Human Rights and Diversity Statement

 

We believe that business can only flourish in societies where human rights are protected and respected. We recognise that business has the responsibility to respect human rights and the ability to contribute to positive human rights impacts.

 

This is an area of growing importance to our employees, workers, shareholders, investors, customers, consumers, the communities where we operate and civil society groups. There is therefore both a business and a moral case for ensuring that human rights are upheld across our operations and our value chain. This Human Rights Statement contains over-arching principles which we embed into our policies and systems.

 

Our Policy

 

In line with the UN Guiding Principles on Business and Human Rights, we base our human rights policy commitment on the International Bill of Human Rights (consisting of the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights and the International Covenant on Economic, Social and Cultural Rights) and the principles concerning fundamental rights set out in the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. We follow the OECD Guidelines for Multinational Enterprises and are a founding signatory to the United Nations Global Compact. We are committed to respecting all internationally recognised human rights as relevant to our operations.

 

Our principle is that where national law and international human rights standards differ, we will follow the higher standard; where they are in conflict, we will adhere to national law, while seeking ways to respect international human rights to the greatest extent possible.

 

Our Vision

 

Humanity Link's vision is to double the size of the business, whilst reducing our environmental footprint and increasing our positive social impact.

 

In our business dealings we expect our partners to adhere to business principles consistent with our own. We prohibit discrimination, forced, trafficked and child labour and are committed to safe and healthy working conditions and the dignity of the individual. Also the right to freedom of association and collective bargaining and effective information and consultation procedures.

 

Responsible Sourcing

 

We will only work with suppliers who implement our Responsible Sourcing Policy. They must agree to ensure transparency, to remedy any shortcomings, and to drive continuous improvement.

 

Our Responsible Sourcing Policy contains clear requirements and guidance on grievance mechanisms.

 

Addressing Human Rights Impacts

 

We recognise that we must take steps to identify and address any actual or potential adverse impacts with which we may be involved whether directly or indirectly through our own activities or our business relationships. We manage these risks by integrating the responses to our due diligence into our policies and internal systems, acting on the findings, tracking our actions, and communicating with our stakeholders about how we address impacts.

 

We understand that human rights due diligence is an ongoing process that requires particular attention at certain stages in our business activities, such as when we form new partnerships or our operating conditions change, as these changes may create new potential or actual impacts on human rights.

 

In certain countries where we operate, there are particularly high, systemic risks of human rights abuses. We understand that this means that we must put in place additional due diligence to assess these risks and address them effectively, where appropriate, using our leverage to work either in one-to-one relationships or in broad-based partnerships.

 

We recognise the importance of dialogue with our employees, workers and external stakeholders who are or could potentially be affected by our actions. We pay particular attention to individuals or groups who may be at greater risk of negative human rights impacts due to their vulnerability or marginalisation and recognise that women and men may face different risks.

 

Remedy

 

We place importance on the provision of effective remedy wherever human rights impacts occur through company-based grievance mechanisms. We continue to build the awareness and knowledge of our employees and workers on human rights, including labour rights, encouraging them to speak up, without retribution, about any concerns they may have, including through our grievance channels. We are committed to continue increasing the capacity of our management to effectively identify and respond to concerns. We also promote the provision of effective grievance mechanisms by our suppliers.

 

Empowering Women through Rights, Skills and Opportunities

 

Around the world many women face discrimination and disadvantage, lack access to skills and training, and face roadblocks to their active participation in the economy. They often lack the protection of basic rights and laws. Poverty, discrimination and violence against women are major barriers to opportunity.

 

Women are integral to our business model and growth ambitions. We seek to manage and grow socially responsible businesses where women participate on an equal basis. We believe that women’s rights and economic inclusion are priorities to win long-term.

 

 

Our approach starts with the respect of the rights of women and extends to their promotion as well as helping to develop skills and open up opportunities, both in our own operations and our value chain.

 

Our Governance

 

Going Forward

 

We believe that our products bring many positive benefits. As part of our ambition to Enhance Livelihoods, we state our commitment to Fairness in the Workplace, Opportunities for Women and Inclusive Business.

 

We continually evaluate and review how best to strengthen our approach to addressing human rights, including labour rights. We believe that working through external initiatives and partnerships, for example with other industry, NGO, trade union, supplier and other business partners, is often the best way to address shared challenges.

 

We will track and publicly report on progress on an annual basis.

 

This Human Rights Policy Statement consolidates our existing commitments and brings increased clarity on our processes and procedures. Its principles are implemented across our operations and value chain.

Environmental Policy

 

Humanity Link is committed to leading the industry in minimising the impact of its activities on the environment.

The key points of its strategy to achieve this are:

  • Minimise waste by evaluating operations and ensuring they are as efficient as possible.

  • Minimise toxic emissions through the selection and use of its fleet and the source of its power requirement.

  • Actively promote recycling both internally and amongst its customers and suppliers.

  • Source and promote a product range to minimise the environmental impact of both production and distribution.

  • Meet or exceed all the environmental legislation that relates to the Company.

  • Use an accredited program to offset the greenhouse gas emissions generated by our activities.

Well Being Policy

 

Policy Goals:

  • To build and maintain a workplace environment and culture that supports healthy lifestyle choices.

  • To increase worker knowledge and awareness of health and wellbeing issues and healthy lifestyle behaviours.

  • To facilitate workers active participation in a range of initiatives that support health and wellbeing.

 

Policy Responsibility:

 

Workers are encouraged to:

  • Understand this policy and seek clarification from management when required.

  • Consider this policy while completing work-related duties and at any time while representing the organisation.

  • Support fellow workers in their awareness of this policy.

  • Support and contribute to providing a safe, healthy and supportive environment for all workers.

 

Managers have responsibility to:

  • Ensure all workers are made aware of this policy.

  • Actively support and contribute to the implementation of this policy, including its goals and objectives.

  • Manage the implementation and review of this policy.

 

Policy Monitoring and Review:

  • This policy will be reviewed six months from implementation and then annually.

  • The effectiveness of the policy will be assessed through: feedback from workers and management; and a review of the policy by management and committee to determine if objectives have been met and to identify barriers and enablers to ongoing policy implementation.

 

Policy Communication:

  • All workers receive a copy of this policy during the induction process.

  • This policy is easily accessible by all members of the organisation.

  • Workers are informed when a particular activity aligns with this policy.

  • Workers are empowered to actively contribute and provide feedback to this policy.

  • Workers are notified of all changes to this policy.

 

Policy Objectives:

  • To encourage workers to be more physically active by making provisions in the workplace for activity opportunities (including reducing sitting time where relevant and practical).

  • To provide healthy eating choices in the workplace through addressing healthy physical settings, such as food storage and preparation; food access and supply; and education.

  • To promote a smokefree workplace environment and support workers to quit smoking.

  • To promote worker social and emotional wellbeing through workplace practices and policies.

  • To provide access to information and resources that increase worker knowledge and awareness around key health areas, including the risk associated with alcohol consumption