-related practices
Communities

 

 ·      Community intervention/employee volunteering activities

·      Planning exercise with NGOs

·      Limited engagement with NGOs on strengthening their processes
Academic institutions ·      Campus recruitment
Government & industry bodies

 

 ·      Engagement through memberships of industry bodies like NASSCOM, CII (Confederation of Indian Industry), Business Processing Association of the Philippines (BPAP), Association of the Business Services Leaders (Poland and Romania) etc.

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Genpact engaged with eight stakeholder groups – employees, clients, investors, academic institutions, government/regulatory bodies, communities & NGOs/ civil society networks, industry bodies and suppliers – through a combination of online surveys, physical questionnaires and personal interactions.

What actions were taken by Genpact to treat waste responsibly?

In its 2017 Sustainability Report Genpact reports that it took the following actions for promoting sustainability across its supply chain:

  • Implementing a sustainable supply chain policy
  • Genpact formulated its sustainable supply chain policy in 2016. The policy captures the principles that ensure a responsible supply chain and details the sustainability standards Genpact requires of its vendors. Broad tenets of the policy are:
    • Ensuring ethical and transparent vendor operations and relations
    • Limiting negative environmental impacts in Genpact’s supply chain
    • Protecting of human rights and promoting globally accepted labour practices among Genpact’s vendors
    • Promoting diversity and inclusion in Genpact’s supply chain
    • Encouraging and engaging with vendors to encourage sustainable practices
  • The principles of Genpact’s sustainable supply chain policy flow from Genpact’s integrity policy as it pertains to suppliers, Genpact’s EHS (Environment, Health and Safety) policy and its global sourcing policy. All vendors must adhere to these policies: Non-compliance may lead to suspension or termination of their contracts. In particular, Genpact’s contract with vendors operating out of its facilities obligates them to adhere to Genpact’s global safe work environment policy. Vendors must also follow specific criteria regarding the services they offer. Genpact’s sourcing team collaborates with infrastructure and logistics, EHS and IT teams to procure products that help save energy and conserve resources and, when procuring, Genpact prefers products that are greener, assuming they meet technical specifications. For example, Genpact’s food vendor in India must comply with specific health-related requirements, must have public liability insurance, must follow statutory norms such as food license and Food Safety and Standards Authority of India (FSSAI) standards. Vendors who provide Genpact’s chairs have to comply with specific ergonomic requirements. Vendors for transport must comply to local statutory regulations, road permits check, insurance, EHS clearance, commercial licenses, and so on.
  • Evaluating suppliers
  • Genpact began evaluating suppliers on sustainability criteria in July 2017. Since then, Genpact has screened 201 of 580 new vendors using these criteria and is aiming for full adherence in the near future. Genpact is gradually screening its existing suppliers using the same parameters, with the goal of completing most of the supply chain screening process over time. Genpact has also been organising supplier awareness sessions on sustainability practices and expectations, as a part of this endeavour. All suppliers must reply to a qualifying sustainability questionnaire, as a part of the supplier/vendor on-boarding process. Genpact hires its key suppliers using a risk-based approach and, in 2016 and 2017, started sustainability evaluations of its top 50 vendors to identify gaps and opportunities for improvement. Genpact looked at their global environment health and safety standards, resource conservations initiatives, corporate social responsibility commitments and life cycle assessments. Genpact also checked if they support local economies, take measures against discrimination, adhere to work hours and wage norms, and clarified whether they allow freedom of association, collective bargaining and labour management processes. Genpact avoids business relationships with high-risk vendors to prevent financial, physical or reputational damage to Genpact and its stakeholders. In supplier self-assessment forms, Genpact flags risks regarding data privacy, information security, intellectual property and business continuity planning. As part of the approval process, the sourcing team also assesses a vendor’s financials, ownership structure, legal compliances and history. This assessment is industry-specific, to account for the differences inherent in each sector. When Genpact does find high risks based on any of these criteria, it urges vendors to put plans in place to mitigate them. Additionally, Genpact is digitising the supplier screening and on-boarding process, to create a repository of assessments and to document their actions. This initiative is helping Genpact to evaluate supply chain risks across locations and to review whether vendors are complying with its supplier code of conduct. It is also making sourcing/procurement procedures process- rather than people-driven.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 308-1 New suppliers that were screened using environmental criteria

2) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

3) Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor

4) Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor

5) Disclosure 414-1 New suppliers that were screened using social criteria

6) Disclosure 414-2 Negative social impacts in the supply chain and actions taken

 

Disclosure 308-1 New suppliers that were screened using environmental criteria does not correspond to any SDG.

