As part of the Geberit Code of Conduct Geberit commits itself to upholding human rights. As a member of the UN Global Compact and on the basis of the UN Guiding Principles on Business and Human Rights, Geberit supports compliance with human rights both internally and at suppliers and partners. Geberit deploys a comprehensive compliance process for the implementation and review of compliance with the Code of Conduct, see chapter Society.
In terms of information, the promotion of awareness and controlling, human rights issues related to the business activities of the Geberit Group are the responsibility of Corporate Human Resources for internal topics (aspects equal treatment, freedom of association and the right to collective bargaining).
With respect to measures and objectives in the Code of Conduct, see also Sustainability Strategy.
11.1 Investments (HR)
Management Approach – Investments
The UN Guiding Principles on Business and Human Rights apply to the business activities of Geberit. Geberit is active across the world, including in regions posing a certain degree of risk with regard to the upholding of fundamental employee and human rights. However, all Geberit Group companies throughout the world are integrated in the Geberit Compliance Program, which includes the upholding of fundamental employee protection and human rights. In addition, internal audits with compliance reviews take place at all companies of the Geberit Group.
G4-HR1 Human rights aspects in investment agreements
In 2014, there was no investment agreement in countries or areas that pose a special risk in terms of human rights violations. Compliance due diligence will always form part of future investments so that a review of the individual situation is guaranteed.
Suppliers are fundamentally required by contractual agreement to comply with the special Code of Conduct for Suppliers that contains provisions for the protection of human rights, see Code of Conduct for suppliers.
G4-HR2 Human rights training for employees
In 2008, more than 98% of all employees received training on the topics contained in the Geberit Code of Conduct. Since 2009, all new employees have been receiving training in the Code as part of their introduction, with media such as training films developed especially for this. All employees worldwide have access to the Code of Conduct via the intranet. In addition, since 2012 contributions toward increasing awareness of the Geberit Code of Conduct have been published on the intranet.
11.2 Non-discrimination (HR)
Management Approach – Non-discrimination
The Geberit Code of Conduct forbids discrimination as defined in the ILO core labor standards. Geberit does not tolerate either discrimination or workplace bullying on the basis of race, gender, religion, creed, nationality, disability, age, sexual orientation, physical or mental handicap, marital status, political views or other characteristics protected by law. Geberit aims to ensure a safe working environment for its employees. All forms of workplace violence, including threats, threatening gestures, intimidation, attacks and similar forms of behavior are forbidden. Compliance with the Code is verified annually as part of a binding Group-wide survey. The Geberit Integrity Line is available to all employees as a whistleblower hotline, see Labor practices grievance mechanisms.
G4-HR3 Cases of discrimination
No significant cases of discrimination were reported via the anonymous Integrity Line and other informal complaints procedures in 2014. There was one case of sexual harassment that was settled amicably with the parties concerned.
11.3 Freedom of Association and Collective Bargaining (HR)
Management Approach – Freedom of Association and Collective Bargaining
Employees are completely free to join trade unions, associations and similar organizations. No rights with respect to exercising freedom of association or collective bargaining as defined in the ILO core labor standards and the UN Global Compact are subject to restriction at the Geberit Group.
G4-HR4 Guarantee of freedom of association and collective bargaining
According to the annual, binding and Group-wide survey, no infringements of the guarantee of freedom of association and collective bargaining were identified in 2014.
11.4 Child Labor (HR)
Management Approach – Child Labor
Geberit’s exposure with respect to child labor is considered low because of its industry, business model (three-stage distribution channel, no project business) and the countries in which business activities are carried out as well as its high quality requirements. Geberit commits itself to the protection of human rights in its Code of Conduct. Child labor is categorically rejected.
The basic principles set out in the Code of Conduct for suppliers explicitly include compliance with the ILO core labor standards for the exclusion of child labor.
G4-HR5 Risk of and precautionary measures against child labor
According to the annual, binding Group-wide survey there were no cases of child labor revealed in 2014. There were likewise no such cases arising during the audits carried out at suppliers.
11.5 Forced or Compulsory Labor (HR)
Management Approach – Forced or Compulsory Labor
Geberit’s exposure with respect to forced or compulsory labor is considered low because of its industry, business model (three-stage distribution channel, no project business) and the countries in which business activities are carried out as well as its high quality requirements. Geberit commits itself to the protection of human rights in its Code of Conduct. Forced or compulsory labor is categorically rejected.
The basic principles set out in the Code of Conduct for suppliers explicitly include compliance with the ILO core labor standards for the exclusion of forced or compulsory labor.
G4-HR6 Risk of and precautionary measures against forced labor
According to the annual, binding Group-wide survey there were no cases of forced or compulsory labor revealed in 2014. There were likewise no such cases arising during the audits carried out at suppliers.
11.6 Human Rights Assessment (HR)
Management Approach – Human Rights Assessment
With respect to the requirements and implementation of the Geberit compliance system, see chapter Society.
G4-HR9 Operations subjected to human rights reviews or impact assessments
The upholding of human rights is subject to a binding survey at all Geberit Group companies each year as part of reporting on the Code of Conduct.
The topic of human rights as part of compliance is a component of the audit program for the periodic inspections of the production plants and sales companies by the Internal Audit Department. In 2014, the Internal Audit Department audited a total of 15 companies.