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 1. Home
    
 2. Planet & Society
 3. Respect human rights
    
 4. Current page: Human rights in our value chain


THIS ISSUE RELATES TO THE FOLLOWING SUSTAINABLE DEVELOPMENT GOALS

   
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HUMAN RIGHTS IN OUR VALUE CHAIN

Average read time: 14 minutes

Our value chain connects us with millions of people. We have a responsibility to
ensure their rights are respected – and an opportunity to harness those
connections to contribute to the fairer, more socially inclusive world we want
to see.




RESPECTING PEOPLE IS FUNDAMENTAL TO GOOD BUSINESS

The success of our business relies on many thousands of partners who supply our
goods and services and distribute our products.

We couldn't do business without them. At the same time, the way we do business
with our suppliers and distributors is a huge opportunity to drive the change we
want to see. And that change starts with our fundamental requirement that human
rights are respected.

In 2021, our supply chain alone included nearly 54,000 suppliers in over 160
countries. We buy goods and services from multinational companies, start-ups and
small local producers. Similarly, our distribution network includes major
retailers, small stores, entrepreneurs and sales agents. Taken together, that's
an impact that reaches millions of workers – every one of whom shares the
universal entitlement to have their rights respected.

€35 billion Our spend on goods and services in 2021

We want to work with all our partners, including through our commitment to
Partner with Purpose and our new Partner Promises programme, to use this scale
and influence to contribute to a fairer, more inclusive, and more equitable way
of doing business. Through our direct suppliers – who provide us with goods and
services such as raw materials, logistics, advertising, professional services
and much more – we can innovate, drive mutual growth and influence widespread
change.

We've set ourselves ambitious goals for the positive economic, environmental and
social change we want to achieve, described in Raise living standards, Climate
action and Promoting diverse suppliers. These ambitions, like all our work, can
only be achieved if they are underpinned by a fundamental commitment to respect
and promote human rights.

That means that every day, all over the world, we're seeking to embed respect
for human rights into everything we do.

> Part of growing responsibly is making sure all Unilever’s partners work in
> line with our standards around responsible sourcing, sustainability and human
> rights.
> 
> Willem Uijen, our Chief Procurement Officer


HUMAN RIGHTS ARE NON-NEGOTIABLE


OUR RESPONSIBLE SOURCING POLICY (PDF 8.25 MB)

sets out our 12 Fundamental Principles and defines the Mandatory Requirements
that suppliers must meet or exceed to do business with Unilever. See Downloads
for additional language versions.

Our work to embed respect for human rights in our value chain relies on
partnerships – and these partnerships have to be based on a clear set of
standards.

Our Responsible Sourcing Policy (RSP) and Responsible Business Partner Policy
(RBPP) set out our commitment to conduct business with integrity and
transparency, with respect for universal human and labour rights as well as
environmental sustainability.

The RSP focuses on our suppliers. The RBPP focuses on the partners who bring our
products to consumers – our distribution network.

The RSP and RBPP share a commitment to our 12 Fundamental Principles, which are
set out in full in our RSP. The RSP also defines the Mandatory Requirements that
suppliers must meet or exceed to do business with us.


OUR 12 FUNDAMENTAL PRINCIPLES



These Principles are explained below.

Beyond our RSP and RBPP, we assess specific commodity suppliers against the
Unilever Sustainable Agriculture Code (PDF 7.88 MB) and our People & Nature
Policy (PDF 2.04 MB) , which includes Respecting and Promoting Human Rights as
one of its four Principles.


OUR RESPONSIBLE BUSINESS PARTNER POLICY (PDF 7.79 MB)

sets out our expectations for our distribution partners. It shares the
Fundamental Principles of our RSP.


MAINTAINING OUR MOMENTUM

As part of our Unilever Sustainable Living Plan (USLP), we set out to source
100% of our procurement spend from suppliers meeting the Mandatory Requirements
of the RSP. In our Unilever Compass, we continue to aim for compliance with the
RSP by all our suppliers. This is part of our commitment to respect and promote
human rights which underpins all our Compass goals.

