Human Rights : Businesses should respect and promote human rights

Message from Our Leadership

"We strongly uphold the principle of human rights and fair treatment within our organisation as well as while engaging with our business partners and stakeholders outside our organisation. We stay committed to help build a more inclusive world where everyone matters"

Kedar Lele
Executive Director, Customer Development

PRINCIPLE 5 Highlights


Assessment of own plants and offices on human rights


Suppliers assessed on human rights


Permanent employees and workers paid more than minimum wages


Of employees & workers trained on human rights issues & policies
Essential Indicators

1. Employees and workers who have been provided training on human rights issues and policy(ies) of the entity, in the following format:

Category FY 2022-23 FY 2021-22
Total (A) No. of employees/workers covered (B) %(B/A) Total (C) No. of employees/workers covered (D) %(D/C)
Employees We have a robust and diverse agenda to impart knowledge and skills to employees and workers through various training programmes. Until FY 2021-22, every training was tracked separately on different platforms. We have now implemented a centralised tracking mechanism in FY 2022-23 to monitor training across the organisation.
Permanent 7,719 6,981 90.4%
Other than permanent 311 208 66.9%
Total employees 8,030 7,189 89.5%
Permanent 11,251 11,072 98.4%
Other than permanent 8,856 8,261 93.3%
Total Workers 20,107 19,333 96.1%

2. Details of minimum wages paid to employees, in the following format:

We are committed to ensuring that everyone who directly provides goods and services to us, will earn at least a living wage or income by 2030. We are moving from a 'Fair Wage' to a 'Living Wage' and aiding employees with their higher education, children's education, and housing facilities.

Category FY 2022-23 FY 2021-22
Total (A) Equal to minimum wage More than minimum wage Total (D) Equal to minimum wage More than minimum wage
No. (B) %(B/A) No. (C) %(C/A) No.(E) %(E/D) No.(F) %(F/D)
Permanent 7,719 - - 7,719 100.0% 7,591 - - 7,591 100.0%
Male 5,700 - - 5,700 100.0% 5,790 - - 5,790 100.0%
Female 2,019 - - 2,019 100.0% 1,801 - - 1,801 100.0%
Other than permanent 311 - - 311 100.0% 182 - - 182 100.0%
Male 190 - - 190 100.0% 119 - - 119 100.0%
Female 121 - - 121 100.0% 63 - - 63 100.0%
Permanent 11,251 - - 11,251 100.0% 11,636 - - 11,636 100.0%
Male 10,900 - - 10,900 100.0% 11,464 - - 11,464 100.0%
Female 351 - - 351 100.0% 172 - - 172 100.0%
Other than permanent 8,856 6,541 73.9% 2,315 26.1% 7,642 5,364 70.2% 2,278 29.8%
Male 8,306 6,251 75.3% 2,055 24.7% 7,164 5,069 70.8% 2,095 29.2%
Female 550 290 52.7% 260 47.3% 478 295 61.7% 183 38.3%

3. Details of remuneration/salary/wages, in the following format:

Our framework ensures that compensation adheres to the Collective Bargaining Agreements and, by continually reviewing the average pay between genders, is at par with the external industry benchmarks.

FY 2022-23 Male Female
Number Median remuneration/ salary/ wages of respective category (₹) Number Median remuneration/ salary/ wages of respective category (₹)
Board of Directors (BODs)* 8 31,91,667 2 29,96,898
Key Managerial Personnel 3 9,46,27,542 - -
Employees other than BoD and KMP 5,697 12,65,000 2,019 13,00,000
Workers 10,900 5,67,254 351 3,79,555

*BoDs include Executive Directors and Independent Directors

4. Do you have a focal point (individual/ committee) responsible for addressing human rights impacts or issues caused or contributed to by the business? (yes/no)?

