Principle 3

Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining

Novozymes' management system – including values, relevant policies, etc.

Novozymes' approach in 2008

Reference to GRI G3 performance indicators

The Novozymes Touch

  • Vision, values, and fundamental principles
  • Support for the United Nations Universal Declaration of Human Rights
  • Support for the United Nations Global Compact


Social responsibility policy
People policy

Position on human rights

Please refer to Principle 1 for scope and general approach regarding Novozymes’ support of human rights and labor rights. 

Novozymes’ minimum standards of social responsibility cover freedom of association, nondiscrimination, working hours, salary and benefits, disciplinary measures, child labor, and forced labor.

Novozymes recognizes the right to form and join associations, and to bargain collectively.  In countries where labor rights may be restricted, Novozymes takes action to establish internal committees and unions, which can discuss various work-related issues with management.


Responsibilities and activities
Regional Vice Presidents within Novozymes have overall responsibility for human rights and labor rights aspects in the particular regions, whereas the person responsible for a particular site has operational responsibility. This is reviewed by the Sustainability Development Board, which is made up of line of business representatives.  

Self-assessments
Novozymes’ business units conduct annual self-assessments, which are carried out on the basis of our global minimum standards. The minimum standards make it possible to identify better practices and share experiences between business units, and thereby improve performance locally. The anchoring of the minimum standards in line of business through self-assessments is reported to the Sustainability Development Board, which reviews and decides on further action in collaboration with the Sustainability Development Department on an annual basis.

In 2008, it was decided that training and communication of the minimum standards will be conducted at local sites to allow for emphasis on the most relevant standards locally. 

Again in 2008, new suppliers of raw materials carried out self-assessments to document compliance with the same minimum standards that form the basis for internal self-assessment at Novozymes' business units.

Auditing
Audits of business units' compliance with internationally recognized human rights and labor standards have been an integrated part of the internal auditing program since 2006. Annually, Novozymes’ internal audit panel selects business units to be audited with regard to their compliance with human rights and labor standards. Audit findings are reported internally to Executive Management, and follow-up on corrective actions is integrated into our audit procedures/system, which is verified by our external auditors. Novozymes does not report audit findings externally.

Local social responsibility strategies
Beyond ensuring compliance with global minimum standards, Novozymes’ sites have developed local social responsibility strategies on an annual basis since 2004. 

Internal committee set-up
In 2008, Novozymes set up an internal committee in China to negotiate our Chinese colleagues’ right to organize and negotiate. This set-up provides a forum for employee representatives to discuss various issues with management, including benefits, working environment, and feedback to employees. Various actions have also been organized regarding cooperation with the local union, focusing on employee welfare, work-life balance, and corporate culture.


See also:

LA 5

HR 1
HR 2
HR 3
HR 4
HR 5

SO 5