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Freedom of association and collective bargaining

Disclosure 408-1 Operations and suppliers at significant risk for incidents of child labor corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Abolition of child labor
  • Sustainable Development Goal (SDG) 16: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
  • Business theme: Abolition of child labor

Disclosure 409-1 Operations and suppliers at significant risk for incidents of forced or compulsory labor corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Elimination of forced or compulsory labor

Disclosure 414-1 New suppliers that were screened using social criteria corresponds to:

  • Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
  • Business theme: Workplace violence and harassment
  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Labor practices in the supply chain
  • Sustainable Development Goal (SDG) 16: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
  • Business theme: Workplace violence and harassment 

Disclosure 414-2 Negative social impacts in the supply chain and actions taken corresponds to:

  • Sustainable Development Goal (SDG) 5: Achieve gender equality and empower all women and girls
  • Business theme: Workplace violence and harassment
  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Labor practices in the supply chain
  • Sustainable Development Goal (SDG) 16: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
  • Business theme: Workplace violence and harassment 

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

FBRH GRI Standards Certified & ISEP recognised Sustainability Course | Venue: London LSE

By registering for the next 2-day FBRH GRI Standards Certified & ISEP recognised course you will be taking the first step in gaining the many benefits of sustainability reporting.

 

References:

1) This case study is based on published information by Genpact, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Genpact: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How Genpact promotes sustainability across its supply chain appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How HPCL protects employees’ human rights https://sustaincase.com/case-study-how-hpcl-protects-employees-human-rights/ Sun, 08 Mar 2020 15:38:52 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10789 Hindustan Petroleum Corporation Limited (HPCL) is one of the largest public-sector enterprises under the Ministry of Petroleum and Natural Gas, Government of India, with a pipeline network of more than 3,370 km for transporting petroleum products. HPCL adheres to the 10 principles of the UN Global Compact (UNGC), is an equal opportunity employer, practices zero tolerance towards any kind of discrimination and is firmly committed to upholding internationally proclaimed human rights. This case study is based on the 2018-19 Sustainability Report by HPCL published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case […]

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]]> Hindustan Petroleum Corporation Limited (HPCL) is one of the largest public-sector enterprises under the Ministry of Petroleum and Natural Gas, Government of India, with a pipeline network of more than 3,370 km for transporting petroleum products. HPCL adheres to the 10 principles of the UN Global Compact (UNGC), is an equal opportunity employer, practices zero tolerance towards any kind of discrimination and is firmly committed to upholding internationally proclaimed human rights.

This case study is based on the 2018-19 Sustainability Report by HPCL published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

HPCL is committed to making sure that there is strict adherence to human rights principles and the relevant laws across its operations  Tweet This!, and embraces diversity and inclusion so as to create a culture of empowerment for all. In order to protect employees’ human rights HPCL took action to:

  • protect freedom of association and collective bargaining
  • implement a grievance redressal system
  • prevent sexual harassment

What are the material issues the company has identified?

In its 2018-19 Sustainability Report HPCL identified a range of material issues, such as business integrity, product safety, customer relationship experience and satisfaction, water management, safety and security of critical assets, reducing carbon emissions. Among these, protecting employees’ human rights stands out as a key material issue for HPCL.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups HPCL engages with: 

Stakeholder Group                Method of engagement
Management and Non-Management Employees

 

 

 ·      Annual performance reviews and appraisal system

·      Education Growth Plan (EGP)

·      Monthly/quarterly safety committee meetings

·      Regular interactions

·      E-platforms

·      Regular in-house technical and behavioural trainings

·      Nomination to external trainings, conferences and seminars

·      Annual/biannual recognitions schemes

·      Regular interactions

·      Employee-connect forums
LPG Distributors

 

