Businesses should respect and promote human rights
At HUL, respecting human rights is non-negotiable. We remain committed to helping build a more inclusive world. It is the foundation of a society where income is fairly distributed, leading to equity, diversity, and inclusion. We focus on everyone, from smallholder farmers to employees in our supply chain and offices, to ensure fairer dissemination of the value we create at every step. We have adopted a zero-tolerance approach towards intimidation, discrimination, harassment, threats, or physical/legal attacks against the defenders of human rights concerning our operations.
Message from Our
Leadership
“We are committed to upholding human rights and fair treatment both internally and externally. We want to ensure that all our employees work in an environment that promotes diversity, mutual trust, respect for human rights and equal opportunity, and face no unlawful discrimination.”
Kedar Lele Executive Director, Customer Development
0%
Assessment of own plants and offices on human rights
0%
Permanent workers are paid more than minimum wages
0%
Suppliers assessed on human rights
0%
Permanent employees are paid more than minimum wages
Essential Indicators
EI-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 2023-24 | FY 2022-23 | ||||
|---|---|---|---|---|---|---|
| Total (A) | No. of employees/workers covered (B) | %(B/A) | Total (C) | No. of employees/workers covered (D) | %(D/C) | |
| Employees | ||||||
| Permanent | 8,245 | 7,689 | 93.3% | 7,719 | 6,981 | 90.4% |
| Other than permanent | 410 | 295 | 72.0% | 311 | 208 | 66.9% |
| Total employees | 8,655 | 7,984 | 92.2% | 8,030 | 7,189 | 89.5% |
| Workers | ||||||
| Permanent | 11,182 | 11,044 | 98.8% | 11,251 | 11,072 | 98.4% |
| Other than permanent | 7,927 | 6,985 | 88.1% | 8,856 | 8,261 | 93.3% |
| Total Workers | 19,109 | 18,029 | 94.4% | 20,107 | 19,333 | 96.1% |
EI-2. Details of minimum wages paid to employees, in the following format:
| Category | FY 2023-24 | FY 2022-23 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| 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) | |||
| Employees | ||||||||||
| Permanent | 8,245 | - | - | 8,245 | 100.0% | 7,719 | - | - | 7,719 | 100.0% |
| Male | 5,945 | - | - | 5,945 | 100.0% | 5,700 | - | - | 5,700 | 100.0% |
| Female | 2,300 | - | - | 2,300 | 100.0% | 2,019 | - | - | 2,019 | 100.0% |
| Other than permanent | 410 | - | - | 410 | 100.0% | 311 | - | - | 311 | 100.0% |
| Male | 234 | - | - | 234 | 100.0% | 190 | - | - | 190 | 100.0% |
| Female | 176 | - | - | 176 | 100.0% | 121 | - | - | 121 | 100.0% |
| Workers | ||||||||||
| Permanent | 11,182 | - | - | 11,182 | 100.0% | 11,251 | - | - | 11,251 | 100.0% |
| Male | 10,524 | - | - | 10,524 | 100.0% | 10,900 | - | - | 10,900 | 100.0% |
| Female | 658 | - | - | 658 | 100.0% | 351 | - | - | 351 | 100.0% |
| Other than permanent | 7,927 | 5,702 | 71.9% | 2,225 | 28.1% | 8,856 | 6,541 | 73.9% | 2,315 | 26.1% |
| Male | 7,266 | 5,225 | 71.9% | 2,041 | 28.1% | 8,306 | 6,251 | 75.3% | 2,055 | 24.7% |
| Female | 661 | 477 | 72.2% | 184 | 27.8% | 550 | 290 | 52.7% | 260 | 47.3% |
EI-3. Details of remuneration/salary/wages, in the following format:
(a) Median remuneration/wages:
Our framework ensures that compensation adheres to the Collective Bargaining Agreements and is at par with the
external industry benchmarks by continually reviewing the average pay between genders.
| FY 2023-24 | Male | Female | ||
|---|---|---|---|---|
| Number | Median remuneration/ salary/ wages of respective category (₹) | Number | Median remuneration/ salary/ wages of respective category (₹) | |
| Board of Directors (BoDs)* | 9 | 28,82,222 | 3 | 30,70,000 |
| Key Managerial Personnel | 3 | 10,37,92,388 | - | - |
| Employees other than BoD and KMP | 5,942 | 13,74,185 | 2,300 | 14,61,558 |
| Workers | 10,524 | 5,26,950 | 658 | 3,92,876 |
*BoDs includes Executive Directors and Independent Directors
(b) Gross wages paid to females as % of total wages paid by the entity, in the following format:
| Parameter | FY 2023-24 | FY 2022-23 |
|---|---|---|
| Gross wages paid to females* as % of total wages | 22.0% | 19.9% |
* Permanent employees and workers.
