GRI 400 Social

GRI 406: Non-discrimination

UNGC Principles
SDG Goal
Zero Hunger
Gender Equality
Decent Work and Economic Growth
Partners for Goals
GRI 103-1

Explanation of the material topic and its boundary

Globally, having a balanced workforce that reflects the societies in which we operate – including efforts to eliminate all discrimination and to ensure opportunities for success to people from all backgrounds and genders – is key to developing a broad range of views within the Company and critical to our business. Givaudan addresses the topic of Non-discrimination through its approach to the material topics of Diversity and inclusion, Human rights and Women’s empowerment.

We implement policies and programmes that are consistent with promoting equal opportunities for everyone, without discrimination. Finally, we ensure that Givaudan respects human rights by acting with due diligence, as defined in the UN Guiding Principles for Business and Human Rights, which include a right to non-discrimination.

Suppliers are also expected to recruit, employ and promote employees on the sole basis of the qualifications and abilities needed for the work to be performed, without regard to race, age, gender, national origin, religion or any other category not relevant to performance.

GRI 103-2, 103-3

Management approach

As specified in our Principles of Conduct, the path to leadership is open to all motivated, talented and qualified people and we are committed to equal opportunity. Two of our new purpose goals specify that before 2030, 50% of our senior leaders will be women and 50% will be from high growth markets.

Highly qualified candidates may be more likely to consider working for a company if they believe opportunities for economic growth will be available to them as they demonstrate their value, regardless of their gender or nationality. Companies who compensate men and women and people from all backgrounds equally will have access to a larger talent pool when recruiting and hiring, and are more likely to retain these highly talented people.

We are fully committed to increasing inclusiveness. We produce analytics to assess and review the numbers of our balanced workforce (in particular relating to gender and nationality) and we track progress in this regard, including the percentage of women and high growth market nationalities in leadership positions. Our Diversity Position Statement outlines our commitment to ensuring a representative workforce that reflects the diverse communities in which we operate. We are committed to providing and contributing to a work environment that is based on mutual respect among people and is free from harassment.

Our Responsible Sourcing Policy calls on suppliers to treat all their employees with respect and dignity. Diversity in the workplace is respected. Harassment and abuse are not tolerated.

 

 2019 Integrated Annual Report, People contributing with passion and talent, pages 45-47

 Our Sustainability Approach, pages 26, 27, 49, 50, 53

GRI 406-1

Incidents of discrimination and corrective actions taken

We expect our people to comply with all local laws against discrimination, but Givaudan's ethical values go beyond legal requirements. All our employees have a responsibility to support and promote our Principles of Conduct. We take all allegations very seriously and conduct appropriate investigations. This process is managed locally in all locations Givaudan operates. The numbers are not captured globally.

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