Labor practices and decent work performance indicators
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DISCLOSURE ON MANAGEMENT APPROACH
Goals and performance
In line with Novozymes' Touch the World (our vision, values, and commitments), Novozymes wants to be a challenging workplace based on trust, respect, and inclusion, and with a healthy and safe working environment.
Policy
For Novozymes’ overall commitment to labor aspects, please refer to Novozymes’ commitments, social responsibility policy, people policy, position on human rights, and position on diversity and equal opportunities.
Organizational responsibility
The operational responsibility for labor aspects related to employment, training, education, and development is placed with directors for People & Organization, who report to the regional presidents. Most employment aspects, including minimum periods of notice, are based on local legislation and included in individual employment contracts.
Occupational Health & Safety is included in Novozymes' management systems. Business units follow up on OH&S objectives, implementation of activities set out in action plans, and leverage an ongoing commitment from line management. Line management is responsible for involving employees in OH&S work and for promoting cooperation between management and employees on an ongoing basis. Health & safety aspects are covered in some of the formal employment agreements locally, but Novozymes does not report a consolidated overview of these.
Training and awareness
The following are examples of ongoing initiatives at Novozymes addressing key labor aspects:
- Work-life balance and lifelong learning
- Individual development plans for all
- Diversity in the workplace
- Continuous focus on occupational health & safety (e.g., allergy prevention, first aid courses)
Novozymes supports employees being able to join associations and bargain collectively, but we do not register employees' memberships in unions, since this is illegal in several of the countries in which we operate.
Novozymes does not register minority background of employees and other diversity indicators since such registration is illegal in several of the countries in which we operate.
Monitoring and follow-up
Since OH&S is covered by Novozymes’ ISO management system, monitoring and follow-up are audited by a third party. Furthermore, the overall sustainability setup is critically evaluated as part of the assurance process.
Every year Novozymes’ employees have the opportunity to express their opinions in a survey called People's Opinion. The survey is standardized and operated by a third party, and is used by many other companies around the world, which gives Novozymes a valuable benchmark for the results.
All Novozymes' business units are regularly visited by a facilitator corps. These facilitators assess compliance with Novozymes Touch the World by means of interviews with employees at all levels. Novozymes also has a special ombudsperson, who provides an opportunity for all employees to have cases heard that they believe to be in conflict with Novozymes' values, policies, and management standards.
Follow-up mechanisms on labor aspects related to employment, training, education, and development are based on KPIs related to the various initiatives.
The effectiveness and applicability of the OH&S system are evaluated at least once a year with a view to making systematic improvements.
| GRI INDICATOR | REFERENCES AND COMMENTS | STATUS | ||
| Employment | ||||
| LA1 | Total workforce by employment type, employment contract, and region |
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| LA2 | Total number and rate of employee turnover by age group, gender, and region |
Novozymes reports on gender and region but not on age group since consolidated data have not been obtainable. We expect to report on this in the long term before 2015. Accordingly, Novozymes reports partially on this aspect. |
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| LA3 ADD | Benefits provided to full-time employees that are not provided to temporary or part-time employees, by major operations |
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| Labor/management relations | ||||
| LA4 | Percentage of employees covered by collective bargaining agreements |
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| LA5 | Minimum notice period(s) regarding operational changes, including whether it is specified in collective agreements |
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| Occupational health and safety | ||||
| LA6 ADD | Percentage of total workforce represented in formal joint management–worker health and safety committees that help monitor and advise on occupational health and safety programs |
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| LA7 | Rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities by region |
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| LA8 | Education, training, counseling, prevention, and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases |
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| LA9 ADD | Health and safety topics covered in formal agreements with trade unions |
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| Training and education | ||||
| LA10 | Average hours of training per year per employee by employee category | Information on average hours of training per employee by employee category is immaterial to report on considering that training costs are reported. Accordingly, Novozymes reports partially on this aspect. |
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| LA11 ADD | Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings | |||
| LA12 ADD | Percentage of employees receiving regular performance and career development reviews | |||
| Diversity and equal opportunity | ||||
| LA13 | Composition of governance bodies and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity | The aspect is immaterial since it is not an issue to Novozymes. Accordingly, Novozymes reports partially on this aspect.
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| LA14 | Ratio of basic salary of men to women by employee category |
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