 ·      One-on-one meetings

·      Regular distributor meets

·      Regular visits and inspections

·      Training programmes on safety

·      Regular inspections and safety audits
Retail Dealers

 

 ·      Regular meetings with vendors and dealers

·      One-on-one discussions

·      Regular dealer meets
Supplier and Vendors

 

 

 ·      Complaints redressal mechanism

·      Training programmes on safety

·      Regular health check-ups

·      Regular meetings

·      Trainings

·      Tank truck health check-up

·      Regular meets and discussions

·      One-on-one interactions

·      Regular supplier meets at operating level

·      One-on-one meetings

·      Panel meetings

·      Pre-bid meetings

·      Email communications

·      Online platforms

·      Need-based communications

·      Vendor trainings
Delivery Men

 

 ·      Regular training sessions

·      Regular interactions

·      Training sessions on safety
Contract Workers

 

 ·      Annual health check-ups

·      Regular wellness sessions

·      Regular interaction

·      Need-based communication

·      Regular trainings
Regulators ·      Regular interaction with the community through CSR initiatives

·      Regular interactions with the Government departments and statutory bodies

·      Training on safety issues and mock drills for emergency preparedness

·      Mutual-aid meetings

·      Meetings with local authorities
Communities ·      Meetings with local administration, NGOs and implementing agencies

·      Regular meetings with communities
Shareholders and Investors

 

 ·      Annual Report

·      Periodic press releases

·      Annual General Meeting

·      Analyst meet

·      Regular meetings

·      Online platform
Customers ·      Periodic campaigns on safety and resource conservation

·      Periodic customer satisfaction surveys and customer meets

·      One-on-one meetings

·      Need-based communication

·      Online complaint management system

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics HPCL undertook workshops covering a representative sample of 278 internal and external stakeholders, receiving 244 sample survey responses.

What actions were taken by HPCL to protect employees’ human rights?

In its 2018-19 Sustainability Report HPCL reports that it took the following actions for protecting employees’ human rights:

  • Protecting freedom of association and collective bargaining
  • HPCL strongly upholds freedom of association and collective bargaining rights, and has cordial and productive relations with unions for more than two decades. HPCL has formal agreements with trade unions to deal with issues related to labour laws, health and safety of its employees, training and education and grievance redressal. The effective grievance management system, fairness and emphasis on transparency have aligned unions and employees to HPCL’s In 2018-19, HPCL Trust for Promoting Industrial Harmony awarded ‘Shri Raja Kulkarni Samman’ to six senior union leaders, for their outstanding contribution to industrial relations. At present, more than 94% of HPCL’s non-management employees are a part of unions, which enables them to voice their concerns. Additionally, before implementing any management initiatives that impact or concern non-management employees HPCL discusses them with trade unions, to understand their perspectives and arrive at a mutual agreement.
  • Implementing a grievance redressal system
  • To make sure that human rights of every individual are upheld, HPCL has a robust grievance mechanism to deal with any cases of human rights violation. HPCL believes that the effective grievance redressal system ensures employee satisfaction and creates a fair, productive and safe work environment. Accordingly, HPCL employees have access to the grievance redressal system to settle their individual grievances and the process for grievance handling, through the Management Employee Relations Committee (MERC), ensures effective and prompt handling of grievances. HPCL has established detailed guidelines for timely grievance redressal, through a decentralised mechanism for process implementation and online workflow application for effective implementation. Through the MERC channel, employees can log in grievances in any of the following matters:
    • Grievances arising out of Performance Management (PM) related matters.
    • Grievances arising out of non-receipt of eligible C&B (compensation and benefits) under the Corporation Policy.
    • Grievances arising out of any other Employee Relations (ER) related matters at the workplace.
  • Preventing sexual harassment
  • In 2018-19, HPCL organised Prevention of Sexual Harassment (POSH) workshops to inculcate appropriate workplace behaviour and promote gender sensitisation, covering provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. HPCL also reconstituted Internal Complaint Committees (ICC) for marketing zones and refineries in view of the reassignment, superannuation, separation or completion of three years of ICC member. To empower women employees, HPCL carried out self-defence training programmes called ‘Kavach’.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 402-1 Minimum notice periods regarding operational changes

2) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

 

Disclosure 402-1 Minimum notice periods regarding operational changes corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Labor/management relations

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Freedom of association and collective bargaining

 

78% of the world’s 250 largest companies report in accordance with the GRI Standards

SustainCase was primarily created to demonstrate, through case studies, the importance of dealing with a company’s most important impacts in a structured way, with use of the GRI Standards. To show how today’s best-run companies are achieving economic, social and environmental success – and how you can too.

