Impact report 2013

Human rights management approach

Management Approach

This year, Yara has reported fully on six Human Resources management related points and partially on two points. Yara is a signatory to UN Global Compact (UN GC), and it has been granted membership of the Global Compact LEAD. This encompass embracing the ten core principles of UN divided on the four core themes of Human Rights, Labor rights, Environment and Anti-Corruption.

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.

Policy

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 Compliance program

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 2013. The implementation of the training initiative “Share it!” continued to encourage managers and employees to identify and reflect on ethical issues and how to handle them correctly 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 is mandatory for all new employees, and it covers various topics including corruption, human rights, ethical supply chain, competition, facilitation payments, conflict of interest and personal conduct.

In 2013, YaraLearning was launched. This is an online platform for learning activities that is available for all employees. Contents include a wide range of training material and tools, from e-learning courses and videos to more traditional classroom training. The curriculum will be further developed based on the needs and priorities of the business, as identified in the Talent Development Planning process, in order to equip Yara employees with the skills and competencies they need to be successful in their jobs. 

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 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 2013, 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 44 countries in which we operate.
• Lifeco has not been included in labor data due to challenges following the plant shutdown due to civil unrest and consequent plant shutdown

• Employee data was taken from the HRIS system.  
   
 Click here to see our Human Rights performance indicator points.

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