Yes, we have a Business Integrity Committee constituted under the Code of Business Principles to address human rights impacts and issues. We have also established a web portal and helpline for registering complaints, which can be accessed at

Our ESG Committee oversees and addresses human rights impacts or issues at the Board level and additionally Audit Committee reviews the critical human rights complaints on a quarterly basis.

In addition to the above, we have a dedicated email ID ( and contact number (+91 22 50432789) for anonymous reporting of issues/concerns around the CoBP.

5. Describe the internal mechanisms in place to redress grievances related to human rights issues

We are committed to ensuring inclusive environment, where people are treated with dignity and respect, so that employees can bring their best selves to work. We have 24 well-defined policies under our CoBP to effectively address grievances. Under these policies, we have established a web portal, email IDs, and contacts for receiving and managing complaints. If any employee has concerns, their reporting manager or Business Integrity Officer is their first point of contact. In case the employee wants to anonymously report an issue, an externally supported web portal and phone option can be used.

6. Number of Complaints on the following made by employees and workers:

We seek to uphold and promote human rights in our operations, in relationships with business partners; and by working through external initiatives, such as the United Nations Global Compact. We have identified eight human rights issues as priority and are committed to addressing them across our operations. The eight priority issues are discrimination, fair wages, forced labour, freedom of association, harassment, health and safety, land rights and working hours. Unilever's Human Rights Progress Report of 2021 that also covers India, looks at the work that has been done to continue implementing the UN Guiding Principles on Business and Human Rights. In India, we fully adhere to Unilever's approach to human rights. In addition to this, our CoBP upholds the principles of human rights and fair treatment. The Code also conforms to the ILO principles. The principles of human rights are followed in the same spirit within as well as outside the organisation when engaging with business partners.

FY 2022-23 FY 2021-22
Filed during the year Pending resolution at the end of year Remarks Filed during the year Pending resolution at the end of year Remarks
Sexual Harassment 8 2 - 3 - -
Discrimination at workplace - - - - - -
Child Labour - - - - - -
Forced Labour/Involuntary Labour - - - - - -
Wages - - - - - -
Other human rights related issues - - - - - -

7. Mechanisms to prevent adverse consequences to the complainant in discrimination and harassment cases.

We believe in providing equal opportunity/affirmative action. We have formulated and implemented Whistle-blower, gender neutral Prevention of Sexual Harassment (POSH), and Respect, Dignity, and Fair Treatment policies to effectively prevent adverse consequences in discrimination and harassment cases. Our Respect, Dignity and Fair Treatment Policy provides a work environment that ensures every person at the workplace is treated with respect and dignity and is afforded equal treatment. Issues relating to sexual harassment are dealt with as per our POSH Policy, the CoBP and applicable laws. Our POSH Policy is now not only gender neutral, but also LGBTQI+ inclusive. The Policy clearly details the governance mechanisms for redressal of sexual harassment issues relating to women and other genders/sexual orientations. Communication is sent to all employees on a regular basis on various aspects of POSH through e-articles and other means of communication.

8. Do human rights requirements form part of your business agreements and contracts? (yes/no)

Yes. All of our business agreements specifically provide for labour law compliances to be adhered to by all our suppliers and business partners including fair wages and timely payment of statutory dues. The agreements also require all the organisation's suppliers and business partners to ensure compliance under the sexual harassment law and adhere to our CoBP.

9. Assessments for the year:

We have identified eight salient human rights issues i.e., Discrimination; Fair wages; Forced labour; Freedom of association; Harassment; Health and safety; Land rights; Working hours and are committed to addressing them across our operations and value chain. Putting the above framework in action, each factory/branch/office reviews and provides a positive assurance to a Human Rights Assessment checklist annually.

Category % of your plants and offices that were assessed (by entity or statutory authorities or third parties)
Child Labour 100.0%
Forced/involuntary labour 100.0%
Sexual Harassment 100.0%
Discrimination at workplace 100.0%
Wages 100.0%
Others - Freedom of Association, Law of Land, Working Hours, Grievance Redressal Mechanism 100.0%

10. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from the assessments at Question 9 above

Not applicable, as we have not come across any significant concerns from assessments conducted at our plant and offices.