Research by well-recognised institutions is clearly proving that responsible companies can look to the future with optimism.

FBRH GRI Standards Certified & ISEP recognised Sustainability Course | Venue: London LSE

By registering for the next 2-day FBRH GRI Standards Certified & ISEP recognised course you will be taking the first step in gaining the many benefits of sustainability reporting.

 

References:

1) This case study is based on published information by HPCL, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to HPCL: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

The post Case study: How HPCL protects employees’ human rights appeared first on SustainCase - Sustainability Magazine.

]]> Case study: How Citi protects employees’ human rights https://sustaincase.com/case-study-how-citi-protects-employees-human-rights/ Tue, 14 Jan 2020 16:02:56 +0000 https://ccprowebs.com/new-sustaincase.com/?p=10351 Citi is a leading global investment bank and financial services holding company supporting clients in more than 160 countries and jurisdictions, with a diverse workforce of 204,000 people serving over 110 million customers. , provide guidance to its suppliers and inform Citi’s business decisions. This case study is based on the 2018 Global Citizenship Report by Citi published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the […]

The post Case study: How Citi protects employees’ human rights appeared first on SustainCase - Sustainability Magazine.

]]> Citi is a leading global investment bank and financial services holding company supporting clients in more than 160 countries and jurisdictions, with a diverse workforce of 204,000 people serving over 110 million customers. Citi’s policies and commitments to respect human rights, such as its Statement on Human Rights, help protect its employees  Tweet This!, provide guidance to its suppliers and inform Citi’s business decisions.

This case study is based on the 2018 Global Citizenship Report by Citi published on the Global Reporting Initiative Sustainability Disclosure Database that can be found at this link. Through all case studies we aim to demonstrate what CSR/ ESG/ sustainability reporting done responsibly means. Essentially, it means: a) identifying a company’s most important impacts on the environment, economy and society, and b) measuring, managing and changing.

Abstract

Every Citi employee is expected to adhere to Citi’s Code of Conduct, which includes a commitment to human rights, and to participate in relevant training. Citi’s Code of Conduct prohibits unlawful discrimination, harassment and other behaviours that infringe on individual rights, and applies to all employees as well as suppliers, clients and community partners globally. In order to protect employees’ human rights Citi took action to:

  • promote diversity and inclusion
  • increase workplace gender and racial equality
  • promote freedom of association

What are the material issues the company has identified?

In its 2018 Global Citizenship Report Citi identified a range of material issues, such as customer satisfaction, data security and privacy, talent attraction and development, diversity and equal opportunity. Among these, protecting employees’ human rights stands out as a key material issue for Citi.

Stakeholder engagement in accordance with the GRI Standards              

The Global Reporting Initiative (GRI) defines the Principle of Stakeholder Inclusiveness when identifying material issues (or a company’s most important impacts) as follows:

“The reporting organization shall identify its stakeholders, and explain how it has responded to their reasonable expectations and interests.”

Stakeholders must be consulted in the process of identifying a company’s most important impacts and their reasonable expectations and interests must be taken into account. This is an important cornerstone for CSR / sustainability reporting done responsibly.

