2015 COP Diab Group

Participant
Published
  • 2016/09/23
Time period
  • January 2015  –  December 2015
Format
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
 
  • Statement of continued support by the Chief Executive Officer
  • Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.

  • 2016-09-23

    To our stakeholders:

    I am pleased to confirm that Diab Group reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

    In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to share this information with our stakeholders using our primary channels of communication which for 2015 is the Global Compact website and plans are to establish a sustinability report for 2016 that will be communicated through our website.

    Our committment to continuous work has been developed by establishing a permanent full time role to manage sustainability for the Diab Group in the Group Management Team. A Group sustainability Network has been established for all sites.

    In order to inform and engage our co-workers we have launched an internal Sustainability Newsletter and started up basic sustainability training for all employees. Sustainability has also been launched as a new topic on our Website.

    Sincerely yours,

    
Per Hökfelt
    
EVP Group Sustainability

Human Rights
  • Assessment, policy and goals
  • Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.

  • During the year we established a number of key documents and procedures.
    1. Group Code of Conduct
    2. Supplier Code of Conduct
    3. Supplier Self assessment questionnaire

    From the Code of Conduct:
    We respect basic human rights
    - Diab respects the UN conventions on human rights and accepts the responsibility we have towards our co-workers and the communities in which we operate.
    - Diab complies with the laws and regulations that apply in the countries in which we operate.

  • Implementation
  • Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

  • In addition to communicating our Code of Conduct we have established a global Whistleblow - system, where all employees can provide information in an external tool with 100% anonymity.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • The number of whistleblow errands are monitored in the Management Team.

Labour
  • Assessment, policy and goals
  • Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

  • During the year we established a number of key documents and procedures.
    1. Group Code of Conduct
    2. Supplier Code of Conduct
    3. Supplier Self assessment questionnaire

    From our code of conduct:
    We offer our employees fair and reasonable working conditions
     Our co-workers are one of our most important resources and relationships must be based upon mutual respect and trust.
     Diab seeks to attract, develop and retain qualified and motivated co-workers in a professional environment.
     Our co-workers shall be offered a safe and healthy work environment that we continuously seek to improve.
     The conditions of employment offered to co-workers must meet the minimum requirements in national law and/or collective agreements as well as relevant ILO conventions (International Labour Organization – part of UN).
     Diab makes every effort to pay fair salaries and remuneration in accordance Diab relevant norms in the locations in which the Group has its operations.
     Nobody should get hurt while working in Diab. Diab shall be a safe and healthy place to work and Diab will strictly comply with all rules and regulations in all countries where operations are run. Diab’s safety program is implemented in all factories and operations to continuously improve the safety and working environment in our operations.
     Diab encourages co-workers to seek opportunities within other parts of the organisation.

    Diab rejects child labour and forced labour
     We do not employ any person under the age of 15 or any applicable higher statutory minimum age.
     We do not accept forced labour, slave labour or other forms of involuntary labour at our workplaces.

    We appreciate diversity
     We offer all individuals equal opportunities regardless of skin colour, gender, nationality, religion, ethnicity or other distinguishing characteristics.

  • Implementation
  • Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

  • During the year the work with providing a safe working environment has been identified as a key improvement area. Our incidents and and accidents are continuously monitored and followed up monthly for all sites.

    All workers have necessary permits.
    All workers have employment contracts in a language they understand.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • Diab Group average Lost Time Injury Frequency: 14 Injuries/Million hours.
    Long tem target is 0.

Environment
  • Assessment, policy and goals
  • Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.

  • During the year we have established a Group Sustainability Strategy wich includes :

    SWOT
    Materiality Analysis
    Prioritized activities for 2020
    Overall Goals:
    - Energy use
    - Waste disposal cost on sales
    - Lost Time Injury Frequency

  • Implementation
  • Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.

  • Established a network of sustainability specialist at all sites.
    Performed training on general sustainability awareness.
    On a monyhly basis we follow KPI´s for all sites:
    - Energy useage
    - Water usage
    - Waste amount
    - waste disposal cost

  • Measurement of outcomes
  • Description of how the company monitors and evaluates environmental performance.

  • Energy per product has been reduced by 8% compared to 2014
    Waste cost per product has been reduced by 17% compared to 2014

Anti-Corruption
  • Assessment, policy and goals
  • Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.

  • Code of Conduct:
    Good business ethics
    All co-workers and representatives are expected to show honesty and integrity in dealing with other co-workers, customers, suppliers, business partners, organisations and authorities.
     Diab has zero tolerance for all forms of corruption and makes active efforts to ensure that this does not occur within Diab.
    The term corruption refers to abuse of a position of trust for own or the company’s gain, for example through the use of bribes.
    It is forbidden to offer, promise or give as well as request, accept a promise of, or receive a bribe.
    A bribe is a gift or other benefit that might influence another person, as part of their employment or duties, to show improper favour to the giver.
     Diab’s co-workers may, for example, not offer, give, receive or request gifts, services, entertainment or other rewards that
    violate accepted business practice
    have an unreasonable value
    consist of money, securities, cash loans, other types of personal payments in the form of discounts, commissions, bonuses or fees
    consist of pure leisure or vacation trips
    violate existing laws and/or go beyond local custom
    are offered to people employed in the public sector in conjunction with imminent or ongoing procurement or decisions which constitute the exercise of authority

    Diab works systematically to prevent corruption
     Diab’s management is responsible for maintaining an adequate anti-corruption programme and implementing any other measures regarded as necessary in order to prevent the corruption risks identified in the risk analysis.
    We support and aim to achieve fair competition
     Co-workers in Diab must therefore comply with all relevant competition rules and refrain from concluding unlawful anti-competitive agreements as well as exchanging unlawful price and/or market information with competitors.

  • Implementation
  • Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.

  • • Performed training on Export Control procedures as well as Business Ethics and Anti-corruption with the whole sales organization
    • Updated templates for agreements with agents & distributors

    Global Whistleblow Team established where corruption errands are dealt with. 4 members from the Group management team and external legal advisor.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates anti-corruption performance.

  • - Diab Group has not been involved in any legal disputes related to corruption during the year.
    - Global Whistleblow Team has met and dealt with the errands that have been submitted in the whistleblow tool.