Targets & Performance

Fairness in the workplace

Our Commitment

By 2020, we will drive fairness by further building human rights across our operations, and advancing human rights in our extended supply chain, developing a continuous improvement roadmap and promoting best practice. We will create a framework for fair compensation, and help employees take action to improve their health (physical and mental), nutrition and well-being. We will reduce workplace injuries and accidents in our factories and offices.

Our performance

We will report on this commitment in 2015. 

  • achieved: 1
  • on-plan: 5
  • off-plan: 0
  • %of target achieved: 0

Our perspective

Based on our commitment to implement the UN Guiding Principles on Business and Human Rights, we are incorporating principles contained in the Universal Declaration of Human Rights and the International Labour Organization’s (ILO) core Conventions into a Unilever Human Rights statement.

Our new Responsible Sourcing Policy sets mandatory requirements on human and labour rights in business relationships with Unilever and defines a ‘continuous improvement ladder’. We will use this to engage with all suppliers to progressively work towards achieving leading practices. Our ambition is to promote adherence to higher standards in all the industries we operate in, including the non-agricultural sector.

At the core of our activity is continuous improvement and creating the right incentives to help those we work with to move from one level to the next. We are strengthening our grievance mechanisms to enable more people to seek remedy when needed. This is part of a process to move our business from ‘do no harm’ to ‘do good’ and to increase our positive social impact as we grow.

Implement UN Guiding Principles on Business and Human Rights

  • We will implement the UN Guiding Principles on Business and Human Rights throughout our operations and report on progress publicly.

    New target 2014.

  • We will report on this target in 2015.

Source 100% of procurement spend in line with our Responsible Sourcing Policy

  • We will source 100% of our procurement spend through suppliers who commit to promote fundamental human rights as specified in our Responsible Sourcing Policy.

    New target 2014.

  • We will report on this target in 2015.

Create framework for fair compensation

  • We will create a framework for fair compensation, starting with an analysis in 180 countries by 2015.

    We will work with external organisations, including our social partners, referring to approaches such as living wage methodologies.

    New target 2014.

  • We will report on this target in 2015.

Improve employee health, nutrition and well-being

Our Lamplighter employee programme aims to improve the nutrition, fitness and mental resilience of employees. By 2010 it had already been implemented in 30 countries, reaching 35,000 people.

  • In 2011 we aimed to extend the reach of Lamplighter to a further eight countries. We will implement Lamplighter in an additional 30 countries between 2012 and 2015. Our longer-term goal is to extend it to all the countries where we operate with over 100 people.

  • We will implement a mental well-being framework globally.

    New target 2014.

  • Lamplighter has reached around 55,000 employees. In 2013 it was rolled out to 10 countries.
  • We will report on this target in 2015.

Reduce workplace injuries and accidents

  • We aim for zero workplace injuries. By 2020 we will reduce the Total Recordable Frequency Rate (TRFR) for accidents in our factories and offices by 50% versus 2008.
  • Over 50% reduction in TRFR achieved by end 2013, down to 1.03† from 2.10 per 1 million hours worked in 2008, reaching our target seven years early. 12% reduction in 2013 compared to 2012.

† Independently assured by PwC