Respect, Dignity & Fair Treatment (1 of 2)
Business can only flourish in Musts
Code of Business Principles and Code Policies
societies where human rights are
respected, upheld and advanced. Employees must:
Unilever recognises that each • Respect the dignity and human rights
business has the responsibility of colleagues and all others they come
to respect human rights and the into contact with as part of their jobs
ability to contribute to positive • Treat everyone fairly and equally,
human rights impacts. without discrimination on the grounds
of race, age, role, gender, gender
There is both a business and identity, colour, religion, country of
a moral case for ensuring that origin, sexual orientation, marital
human rights are upheld across status, dependants, disability, social
Unilever’s operations and value class or political views. This includes
consideration for recruitment,
chain. Unilever is committed to
redundancy, promotion, reward and
ensuring that all employees work benefits, training or retirement which
in an environment that promotes must be based on merit
diversity and where there is mutual
Line Managers must:
trust, respect for human rights and
equal opportunity, and no unlawful • Ensure all employees’ work is conducted
discrimination or victimisation. on the basis of freely agreed and
documented terms of employment,
This Code Policy sets out what clearly understood by and made
employees must do to ensure that available to relevant employees and
all workplaces maintain such an others working for Unilever
environment. • Ensure that all employees have
obtained employment with Unilever
without the employee having paid
a recruitment fee or related cost
directly or indirectly as guided by the
International Labour Organisation
standards
The Code
of Business Countering
Countering Respecting
Respecting Safeguarding
Safeguarding Engaging
Engaging
Principles Corruption
Corruption People
People Information
Information Externally
Externally Glossary 25
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Respect, Dignity & Fair Treatment (2 of 2)
Musts • Maintain a clear and transparent Must nots Line Managers must not:
Code of Business Principles and Code Policies
system of employee and management
• Ensure all employees are provided communication that enables employees Employees must not: • Use, or permit to be used, forced or
with fair wages including a total to consult and have an effective compulsory or trafficked labour. We
remuneration package that meets or dialogue with management • Engage in any direct behaviour that have a zero tolerance of forced labour
exceeds legal minimum standards is offensive, intimidating, malicious
or appropriate prevailing industry • Provide transparent, fair and or insulting. This includes any form of • Use child labour, i.e. individuals under
standards, and that remuneration confidential procedures for employees sexual or other harassment or bullying, the age of 15 or under the local legal
terms established by legally binding to raise relevant concerns. These must whether individual or collective and minimum working age or mandatory
collective agreements are implemented enable employees to discuss any whether motivated by race, age, role, schooling age, whichever is the higher
and adhered to. Other than legally situation where they believe they have gender, gender identity, colour, religion,
mandated deductions, all other been discriminated against or treated country of origin, sexual orientation, • When young workers are employed
deductions from wages require the unfairly or without respect or dignity marital status, dependants, disability, (insofar as short-term work experience
express and written consent of social class or political views schemes and work that forms part of an
the employee educational programme are permitted),
• Engage in any indirect behaviour which require or allow them to do work
• Respect employees’ rights to form could be construed as sexual or other that is mentally, physically, socially or
and join a legally recognised union of harassment or bullying, such as making morally dangerous or interferes with
their choice choiceor any other body offensive or sexually explicit jokes or their schooling by depriving them of the
representing their collective interests, insults, displaying, emailing, texting, opportunity to attend school
and establish constructive dialogue or otherwise distributing, offensive
and bargain in good faith with trade material or material of a sexually
unions or representative bodies explicit nature, misusing personal
on employment conditions, labour information, creating a hostile or
management relations and matters intimidating environment, isolating
of mutual concern, to the extent or not co-operating with a colleague,
practicable taking national laws into or spreading malicious or insulting
consideration rumours
• Comply with local legal requirements in • Work more than the regular and
relation to short-term, casual or agency overtime hours allowed by the laws of
employees the country where they are employed.
All overtime work will be on a voluntary
basis
The Code
of Business Countering
Countering Respecting
Respecting Safeguarding
Safeguarding Engaging
Engaging
Principles Corruption
Corruption People
People Information
Information Externally
Externally Glossary 26
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