> Ensure compliance with our Responsible Sourcing Policy.
> 
> This is one of our Respect human rights goals
> Explore our other Unilever Compass goals on Respect human rights

Our aim in including this goal in the Unilever Compass is to ensure the RSP is
part of our everyday way of working and builds a positive impact throughout our
supply chain. That means 100% compliance with the RSP - for all our suppliers,
whichever part of our business they supply. To capture this, we’ve increased the
scope of our reporting against this Compass goal to include all our existing
businesses and now to also cover our newly acquired businesses.


CHECKING OUR PROGRESS

Since we introduced the RSP in 2014, we’ve updated it (in 2017) and we keep it
under regular review. This ensures we can build in suppliers’ feedback and that
it continues to drive our need to source from partners who understand and share
our respect for human rights and conducting business with integrity.

At the USLP’s conclusion, we evaluated the RSP’s impact: while we’d made
significant progress in raising standards across our supply base and ensuring
suppliers remediated the issues we’d identified, we knew there was more to do.
We reviewed our risk assessment approach so we can better identify where
specific risks occur across geographies and within different supplier types.
This, in turn, will lead to more targeted due diligence and auditing for the
goods and services we source.

We also analysed the issues we see as most critical for the future and will
build these into the RSP. These include issues that we’ve set out in our
Unilever Compass goals, such as climate and living wages. By doing this now,
we’re making our suppliers aware of our future requirements and, importantly,
giving them time to prepare for them – as we know from our own experience that
ambitious commitments are not straightforward to implement.

With the benefit of this evaluation, we’ve refreshed our RSP to give it an
expanded focus on climate, nature and living wages. We plan to introduce it
later in 2022. More information on the RSP and our other policies can be found
in our Human Rights Report 2020 and also in our Human Rights Progress Report
2021.


WORKING WITH LIKE-MINDED SUPPLIERS

We believe that understanding the requirements of the RSP is the starting point
in building our relationship with third parties. That’s why in 2021, we
introduced our RSP First programme to enhance our compliance process for new
suppliers. RSP First means that we only work with new suppliers once they
confirm they can meet the requirements of our RSP. This avoids the risk of
starting to do business with suppliers who don’t comply with our policy.


RSP FIRST

Our RSP First enhancements have created a link between our spend system and our
responsible sourcing compliance system. This enables the system to check ongoing
compliance and remediation of any issues before orders can be placed with
suppliers.

As we phase in this new process, it’s led to the temporary blocking of purchase
orders to a number of suppliers and driven an improvement in the closure rate of
outstanding issues. However, our overall objective is not to block purchase
orders, but to drive behaviour change and identify issues so our suppliers
remain compliant with the RSP – so that together we can make a positive impact
and drive systemic change.

We risk-assess all our suppliers against the RSP requirements, and those we
identify as high-risk need to undergo an audit to verify they can meet our RSP
requirements. See our Human Rights Progress Report 2021 for more detail on our
approach to human rights due diligence.

Our Supplier Qualification System

Watch: Our Supplier Qualification System


Our Unilever Supplier Qualification System (USQS) sets out the procedures our
suppliers need to follow. As our video explains, the USQS requires all our
suppliers to complete a declaration that confirms that, through their own codes
and policies, they can meet or exceed the requirements of our RSP.


KNOWING WHERE, AND HOW, TO TAKE ACTION

We want respect for human rights to underpin every business decision. That means
sourcing from suppliers and business partners who adhere to our values. It also
means proactively carrying out risk-mapping and ongoing due diligence, so that
if issues do arise, we know where to take action to drive change.


HUMAN RIGHTS PROGRESS REPORT 2021

We’ve reported our audit findings in our Human Rights Report 2021.

As our latest Report shows, our third-party audit process plays a crucial role
in identifying issues and driving up standards in our supply chain. Each year,
we provide detailed breakdowns of our audit findings against our eight salient
human rights issues: health and safety, wages and working hours are the most
common issues of non-conformance with our RSP. We put remediation plans in place
for every issue identified. For details of our approach to supplier auditing,
see our Human Rights Report 2020 Supplier Audit Update (PDF 1.67 MB) .


HUMAN RIGHTS IMPACT ASSESSMENTS

Our RSP includes a process of desktop and on-site audit, depending on risk. This
audit process is supplemented by Human Rights Impact Assessments (HRIAs) (PDF
109.97 KB) , carried out by independent expert organisations who visit a
representative sample of our operations, our suppliers and other business
partners. Engagement with workers is a key element of these assessments.

