Sustainability report 2020 FINAL - Flipbook - Page 61
FAIR LABOR PRACTICES
At Archroma, people are the core of our business.
We operate with the core belief that only by aligning personal and business goals can we achieve sustainable
Archroma fully supports and complies with the 1989 United Nations Convention of the Rights of the Child
and the 1998 International Labor Organization Declaration on Fundamental Principles and Rights at Work.
Archroma does not undertake any business with a company that uses forced or child labor.
Archroma recognizes the dignity, privacy and personal rights of all individuals; working together with
various ethnic backgrounds, cultures, religions, ages, disabilities, races, sexual identity, worldview and
gender. Archroma does not tolerate discrimination against anyone based on these characteristics or any
other comparable offensive behavior. These principles extend to all employment decisions including
recruiting, training, evaluation, promotion and reward.
Archroma also recognizes the freedom of association, and the right to collective representation and
bargaining. Archroma operates in many countries worldwide and, as such, has an extremely diverse
Since its inception in October 2013, Archroma has set itself high labor practice standards throughout
the entire employment cycle, from hire to exit.
Archroma operates along three guiding principles:
1.Global standards aiming for the same treatment for all employees wherever they are located;
2. Compliance with global and local regulations and best practice;
3.Compliant, open and transparent relations management with employee representative bodies.
To ensure that these guiding principles are enforced at all times, Archroma currently has:
•A Chief Human Resources (HR) Officer, responsible for setting direction in line with company strategy
and ensuring fair HR and labor practice globally;
Archroma does not tolerate any acts of harassment or bullying, whether done by an employee or nonemployee, in any form, including physical actions, verbal or written remarks or visual depictions, or any
unwelcoming behavior that has the purpose or effect of creating an intimidating, hostile or offensive
•Global policies and processes reinforced when adequate or required by local policies and processes;
Our contracts of employment clearly state the terms and conditions of employment including
remuneration and amount of paid leave. Company benefits, performance measurement processes,
grievance and disciplinary procedures are communicated to each employee.
•Control and monitoring tools such as reports, analytical data, targets and benchmarks;
We ensure that our notice periods are in line with country legislative requirements and procedure for
significant operational changes.
We actively work with our employee representative bodies in different sites to drive healthy employeeemployer relations. Our employee representative bodies work very closely with the management teams to
ensure that our workforce understands our culture and is engaged in productive work. We also discuss
and sign collective bargaining agreements, where applicable, that help the employee representative bodies
bring forward issues which are relevant and can be addressed in a systematic and a structured manner.
All changes to bargaining agreements, where applicable, are compliant with the local requirements related
to notice periods for changes, consultation and fair negotiation employment practices.
Based on our current labor policies, type of operations and people working with us, Archroma does not
foresee a high risk with respect to human rights violation.
•Approval processes to ensure appropriate level of control, up to the Executive Committee and Board
of Directors, for hiring, developing, and exiting of employees, as well as compensation and benefits;
•HR Managers dedicated to each country who are accountable to ensure fair treatment at all stages
of the employment cycle, compliance to local rules and regulations, as well as consistency of practice
within and between the global and country framework;
•A global HR management system where the personnel and remuneration information related to Archroma
employees is securely stored and accessible to monitor and control fairness across the organization.
Archroma employees are encouraged to raise questions and issues or signal a breach or incident that
relates to their working conditions and treatment, and they are free to choose the way they feel the most
comfortable to do so, either via the line manager, HR country managers or the works council, union or
employee representatives of the country of location of the employees, or via the Compliance Officer who
can be contacted anonymously and in a confidential manner by the employee.
This right is guaranteed and protected by the Archroma Code of Conduct and Whistleblowing Policy,
and all the above-mentioned communication channels are regularly used.
In particular, as a multinational company with 52 locations worldwide, Archroma is strongly attached to
diversity as one of its core values, and the Archroma Code of Conduct clearly sets the expected compliance
in this area.