Yara and sustainability

Labor practices management approach 2012

Management Approach

This year, Yara has reported fully on 12 LA points and partially on two points. The Ethics and Compliance Department worked with the Human Resources (HR) function to further reassess which questions were most material, and to upgrade the quality of the data received from the HR Information system, while correctly following the GRI Guidelines. During the year the focus has been to further upgrade the scope and quality of data in Yara’s HR Information System (HRIS).

Yara strictly enforces its own Code of Conduct, is a signatory to the UN Global Compact, a member of the UN Global Compact LEAD and a member of the FTSE4Good Index – reflecting the commitment of the company.

Goals and Performance

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

Policy

In 2012 Yara HR continued to introduce new and upgraded Human Resource Management related processes.

After a successful pilot in 2011 the Talent Development process was rolled out to around 7,200 employees worldwide. 

The Performance Management Process was rolled out globally in 2012, supported by Yara’s HR Information System (HRIS) platform.

For more information, see our People Development section.

Organizational Responsibility

The Chief Human Resources Officer has organizational responsibility for LA Reporting.

Training and Awareness

A new function as Head of Learning and Development was set up, with the prime objective to establish YaraLearning, a dedicated IT platform for learning activities that will be available for all employees.
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 with a new video on the topic Behavior and Attitudes in 2012. The eleven mandatory and interactive ethics videos cover various topics including corruption, human rights, ethical supply chain, competition, facilitation payments, conflict of interest and personal conduct.

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 LA report (Countries, divisions, subsidiaries, leased facilities, joint ventures, suppliers)

Consolidated data within this report covers the reporting year 2012, 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 Labor practices and decent work performance indicator points

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