Human Rights, Labour & Dignity Policy

1. Purpose and intent

Affirms respect for human dignity, fair labour practices, inclusion and safe working conditions. This policy is intended to provide a consistent reference for decisions, conduct and controls. It should be read alongside applicable laws, contractual obligations and relevant internal procedures. Where requirements differ, the applicable legal requirement and formally approved internal control take precedence.

2. Scope and application

Applies to employment practices and relevant business relationships, including contractors, labour providers and suppliers, in accordance with applicable law.

Business partners are expected to observe equivalent standards where these are relevant to the services they provide or the activities they undertake on the organisation’s behalf. Application should be proportionate to role, activity, risk and applicable legal requirements.

3. Core principles

• Freely chosen employment: work must not be obtained through coercion, trafficking or retention of identity documents contrary to law.
• Fair treatment: decisions should be based on legitimate, job-related criteria.
• Safe work: hazards should be identified and controlled.
• Dignity: harassment, bullying, intimidation and abuse are unacceptable.
• Responsible supply chain: relevant partners are expected to respect labour and human rights standards.

4. Minimum standards and controls

The following controls describe the expected minimum approach. Specific procedures, approval limits, forms and technical controls may be established separately and updated through controlled internal documents.

• Use lawful recruitment and employment practices and provide clear terms and conditions.
• Prohibit child labour and forced labour and escalate credible indicators of exploitation.
• Provide accessible channels for grievances and prohibit retaliation.
• Respect lawful working-time, wage, leave and accommodation requirements.
• Assess labour providers and higher-risk suppliers proportionately.
• Address substantiated concerns through remediation and appropriate corrective action.

5. Roles and accountability

Management and HR are responsible for implementing fair employment practices. Procurement and contract owners should communicate relevant expectations to business partners. Every individual must treat others respectfully.

Any person who is uncertain about the application of this policy should seek guidance before taking action. No individual may override a legal obligation or approved control without appropriate authority and documented justification.

6. Reporting and escalation

Concerns, suspected breaches, control weaknesses and incidents should be raised promptly through the relevant management or designated reporting channel. Urgent threats to health, safety, the environment or the security of information must be escalated immediately. Reports should be handled fairly, sensitively and in accordance with applicable privacy and records requirements.

7. Monitoring, assurance and review

Relevant indicators may include grievances, turnover, recruitment practices, working-time and wage compliance, training and supplier assessments. Findings should inform remediation and periodic review.

Where improvement actions are identified, they should be assigned to an accountable owner, given a proportionate target date and monitored to closure. Material changes in law, risk, organisational context or operating arrangements should trigger an earlier review.

8. Non-compliance

Failure to follow applicable requirements may result in corrective action, additional training, restricted authority, disciplinary measures, contractual remedies or referral to relevant authorities, depending on the circumstances and applicable law. Any response should be proportionate and follow fair process.

9. Related policies and standards

Code of Conduct; QHSE; Supplier Code; Whistleblowing; Equal Opportunity.

Additional policy requirements

The following provisions expand the practical expectations set out in this policy. They should be applied in conjunction with applicable law, approved internal procedures, contractual obligations and the circumstances of each activity.

Respect and prevention

The organisation seeks to respect internationally recognised human rights and to avoid causing or contributing to adverse impacts through its activities. Where an impact is directly linked to activities, products or services through a business relationship, reasonable influence and engagement should be considered.

Labour standards

Employment should be voluntary and lawful. Forced labour, child labour, human trafficking, document confiscation, recruitment fees charged unlawfully to workers, coercion and restrictions on lawful freedom of movement are unacceptable. Working conditions should respect applicable requirements on wages, hours, rest and occupational safety.

Equality and dignity

Decisions concerning recruitment, pay, development, discipline and separation should be based on legitimate criteria and applicable law. Harassment, discrimination and degrading treatment should be addressed promptly and fairly.

Business partner expectations

Relevant suppliers and partners should be informed of applicable expectations. Risk-based screening, contractual provisions, engagement, corrective action and, where necessary, suspension or termination may be considered where serious adverse impacts are identified.

Remedy and engagement

Concerns should be accessible through appropriate grievance or reporting channels. Where the organisation has caused or contributed to an adverse impact, it should consider appropriate remediation and measures to prevent recurrence. Stakeholder engagement should be proportionate and sensitive to affected persons.

10. Document governance

This web page is a public policy statement. The controlled internal version, where formally approved, is maintained through the organisation’s document-control process. Approval status, document owner, effective date, review cycle and revision history must be confirmed in the controlled document register before this text is represented as a formally issued internal policy.