Yara and sustainability

Human rights management approach

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 developed a Business Partner Code of Conduct that takes into account internationally recognized and endorsed standards in key areas such as international human rights, business ethics and labor conditions. Yara expects its Business Partners to do the same and is committed to working only with partners that fulfill this requirement.

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

Yara continued to develop and reiterate the Yara Ethics Program  throughout the organization in 2012. Specifically, the training initiative “Share it!” was launched to encourage managers and employees to identify and reflect on ethical issues and how to handle them correctly, to encourage discussion and reflection, and to increase awareness about the ethical tools available, such as the Ethics Handbook and the Ethics Hotline.

Yara’s mandatory interactive video learning program on Ethics was expanded in 2012 with a new video on the topic Behavior and Attitudes. The 11 mandatory and interactive ethics videos cover various topics including corruption, human rights, ethical supply chain, competition, facilitation payments, conflict of interest and personal conduct.

A new function, Head of Learning and Development, was set up, with the prime objective of establishing YaraLearning, a dedicated IT platform for learning activities that will be available for all employees.

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.

The Integrity Due Diligence process has been further strengthened and reinforced. It is defined to map risks related to business partners on various topics, including Corruption, Human Rights and Labor rights. 

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.
• 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.
• Lifeco has not been included in labor data due to challenges following the plant shutdown due to the civil war in 2011.
• Employee data was taken from the HRIS system. 

Click here to see our Human rights performance indicator points.

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