Principle 6


Businesses should uphold the elimination of discrimination in respect of employment and occupation

Novozymes' management systems, commitments, and positions

Novozymes' approach in 2009

Reference to GRI G3 performance indicators

The Novozymes Touch

  • Vision, values, and fundamental principles
  • Support for the United Nations Universal Declaration of Human Rights
  • Support for the United Nations Global Compact

People policy
Social responsibility policy

Position on diversity and equal opportunities
Position on human rights

Please refer to Principle 1 for scope and general approach regarding Novozymes’ support of human rights and labor rights.

Novozymes’ minimum standards of social responsibility cover freedom of association, nondiscrimination, working hours, wages and benefits, disciplinary measures, child labor, and forced labor.

Novozymes’ approach is to focus on the opportunities for working with diversity as a business asset. Diversity and equal opportunities have been a focus area for Novozymes since 2006. Key activities have been workshops, launch of guidelines and tools, and incorporation of diversity aspects into our annual climate survey. In 2009, three diversity performance parameters, concerning number of females, nationality, and age in business areas, were incorporated into our internal organizational audit of Novozymes’ corporate governance system. The audit report is an important tool for Executive Management and the Board of Directors in ensuring that diversity is monitored and promoted in relation to organizational development at Novozymes.

Responsibilities and activities
Regional presidents within Novozymes have overall responsibility for human rights and labor rights aspects in their particular regions, whereas the person responsible for a particular site has operational responsibility. This is reviewed by the Sustainability Development Board, which is made up of line of business representatives. Please refer to Novozymes’ overall approach to sustainability

Self-assessments
Novozymes’ business units conduct annual self-assessments, which are carried out on the basis of our global minimum standards. The minimum standards make it possible to identify better practices and share experiences between business units, thereby improving performance locally. The anchoring of the minimum standards in line of business through self-assessments is reported to the Sustainability Development Board, which reviews and decides on further action in collaboration with the Sustainability Development Department on an annual basis. In 2009, training in and communication of the minimum standards have been conducted at local sites to allow for emphasis on the most relevant standards locally.

Auditing
Audits of business units' compliance with internationally recognized human rights and labor standards are an integrated part of the internal auditing program. Each year, Novozymes’ internal audit panel selects business units to be audited with regard to their compliance with human rights and labor standards. Audit findings are reported internally to Executive Management, and follow-up on corrective actions is integrated into our audit procedures/system, which are verified by third-party auditors. Novozymes does not report audit findings externally.

Local social responsibility strategies
Beyond ensuring compliance with global minimum standards, Novozymes’ sites develop local social responsibility strategies. In 2010, Novozymes will launch a comprehensive global initiative targeting social performance. The initiative will further integrate social responsibility into day-to-day activities by rethinking approaches at sites, in regions, and in business units, as well as toward individual employees.

Grievance mechanisms
Novozymes strives to be an attractive place to work because of what we do and how we do it. In support of this, Novozymes has established a number of guidelines on how to behave as a Novozymes employee – including The Novozymes Touch – policies, and standards. In order to ensure that these guidelines are lived up to, regional ombudspersons have been installed. These ombudspersons ensure that all employees in Novozymes are able to report, in confidence, events that are perceived to conflict with the above-mentioned guidelines, and to have such events evaluated on the basis of an objective analysis. The regional finance directors are appointed as regional ombudspersons in each of Novozymes’ regions. The regional ombudspersons report to a global ombudsperson, who is also the responsible ombudsperson for Denmark.

Global and regional diversity management initiatives
In 2005, a global diversity management program was implemented to raise awareness among managers of the benefits of diversity and to build an understanding of the leadership skills and behaviors that foster respect and inclusion. Tools for working with diverse teams as well as courses in diversity management have been offered to all managers with responsibility for three or more persons, and are available on an internal diversity website. Responsibility for diversity management is placed in line of business, where diversity initiatives and programs are developed and implemented at local level, supported by regional Human Resources people. Finally, from 2010 diversity will also be a focus area in our leadership development program, where participants are selected to represent a diverse group in order to ensure development of female managers as well as managers with different cultural backgrounds. Diversity management at Novozymes is reflected in the relevant Novozymes positions, standards, and policies.

 

See also:

For related information on Novozymes’ approach to human and labor rights, please refer to Financial and sustainability discussion and Environmental, social, and knowledge data.

See the list of institutions that are Novozymes' key stakeholders regarding Global Compact.

LA 2
LA 13
LA 14

HR 1
HR 2
HR 3
HR 4

SO 5

My Report