Key stakeholder groups Citi engages with:

Stakeholder Group                Method of engagement
Investors

 

 

 ·      Group calls and meetings (quarterly earnings calls, investor conferences and Citi-hosted group meetings)

·      One-on-one meetings to discuss financial performance and ESG issues

·      Communications through Investor Relations and Corporate Governance teams
Government and Regulators

 

 

 ·      In-person meetings, conference calls, lobbying activities, industry associations, public policy forums, press conferences, conferences and convenings

·      Membership on government councils and committees
Suppliers

 

 

 ·      In-person meetings, calls, conferences and workshops

·      Corporate Responsibility Questionnaire to help assess management of ESG issues
Community Leaders and Nongovernmental Organisations (NGOs)

 

 

 

 ·      In-person meetings, calls, conference calls, emails, social media and events

·      Specialised websites, including for the Citi Foundation and Citi Community Development

·      Collaboration with NGOs on issues relevant to their organisations and Citi’s business
Employees

 

 

 

 ·      Company intranet, email, mail and in-person meetings

·      Voice of the Employee surveys

·      Employee Networks, volunteer councils and Green Teams

·       Community events

·      In-person and online training

·      Performance reviews

·      Citi Blog
Clients and Customers

 

 ·      Meetings to share Citi’s environmental and social performance and to understand clients’ approach to managing environmental and social risks

·      Social media, including Customer Service Twitter handle (@AskCiti)

·      Customer satisfaction surveys

·      Citi Blog
Other Financial Institutions

 

 ·      Working groups

·      Joint projects

·      In-person meetings, conference calls

·      Industry groups, roundtables, workshops and events

How stakeholder engagement was made to identify material issues

To identify and prioritise material topics Citi carried out an online quantitative survey among more than 200 global external stakeholders and over 500 Citi managing directors.

What actions were taken by Citi to protect employees’ human rights?

In its 2018 Global Citizenship Report Citi reports that it took the following actions for protecting employees’ human rights:

  • Promoting diversity and inclusion
  • Diversity and inclusion issues are not always discussed in terms of human rights but they are essential to human dignity, which human rights aim to protect. Respect for diversity and inclusion is a high priority for Citi wherever it operates and can becomes a particular concern in countries where there is no legal protection against discrimination based on gender, gender identity, race, ethnicity, age, religion, physical or mental disability or medical condition, or sexual orientation, in addition to a range of other essential characteristics inherent to identity and personhood. Citi prohibits discrimination and harassment of its employees in all forms, regardless of whether or not individual protections are legally mandated in the countries and communities where it operates.
  • Increasing workplace gender and racial equality
  • In 2018, recognising a need to increase diversity at all levels of the company, Citi established goals to increase the percentage of female employees globally and black colleagues in the U.S. in roles ranging from assistant vice president to managing director. Citi also signed the Business Statement for Transgender Equality and began expanding insurance coverage and other benefits already available to LGBT+ (lesbian, gay, bisexual, and transgender) partners in the U.S., to LGBT+ partners globally wherever such benefits are permitted by law. Additionally, working to provide a respectful and inclusive work environment, Citi investigates and takes action on all alleged violations and encourages employees with concerns to use Citi’s grievance mechanism, the Ethics Hotline, which is open to external parties and available in several formats and languages.
  • Promoting freedom of association
  • While the financial services industry is not heavily unionised, Citi does have unions or work councils in many of the countries where it operates. Approximately 12 percent of Citi’s employee population is covered by collective bargaining agreements and Citi engages directly with its employees through these associations to discuss issues such as health and safety, remuneration, work hours, training, career development, work time flexibility, and equal opportunity. Information related to freedom of association is communicated to employees through various mediums, including employee handbooks, Citi’s intranet and employee emails.

Which GRI Standards and corresponding Sustainable Development Goals (SDGs) have been addressed?

The GRI Standards addressed in this case are:

1) Disclosure 405-1 Diversity of governance bodies and employees

2) Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk

 

Disclosure 405-1 Diversity of governance bodies and employees corresponds to:

Disclosure 407-1 Operations and suppliers in which the right to freedom of association and collective bargaining may be at risk corresponds to:

  • Sustainable Development Goal (SDG) 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
  • Business theme: Freedom of association and collective bargaining

 

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References:

1) This case study is based on published information by Citi, located at the link below. For the sake of readability, we did not use brackets or ellipses. However, we made sure that the extra or missing words did not change the report’s meaning. If you would like to quote these written sources from the original, please revert to the original on the Global Reporting Initiative’s Sustainability Disclosure Database at the link:

http://database.globalreporting.org/

2) https://www.globalreporting.org/standards/gri-standards-download-center/

Note to Citi: With each case study we send out an email requesting a comment on this case study. If you have not received such an email please contact us.

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