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.

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.

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 https://app.convercent.com/en-us/LandingPage/99b958aa-55a1-e611-80d3-000d3ab1117e.

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 (cobp.hul@unilever.com) and contact number (+91 22 50432789) for anonymous reporting of issues/concerns around the CoBP.

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.

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.

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.

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.

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.

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

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

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

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.

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.

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.