Unilever 2013 Annual Report Download - page 20

HUMAN RIHTS
In lne wth the UN udng Prncples on
Busness and Human Rghts (UNP), we
base our human rghts commtment and
polcy on the Internatonal Bll of Human
Rghts (the Unversal Declaraton of Human
Rghts, the Internatonal ovenant on vl
and Poltcal Rghts and the Internatonal
ovenant on Economc, Socal and ultural
Rghts) and the prncples concernng
fundamental rghts set out n the
Internatonal Labour Organzaton’s
Declaraton on Fundamental Prncples and
Rghts at Work We seek to uphold these
rghts n our operatons, n our relatonshps
wth our supplers and other busness
partners, and by workng through external
ntatves, such as the Unted Natons
lobal ompact In 2013 we apponted
a lobal Vce Presdent for Socal Impact
to lead the mplementaton of the UNP
and the development of the Enhancng
Lvelhoods pllar of the USLP, ncludng
the advancement of women’s rghts and
economc ncluson We wll report n more
detal on ths next year
MOTIVATION
To reach our ambton of sustanable
growth, we need people wth a wnnng
mndset, a passon for consumers and an
appette to drve personal performance To
do ths, we are buldng a wnnng culture
n whch every employee s encouraged to
grow to hs or her full potental Our
performance-based reward structure
recognses those who have delvered
results and have the rght values for our
busness
Whle recognton renforces our values
andthe postve behavours that drve our
busness performance, recognton can
be delvered n many ways Ths year, we
honoured fve people nomnated by ther
colleagues as Unlever heroes Our 2013
heroes nclude Habba Haroon (pctured
on page 15) who helped more than 1,000
women n rural Pakstan to earn a
sustanable ncome, and Hasan Monsoor,
from our ustomer Development team
n Bangladesh, who devsed a way of
protectng our teams and delverng our
products safely durng poltcally-charged
protests that often escalate nto volence
A number of ntatves beyond our brands
enable our people to contrbute to socal
ssues as Unlever grows For example, the
Unlever Foundaton hallenge, now n ts
OVERVIEW OF RISKS
TALENT
A sklled workforce s essental
for the contnued success of
our busness
ETHIAL
Actng n an ethcal manner, consstent
wth the expectatons of customers,
consumers and other stakeholders,
sessental for the protecton of the
reputaton of Unlever and ts brands
See Rsks on page 34
SUPPLY HAIN AADEMY
We have created a global infrastructure to develop the
technical skills of our managers and senior leaders
across our entire supply chain function, building training
programmes tailored to the roles of each individual.
Withinmanufacturing, we are building a similarly robust
development programme for our teams on the factory
floor across the globe to ensure there are common
standards of skills in place.
SAFETY  A NONNEOTIABLE OMMITMENT
As part of the USLP commitment to safety, we pledged to reduce
our total recordable accident frequency rate (TRFR) by 50% of the
2008 figure of 2.10 per 1 million hours worked by 2020. We reached
that target in 2013, seven years early, with a TRFR of 1.03+ per
1 million hours worked. This figure also represents a reduction
of 12% compared to the 1.17 per 1 million hours worked in 2012.
Safety is integral to everything Unilever does. It is non-negotiable
and we are relentless in our focus on improving safety through
visible leadership, the positive behaviour of our people, the design
of our plants, facilities and products, and by implementing safe
systems and procedures throughout Unilever.
Through our Vision Zero strategy – zero fatalities, zero injuries,
zero motor vehicle accidents, zero process incidents, zero
tolerance of unsafe behaviour and practices – we aim to reduce
risk not only to our employees but also to the wider community
in which Unilever operates. We do this through a number of
programmes, one of which is Safe Travel, which helped achieve
a considerable reduction in driving-related fatalities in 2013
compared with 2012.
+ PwC assured. In 2013 we adjusted our reporting period from 1 January – 31
December to 1 October – 30 September. We have recalculated the prior 12 months
to enable a like-for-like comparison (this has not been assured by PwC in 2013).
For details and the basis of preparation see: www.unilever.com/ara2013/downloads.
second year, names fve employees as
global ambassadors for the Unlever
Foundaton, whch partners wth Oxfam,
Populaton Servces Internatonal, Save
the hldren, UNIEF and the World Food
Programme to mprove people’s qualty
oflfe
And our Bg Moments campagn s drvng
greater awareness of our msson to be
more sustanable by educatng our people
and encouragng them to talk to ther
communtes about sustanablty Indeed,
79% of all employees had spoken to
frends and famly about our sustanablty
plans, up from 63% n 2012
17Strategc reportUnlever Annual Report and Accounts 2013