Each HRIA's key findings result in a time-bound action plan to address issues,
with local teams assigning responsibility for leading on each issue. This may
include, for example, reviewing our local planning or purchasing practices, or
running local training.

At the same time, we work with suppliers, or through industry or other
multi-stakeholder initiatives, to address specific issues such as the
eradication of forced labour, or fair terms and conditions for temporary workers
or transport workers.

We continue to support the strengthening of certification programmes,
particularly their social dimensions. We want to see more focus on
implementation, on the proactive identification of issues, on root-cause
analysis and, critically, on the remediation of issues where they are found.


GOING BEYOND COMPLIANCE

We're clear about our expectations – but we don't want our supplier partnerships
to become tick-box exercises. The RSP depends on the desire and ability of our
suppliers to put its requirements into action in their operations. We’re working
to help them, and to demonstrate our conviction that growth and sustainability
are linked. Our RSP aims to go beyond compliance and improve conditions for
workers through guidance and tips on how suppliers should progress up the
‘continuous improvement ladder’.

We expect suppliers to work with us and to make progress from the Mandatory
Requirements towards the Good and Best Practices defined in the RSP. We know
that moving up this ladder takes effort, and often requires changes in a
supplier's and their workers’ mindset to address root causes. It can also
require systemic and industry change.

We’re working directly with our partners to build skills and develop
capabilities across important issues such as eliminating forced labour, avoiding
child labour, paying fair wages for reasonable working hours, management
systems, fire safety and the environment. We also run joint projects on
responsible sourcing innovation to help suppliers.


PROTECTING HEALTH AND SAFETY: THE RSP IN ACTION

During an audit of one of our deodorant suppliers in India, we found fire
sprinklers were not installed in the factory. This meant the supplier was in
breach of our RSP’s Fundamental Principle 9 and was putting its workers and the
operation of the factory at risk.

Poor practices like this count as a ‘key incident’ and require urgent action. We
raised the key incident with the supplier and agreed a remediation plan to fix
the issues.

Just after the installation of a sprinkler system was completed, there was a
fire at the factory. Thanks to the newly installed sprinklers, the fire was
contained and no one was injured.




FOCUSING ON EFFICIENCY FOR A BIGGER IMPACT

We know that addressing endemic human rights issues often depends on
collaborating with suppliers and others in our industry. While upholding the
principles of our RSP, we collaborate with others in the industry and listen to
our suppliers’ experience of working with us, so together, we and our suppliers
can have the biggest impact.

We employ a ‘mutual recognition’ approach, which means recognising suppliers who
have their own mature, comprehensive compliance and responsible sourcing
programmes in place, and agreeing that, through their policies and procedures,
they meet or exceed our RSP’s Mandatory Requirements.

Over the years, we've also expanded the ways we can monitor and verify human
rights issues beyond the use of our own audit standard, the Understanding
Responsible Sourcing Audit (URSA).

We now also encourage the use of industry-accepted auditing systems, as this
enables suppliers to use one audit to address the needs of multiple customers.
Sedex is the largest platform for sharing responsible sourcing data. Since Sedex
upgraded its audit standard in 2017, we use its SMETA audits where we require an
on-site audit, and use EcoVadis to evaluate suppliers where desktop assessments
are more appropriate. Our RSP’s Audit Requirements set out the details of
compatible approaches.

By reducing the burden of compliance without compromising standards, these
approaches help us, and our suppliers, free up resources to tackle the actual
issues found.


ACTING ON BREACHES

We expect our suppliers and their employees or contractors to report actual or
suspected breaches of our RSP. We will investigate any non-conformity reported
in good faith and discuss findings with the supplier. If remediation is needed,
we work with the supplier to identify the root causes of the issue and to
develop a time-bound corrective action plan to resolve the failure effectively
and promptly.


RAISING GRIEVANCES IN OUR EXTENDED SUPPLY CHAIN

Alongside worker representation, effective grievance mechanisms play an
important part in hearing the voices of workers throughout our supply chain.

While we require our suppliers to provide their workers with their own robust
internal procedures to raise issues, our Code of Business Principles support
line is also open to third parties. That means our suppliers and distributors
and their employees can contact us if they’re concerned about any breaches (by
us or within their own operations) of our Code, our RSP, or RBPP. Business
integrity describes our Code of Business Principles in more detail.

