Halma’s Human Rights and Labour Conditions Policy reflects the core requirements of the Universal Declaration of Human Rights and the Group observes the ILO Declaration on Fundamental Principles and Rights at Work, including the conventions relating to forced labour, child labour, non-discrimination, freedom of association and right to collective bargaining.
Human rights and labour conditions policy
Human Rights
Halma’s Human Rights and Labour Conditions Policy reflects the core requirements of the Universal Declaration of Human Rights and the group observes the ILO Declaration on Fundamental Principles and Rights at Work, including the conventions relating to forced labour, child labour, non-discrimination, freedom of association and right to collective bargaining.
The Group Chief Executive has overall responsibility for ensuring that human rights considerations are integral to the way in which existing operations and new opportunities are developed and managed. Compliance with, and respect for, these fundamental principles are integrated throughout our organisation.
Managers and supervisors must provide leadership that promotes human rights as an equal priority to other business issues. All employees are responsible for ensuring that their own actions do not impair the human rights of others, and are encouraged to bring forward, in confidence, any concerns they may have about human rights.
Labour conditions
The Group observes the ILO Declaration on Fundamental Principles and Rights at Work which upholds basic values in four areas:
- Forced Labour
- We will not tolerate forced labour, bonded labour or labour which involves physical or mental abuse, including actual or threatened physical punishment, verbal or sexual harassment, or domination or restraining of workers by force, authority or threats.
- Workers must not be required to lodge "deposits" or their identity papers with their employer, and they must be free to leave their employer after reasonable notice.
- Child Labour
- Exploitation of child labour is unacceptable under any circumstances.
- No person under the minimum legal working age applicable to their country may be employed by any company within the Group.
- Freedom of Association and the Right to Collective Bargaining
- Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
- All Group companies must adopt a non-discriminatory attitude towards the activities of trade unions and their organisational activities.
- Workers’ representatives must not be discriminated against and must have access to carry out their representative functions in the workplace.
- Where the right to freedom of association and collective bargaining is restricted under law, the supplier will facilitate and not hinder the development of parallel means for independent and free association and bargaining.
- Discrimination
- Group companies must not discriminate in hiring, compensating, access to training, promotion, termination or retirement based on race, caste, national origin, colour, religion, age, disability, gender, sexual orientation, union membership or political affiliation.
Responsibility
We believe that everyone in our organisation is responsible for having due regard for human rights. In particular:
- At Board level, the Group Chief Executive of Halma has overall responsibility for ensuring that human rights considerations are integral in the way in which existing operations and new opportunities are developed and managed;
- Managers and supervisors must provide visible leadership that promotes human rights as an equal priority to other business issues. They also have a responsibility for identifying abuses that occur;
- All employees are responsible for ensuring that their own actions do not impair the human rights of others. They are also encouraged to bring forward, in confidence, any concerns that they may have about human rights abuses.
