Yara and sustainability

Human rights management approach 2011

Management Approach

This year, Yara has reported fully on six Human Resources management related points and partially on one point. 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 13 languages giving policy and advice to support the UN Global Compact.

Goals and Performance

For a full list of our performance, please see our Human Resources management related performance on the GRI index.


Yara has its own Ethics Handbook, which is an extension of Yara’s Code of Conduct. The handbook gives policy and advice to support the UN Global Compact. In addition, Yara has a Business Partner Code of Conduct which explains 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

The Chief Human Resources and Chief Compliance Officer have organizational responsibility for HR Reporting.

Training and Awareness

In 2010, Yara rolled out its Ethics Program and a standardized training format throughout the organization. Throughout 2011 new employees were introduced to the Ethics Program through the induction program. A new Ethics Awareness Program will be launched in 2012 to mark the 2nd anniversary of the Ethics Program with the purpose of encouraging managers and employees to speak up and share any questions and concerns they may have

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 transparency and reduce risks within the supply chain.
Yara has been awarded FTSE4Good membership for 2011.

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

Consolidated data within this report covers the reporting year 2011, 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 40 countries in which we operate.
• Employee data was taken from the HRIS system 

Click here to see our Human rights performance indicator points.

We use cookies on this website. If you continue to use the site without changing your settings, you agree that we may store and access these cookies on your device. To understand more about our use of cookies and to change cookie settings at any time please see
Cookie Preferences
I accept cookies