We also have channels available for specific sectors and industries. For
example, our palm oil grievance mechanisms can be accessed by third parties in
our value chain or those who support or represent them. This is described in our
Palm oil grievance procedure (PDF 1.01 MB) , which includes details of how to
lodge a Palm oil grievance.


THINKING BIGGER: COLLECTIVE ACTION

We’ve learned that to drive systemic change, we need to take action beyond our
own business and supply chain. For example, we’re members of the Consumer Goods
Forum (CGF) Social Sustainability Committee, having led the creation of its
ambition on the eradication of forced labour and the creation of the Priority
Industry Principles. We support the CGF’s Sustainable Supply Chain Initiative
(SSCI), which is working to benchmark and recognise sustainability standards.
The SSCI sets a standard for the content and governance of the responsible
sourcing audit standards, to increase confidence in using mutually recognised
standards.

Our Responsible Sourcing Policy: 12 Fundamental Principles


OUR RESPONSIBLE SOURCING POLICY: 12 FUNDAMENTAL PRINCIPLES

Our RSP contains 12 Fundamental Principles based on internationally recognised
standards, including the UN Guiding Principles on Business and Human Rights. It
includes guidance and tips designed to assist our suppliers to improve their
practices relating to all the Policy’s Fundamental Principles. The Principles
are listed in full below.


1. BUSINESS IS CONDUCTED LAWFULLY AND WITH INTEGRITY

This addresses the issues of compliance with laws, bribery, conflicts of
interest, gifts and hospitality, confidential and competitor information, and
financial records. It also addresses money laundering and insider trading,
safeguarding information and property, product quality and responsible
innovation, prohibition of any and all forms of facilitation of tax evasion,
reporting concerns and non-retaliation.


2. WORK IS CONDUCTED ON THE BASIS OF FREELY AGREED AND DOCUMENTED TERMS OF
EMPLOYMENT

This focuses on the contracts or employment documents of workers, ensuring they
are fair, legal, agreed and understood by the workers.


3. ALL WORKERS ARE TREATED EQUALLY AND WITH RESPECT AND DIGNITY

This addresses the requirement that all workers are treated with respect and
dignity. No worker is subject to any physical, sexual, psychological or verbal
harassment, abuse or other form of intimidation. There is no discrimination in
employment, including hiring, compensation, advancement, discipline, termination
or retirement. Discrimination based on race, ethnicity, age, role, gender,
gender identity, colour, religion, country of origin, sexual orientation,
marital status, pregnancy, dependants, disability, social class, union
membership or political views is prevented. In particular, attention is paid to
the rights of workers most vulnerable to discrimination.


4. WORK IS CONDUCTED ON A VOLUNTARY BASIS

This Fundamental Principle relates to the growing focus on the issues of forced
labour and modern slavery. It is a Mandatory Requirement that under no
circumstances will a supplier use forced labour, whether in the form of
compulsory or trafficked labour, indentured labour, bonded labour or other
forms. Mental and physical coercion, slavery and human trafficking are
prohibited.


5. ALL WORKERS ARE OF AN APPROPRIATE AGE

This relates to the avoidance and remediation of child labour. Under no
circumstances will a supplier employ individuals under the age of 15 or under
the local legal minimum age for work or mandatory schooling, whichever is
higher. When young workers (below 18) are employed, they must not do work that
is mentally, physically, socially or morally dangerous or harmful, or interferes
with their schooling by depriving them of the opportunity to attend school. This
Fundamental Principle recognises the particular importance of remediation on
this issue, to avoid unintended negative consequences.


6. ALL WORKERS ARE PAID FAIR WAGES

This requires that wages are fair, legally compliant, and properly delivered and
understood. All workers are provided with a total compensation package that
includes wages, overtime pay, benefits and paid leave which meets or exceeds the
legal minimum standards or appropriate prevailing industry standards, whichever
is higher, and compensation terms established by legally binding collective
bargaining agreements are implemented and adhered to.


7. WORKING HOURS FOR ALL WORKERS ARE REASONABLE

This provides our requirements on working hours, including where there are no
local legal regulations. Workers are not required to work more than the regular
and overtime hours allowed by the law of the country where the workers are
employed. All overtime work by workers is on a voluntary basis. This Principle
also addresses aspects of forced labour.


