Human and Employee Rights

We make demands on ourselves to ensure that Nilfisk-Advance is a good company to work for – regardless of location

As a global company we operate in parts of the world that have a long tradition of respect for individual rights, and also in parts of the world where these rights are not necessarily prioritised. We consider it important that all our employees are assured good and fair conditions and we are committed to setting an example in the countries where we operate.

To reach our business goals it is crucial to have a dedicated workforce, an inspiring working environment and to be able to continuously foster new talents.

A wide range of initiatives help establish the commitment of Nilfisk-Advance with our people. We have both global and local initiatives to ensure that we act as a corporate citizen and are an employer of choice for our employees.

Our products are attracting professional, responsible customers. They too want to ensure that the products they use have been produced responsibly. We know that wherever we operate, the responsibility for compliance lies with ourselves, and not only with the local authorities. We are therefore committed to ensure that not only we, but also our suppliers conform to our standards and observe the UN Global Compact principles.

As an important part of our efforts within this field we have drafted the Nilfisk-Advance Code of Ethics and communicated this throughout the entire organization.

We have also established a whistleblower system where any violations or breaches can be anonymously reported by anyone in Nilfisk-Advance.

GOALS: HUMAN AND EMPLOYEE RIGHTS
Management
Goal: 30.06.10 All local management teams are informed of our policies, have issued their comments and have endorsed the policy	Actions	Status
Goal: 30.06.10 and onwards All local management teams are informed of our policies, have issued their comments, and have endorsed the policy	Actions Local management teams are to sign a Statement of Representation on the UNGC principles at least once a year. Human and employee rights are part of the standard agenda at local business board meetings at least once a year	Status as of 30.06.11 The activity is ongoing
Goal: 30.03.11 Zero tolerance for acts of discrimination of any kind and consequently no cases to be reported	Actions To establish a registration system for reporting cases of discrimination	Status as of 30.06.11 A registration system for reporting cases of discrimination has been established. One incident was reported in the COP 2011 period. The activity is ongoing
Goal: 30.06.11 We will foster skilled employees so that they have the opportunity to achieve their full potential	Actions The People Review Programme will be extended from Top60 to include Top200 leaders in our company	Status as of 30.06.11 Activities to develop a strong culture and excellent leadership skills have been initiated to support this goal. The acitivity is ongoing
Procurement
Goal: 30.06.11 80% of the procurement (value above 50,000 EUR) is to be supplied by partners who have agreed to abide by the principles of the UNGC	Actions The principles of the UNGC are part of the text in new supplier contracts. When contractual agreements are in place, we plan to carry out control visits based on a risk assessment at some suppliers	Status as of 30.06.11 EMEA/APAC* countries have continued their positive development on this target: 76% of direct spend (in value) is now with suppliers who have agreed to comply with the principles of the UNGC. The result on global scale is somewhat lower at 36%. It is an improvement, but we also realize that we still have a long way to go to reach our target. We will continue our efforts in this area. The activity is ongoing
Work accidents
Goal: 30.06.11 Regular reporting on the number of occupational injuries followed by definition of target for reduction of injuries (leading to absence)	Actions We measure and define progress goals, take preventive initiatives and follow up on all incidents	Status as of 30.06.11 A registration system has been established and regular reporting on occupational injuries is conducted. Investigation is ongoing as to the nature of occupational injuries to ensure best practice in local follow-up and preventive measures. The activity is ongoing
Labour Rights
New goal: 30.06.12 and onwards Code of Ethics is an integrated part of the M&A due diligence process, and non-conformity findings are reported	Actions Based on non-conformity findings we ensure that employees from newly acquired companies are treated equal and fair

Accomplished Partly accomplished Not accomplished

* EMEA: Europe, Middle East and Africa
* APAC: Asia-Pacific

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100 Years Union Anniversary

An important part of how we comply with human rights is to ensure freedom of association in our company. An illustrative example is from Denmark where we had the pleasure of celebrating an impressive 100-year anniversary for workers’ union group “Klub 32 Metal” of the Danish Metalworkers' union in Nilfisk-Advance.