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

Compliance with national law and the core labor standards of the International Labor Organization (ILO) forms the basis of our social responsibility. Moreover, we aim to harmonize our working conditions worldwide with our voluntary commitments, 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 deviate from international standards, we are challenged with finding appropriate solutions by engaging in dialog with the relevant stakeholders.

We evaluate our adherence to our voluntary commitments using a three-pronged monitoring system implemented Group-wide. In 2013, our external compliance hotlines received 80 calls relating to human rights, 78 of which pertained to labor and social standards. Misconduct was identified in 20 cases. Countermeasures were taken in all cases. The results of the annual survey conducted at our Group companies reflect the working conditions of 100% of our employees in 2013. 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 conduct regional risk analyses for our businesses every year, including in 2013.

Information relevant to the principles of the Global Compact

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Survey of ILO core labor standards/human rights 20131


Process implemented

Effectiveness of the process


Data does not include Verenium Corporation, headquartered in San Diego, California. This company was newly acquired on November 1, 2013.


Some 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


Verification of age of employee when hired


Employees are over 15 years of age when hired

Prevention of forced labor


Employment contract based on employee’s voluntary agreement


Employees have a right to unilateral termination of the employment contract

Prevention of discrimination


Personnel policies based on objective criteria


In 2013, we received 18 calls. Misconduct was identified in 2 cases and countermeasures were taken.

Employees’ right to freedom of association


No company measures to fundamentally restrict freedom


Employees are working at a company in which employee representation exists

Employees’ right to collective bargaining


No company measures to fundamentally restrict freedom of collective bargaining


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