Investor Relations

Human rights management approach 2010

Management Approach

In 2010, Yara reported fully on six HR points and partially on one point. The Ethics and Compliance Department worked with the HR Department to assess which indicators that are most material, how best to ask the questions to the local business units in order to correctly follow the GRI Guidelines as well as develop the questionnaire in our new Credit360 reporting tool.

Yara supports and follows the UN Global Compact and the OECD Guidelines for Multinational Enterprises.  In addition, Yara has its own Ethics Handbook printed in 12 languages giving policy and advice to support the UN Global Compact.

Goals and Performance

For a full list of our performance, please see our HR performance on the GRI index.


Yara has its own Ethics Handbook, which is an extension of Yara’s Code of Conduct is printed in 12 languages. It gives policy and advice to support the UN Global Compact. In addition, Yara has a Business Partner Code of Conduct which explain what Yara expects of its business partners.

Click here to see our Ethics Handbook, Code of Conduct and Business Partner Code of Conduct

Organizational Responsibility

Chief Human Resources Officer Håkon Hallèn and Chief Compliance Officer Tormod Tingstad have organizational responsibility for the HR Reporting.

Training and Awareness

In 2010, the Ethics and Compliance Department rolled out its Ethics Program, including training for all employees, along with nine mandatory ethics videos on topics including corruption, human rights, ethical supply chain, competition,  facilitation payments, conflict of interest and personal conduct. In addition, the Ethics and Compliance department issued the Ethics Handbook, which lays out all the policies in regards to responsible business conduct within Yara. This document was translated into 12 languages.

Monitoring and follow-up

Through the Ethics Hotline, along with internal audits and investigations, Yara has procedures related to monitoring and corrective and preventative action including those related to the supply chain. In 2010, the Ethics and Compliance Department, at the initiative of the CEO, established a cross-functional taskforce to increase the transparency and reduce risks within the supply chain.

Yara has been awarded FTSE4Good membership for 2010 and 2011.

Boundary of HR report (Countries, divisions, subsidiaries, leased facilities, joint ventures, suppliers)

Consolidated data within this report covers the reporting year 2010, unless otherwise noted. Readers should take note of the following changes and limitations to the scope and boundaries of the reporting:

  • Safety performance data covers all Yara employees and contractors’ employees working for Yara.
  • Sick leave covers employees at Yara’s production sites.
  • Data on workforce composition is based on individual reports from entities and subsidiaries. This reporting procedure has caused slight deviations between the workforce composition data presented and total workforce figures reported in Yara’s performance management system.
  • HR and LA Indicator points were not answered for sites with less than five employees. Therefore, the data includes only 46 countries in which we operate.
  • Employee data was taken from the newly implemented HRIS system

Click here to see our Human rights performance indicator points.

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