Leadership Indicators

1. Details of a business process being modified / introduced as a result of addressing human rights grievances/complaints.

We have not encountered any concern requiring a change in our business processes as a result of addressing human rights grievances/complaints.

2. Details of the scope and coverage of any Human rights due diligence conducted.

Our approach is to embed human rights in all parts of its business, using global expertise to guide and support our teams. This includes expertise within our Global Sustainability, Supply Chain, Procurement and Responsible Business (part of Business Integrity) teams. Human rights due diligence is necessary for businesses to proactively manage potential and actual adverse human rights impacts with which they are, or could be, involved. Human rights due diligence involves four core components:

  • Identifying and assessing actual or potential adverse human rights impacts
  • Integrating findings from impact assessments into relevant Company processes and taking appropriate action
  • Tracking the operating effectiveness of measures taken to address adverse human rights
  • Communicating how issues are being addressed and showing stakeholders - in particular, affected stakeholders - that adequate policies and processes are in place

Please refer to our Human Rights Progress Report for further details: cefcd733-4f03-4cc3-b30a-a5bb5242d3c6/unilever-human-rights-progress-report-2021.pdf

3. Is the premise/office of the entity accessible to differently abled visitors, as per the requirements of the Rights of Persons with Disabilities Act, 2016?

We recognise the importance of meeting the requirements of the Rights of Persons with Disabilities Act, 2016 and are taking proactive steps to support the needs of individuals with disabilities. We have implemented various measures to provide accessible infrastructure, including ramps, tactile flooring, induction loop system for hearing impaired, lowered reception desk for wheelchair access, elevator voice annunciator, evacuation chair, braille signages, all gender accessible toilets, accessible parking, fire alarm flasher, automated sliding doors, and accessible guest room in several factories and offices. Additionally, we are preparing the remaining factories and offices for accessibility infrastructure and aim to achieve certification for 100% of our sites with the Minimum Mandatory Standards required under the Persons with Disabilities Act. We believe that accessibility is an essential aspect of social responsibility and are persistent in our efforts to create an inclusive environment for everyone.

4. Details on assessment of value chain partners:

Our Responsible Partner Policy (RPP) sets out the requirements that all our suppliers must meet to do business with us. Our RPP and its Fundamental Principles embody our commitment to responsible, transparent, and sustainable business.

Each fundamental principle of the RPP provides guidance on what we expect from the responsible and sustainable suppliers. We are committed to working with our suppliers on our journey of continuous improvement.

We also verify alignment to and implementation of the RPP's mandatory requirements, using supplier self-declarations, online assessments and - for designated high-risk countries and supplier types - independent verification, including third-party audits.

Category % of value chain partners (by value of business done with such partners) that were assessed
Sexual Harassment We conduct periodic risk assessment of our suppliers using country risk and commodity risk data from external third-party risk data providers. As on 31st March, 2023, 77.8% of the suppliers(by value of business done) have undergone risk assessment and are compliant
Discrimination at workplace
Child labour
Forced labour/involuntary labour

5. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from the assessments at Question 4 above

We expect our partners and their employees or contractors to report actual or suspected breaches of our RPP. We will investigate any non-conformity reported in good faith and discuss findings with the partner. If remediation is needed, we work with the partner to identify the root causes of the issue and to develop a time-bound corrective action plan to resolve the failure effectively and promptly. By working together with partners to overcome any issues, we support the betterment of their business and, most importantly, promote respect for human rights.

We conduct periodic audits and both audit companies and suppliers have responsibilities to input and update the system to provide us with the outcome of the audit. Audit companies need to upload audit documentation and the outcome of the initial and follow-up audits, while suppliers are required to input corrective actions against each non-conformance identified; both within specified timeframes.