✓ audited

Global labor and social standards

Labor and social standards

  • National law and International Labor Organization’s core labor standards as minimum standard
  • Evaluation of adherence to voluntary commitments through a Group-wide monitoring system
  • We strive to ensure that our working conditions comply with ILO standards, OECD Guidelines for Multinational Enterprises and local requirements, such as industry standards

Compliance with national law and the core labor standards of the International Labor Organization (ILO) is the foundation of our social responsibility. Moreover, we aim to harmonize our working conditions worldwide with our voluntary commitments and the relevant ILO conventions and OECD Guidelines for Multinational Enterprises, as well as with local requirements such as industry standards. In countries where national laws, rules and customs do not comply with international standards, we are faced with the challenge of finding solutions – for example, together with employee representatives – that create value for people and our business.

We evaluate our adherence to our voluntary commitments using the three-pronged monitoring system implemented Group-wide. In 2012, our external compliance hotlines received 70 calls (6 inquiries and 64 complaints) relating to labor and social standards, of which 15 related to verifiable grievances.

The results of the annual survey conducted at our Group companies to examine their working conditions covered 100% of the employees within the BASF Group’s scope of consolidation in 2012. If the survey evaluation indicates that our voluntary commitments are being insufficiently implemented, we investigate this information and introduce remedial measures. In order to improve our worldwide adherence to international labor and social standards, we carried out the annual regional risk analysis for our businesses in 2012.

Information relevant to the principles of the Global Compact

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Survey of ILO core labor standards/human rights 2012 1

 

Process implemented

Effectiveness of the process

1

Data does not include Becker Underwood, a company which was acquired effective November 21, 2012.

2

1% of our employees are working in countries that have national legal restrictions with respect to freedom of association and collective bargaining.

Prevention of child labor

100%

Verification of age of employee when hired

100%

Employees are over 15 years of age when hired

Prevention of forced labor

100%

Employment contract based on employee’s voluntary agreement

100%

Employees have a right to unilateral termination of the employment contract

Prevention of discrimination

100%

Personnel policies based on objective criteria

 

In 2012, we received 22 calls. Misconduct was identified in 3 cases and countermeasures were taken.

Employees’ right to freedom of association

100% 2

No company measures to fundamentally restrict freedom of association

93%

Employees are working at a company in which employee representation exists

Employees’ right to collective bargaining

100% 2

No company measures to fundamentally restrict freedom of collective bargaining

87%

Employees are working at a company in which working conditions are based on a collective contract and employee representation exists