8. ALL WORKERS ARE FREE TO EXERCISE THEIR RIGHT TO FORM AND/OR JOIN TRADE UNIONS
OR TO REFRAIN FROM DOING SO AND TO BARGAIN COLLECTIVELY

This addresses the rights of collective bargaining and/or trade unions. The
rights of workers to freedom of association and collective bargaining are
recognised and respected. Workers are not intimidated or harassed in the
exercise of their right to join or refrain from joining any organisation.


9. ALL WORKERS’ HEALTH AND SAFETY ARE PROTECTED AT WORK

This relates to the right of a worker to have risks to their health and safety
properly controlled. A healthy and safe workplace is provided to prevent
accidents and injury arising out of, linked with, or occurring in the course of
work or as a result of the employer’s operations.


10. ALL WORKERS HAVE ACCESS TO FAIR PROCEDURES AND REMEDIES

This provides for workers being allowed to express their grievances. All workers
are provided with transparent, fair and confidential procedures that result in
swift, unbiased and fair resolution of difficulties which may arise as part of
their working relationship.


11. LAND RIGHTS OF COMMUNITIES, INCLUDING INDIGENOUS PEOPLES, WILL BE PROTECTED
AND PROMOTED

This aims to avoid and prohibit issues of land grabbing. The rights and title to
property and land of the individual, indigenous people and local communities are
respected. All negotiations with regard to their property or land, including the
use of and transfers of it, adhere to the principles of free, prior and informed
consent, contract transparency and disclosure.


12. BUSINESS IS CONDUCTED IN A MANNER WHICH EMBRACES SUSTAINABILITY AND REDUCES
ENVIRONMENTAL IMPACT

This addresses our requirements with regard to the planet and environmental
sustainability. Operations, sourcing, manufacture, distribution of products and
the supply of services are conducted with the aim of protecting and preserving
the environment.


DOWNLOADS

   
 * Responsible Sourcing Policy (PDF 8.25 MB)
 * Responsible Sourcing Policy Audit Requirements (PDF 151.8 KB)
 * RSP Audits - Covid-19 (PDF 165 KB)
 * Responsible Sourcing Policy in Arabic (PDF 738.6 KB)
 * Responsible Sourcing Policy in Chinese (PDF 588.17 KB)
 * Responsible Sourcing Policy in French (PDF 403.04 KB)
 * Responsible Sourcing Policy in German (PDF 828.91 KB)
 * Responsible Sourcing Policy in Hindi (PDF 792.7 KB)
 * Responsible Sourcing Policy in Indonesian (PDF 508.32 KB)
 * Responsible Sourcing Policy in Japanese (PDF 616.55 KB)
 * Responsible Sourcing Policy in Portuguese (PDF 587.56 KB)
 * Responsible Sourcing Policy in Russian (PDF 703.31 KB)
 * Responsible Sourcing Policy in Spanish (PDF 512.13 KB)
 * Responsible Sourcing Policy in Thai (PDF 737.2 KB)
 * Responsible Sourcing Policy in Turkish (PDF 485.36 KB)
 * Responsible Sourcing Policy in Vietnamese (PDF 1020.92 KB)
 * Unilever RSP - 2017 - Transport Guidance - Europe (PDF 398.13 KB)
 * URSA 2.0 - Final Checklist v2.1 (XLSX 1.11 MB)
 * Human Rights Progress Report 2021 (with supplier audit data)
 * Unilever Human Rights Report 2020 Supplier Audit Update (PDF 1.67 MB)
 * Unilever Human Rights 2019 Supplier Audit Update (PDF 3.34 MB)
 * Unilever Human Rights 2018 Supplier Audit Update (PDF 3.81 MB)
 * Responsible Business Partner Policy (PDF 7.79 MB)
 * Unilever Sustainable Agriculture Code 2017 (PDF 7.88 MB)
 * Unilever People & Nature Policy (PDF 2.04 MB)
 * Supply Chain Overview & Spend Analysis (PDF 1.31 MB)
   


SUPPLIER RESOURCES

   
 * Framework: Global Women’s Safety in Rural Spaces
 * Implementation Guide: Global Women’s Safety Framework in Rural Spaces
   

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