This year, Yara has reported fully on 12 LA points and partially on one point.
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
Diversity being a goal, in 2013 we defined ambitions to increase the number of women in key management positions, aiming to increase the proportion from 20% in 2014 to 23% in 2017.
For a full list of our performance, please see our Human Resources management related performance on the GRI Grid
The Yara Code of Conduct outlines our policy and commitment to fairly and justly respect international labor rights, while complying with laws, rules and regulations in the countries where we operate.
In 2013, all Yara employees had the opportunity to take part in the Talent Development and Performance Management processes, most of them using the HR Information System (HRIS) as the main tool. All major people processes are run globally, on all levels of the organization, and are supported by Yara's HRIS. Both managers and employees have access to HRIS through Manager Self Service (MSS) and Employee Self Service (ESS) respectively.
For more information, see our People Development section.
The Chief Human Resources Officer has organizational responsibility for LA Reporting.
Training and Awareness
In 2013, Yara launched YaraLearning, platform for learning activities that is available for all employees. Contents include a wide range of training material and tools, from over 150 different 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.
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.
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.
Yara's Ethics and Compliance Integrity Due Diligence process is fully integrated in investment activities such as mergers and acquisitions, the establishment of joint ventures and others significant agreements.
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 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
See our Labor practices and decent work indicator points.