EI-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 (CoBP) to address human
rights impacts and issues. We have also established a web portal and helpline for registering complaints, which can be
accessed at link.
Our ESG Committee oversees and addresses human rights impacts or issues at the Board level, and additionally, the
Audit Committee reviews critical human rights complaints on a quarterly basis.
In addition to the above, we have a dedicated e-mail ID
(cobp.hul@unilever.com) and contact
number (+91 22 50432789) for anonymous reporting of issues or concerns around the CoBP.
EI-5. Describe the internal mechanisms in place to redress grievances related to human rights issues.
We are committed to ensuring an inclusive environment where people are treated with dignity and respect. 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. Employees can use web portal and phone option to report an issue anonymously.
EI-6. Number of complaints on the following made by employees and workers:
We are committed to upholding and promoting human rights across our operations and in our interactions with business partners. Our approach aligns with the United Nations Global Compact. We have identified and prioritised eight human rights issues 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 (link and link), provides a comprehensive review of our efforts, including India operations. In India, we fully adhere to Unilever’s approach to human rights. In addition to this, our Code of Business Principles (CoBP) steadfastly upholds the principles of human rights and fair treatment. Aligned with the International Labour Organization (ILO) principles, our CoBP serves as a guide to our actions both within and outside the organization when engaging with business partners.
| Category | FY 2023-24 | FY 2022-23 | ||||
|---|---|---|---|---|---|---|
| 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 | 7 | - | - | 8 | 2 | - |
| Discrimination at workplace | - | - | - | - | - | - |
| Child Labour | - | - | - | - | - | - |
| Forced Labour/Involuntary Labour | - | - | - | - | - | - |
| Wages | - | - | - | - | - | - |
| Other human rights related issues | - | - | - | - | - | - |
EI-7. Complaints filed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, in the following format:
| Parameter | FY 2023-24 | FY 2022-23 |
|---|---|---|
| Total Complaints reported under Sexual Harassment on of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH) | 7 | 8 |
| Complaints on POSH as a % of female employees/workers | 0.2% | 0.3% |
| Complaints on POSH upheld | 7 | 7 |
EI-8. 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.
We assure confidentiality and no retaliation for all complaints made in good faith. Our policies and procedures are
designed to ensure that individuals involved in the investigation including the witnesses, if any, will not face any adverse
treatment. We uphold the highest standards of fairness and integrity in our redressal mechanism. Therefore, in cases
where a complaint is found to be made with false intent, we ensure to safeguard interests of individuals and address the
complaint through relevant disciplinary actions.
EI-9. Do human rights requirements form part of your business agreements and contracts (yes/ no)?
Yes. All 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 with the sexual harassment law and adhere to our Code of Business Principles. Some of the fundamental principles of our RPP are based on voluntary work, eliminating forced or slave labour, appropriate age – no child labour, fair wages, and freedom of association with trade unions and collective bargaining.
EI-10. 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, and 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 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% |
EI-11. Provide details of any corrective actions taken or underway to address significant risks/ concerns arising from the assessments at Question 10 above.
Not applicable, as we have not come across any significant concerns from assessments conducted at our plant and offices.
Leadership Indicators
LI-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 because of addressing human rights grievances or complaints.
LI-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 our
business, using global expertise to guide and support
our teams. This approach 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
LI-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. Our Company has implemented various measures to provide disabled-accessible infrastructure. In our various factories and offices, we have installed:
- Ramps
- Lowered reception desk for wheelchair access
- Elevator voice annunciator
- Evacuation chair
- Automated sliding doors to support mobility
- Tactile flooring and Braille signages
- Induction loop system
- All gender-accessible toilets, fire alarm freshers and accessible guest rooms
Additionally, we are preparing all our 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.
LI-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 our responsible and sustainable
suppliers. We are committed to working with our suppliers on a journey of continuous improvement.
We also verify alignment to and implementation of the RPP’s mandatory requirements using supplier self-declarations,
online assessments and independent verification, including third-party audits are performed for designated high-risk
countries and supplier types.
| Category | % of value chain partners (by value of business done with such partners) that were assessed |
|---|---|
| Sexual Harassment | We conduct periodic risk assessments of our suppliers using country risk and commodity risk data from external third-party risk data providers. As of 31st March, 2024, 82.7%of the suppliers (by value of business done) have undergone risk assessment and are compliant. |
| Discrimination at workplace | |
| Child labour | |
| Forced labour/involuntary labour | |
| Wages |
LI-5. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from the assessments at Question 4 above.
During the reporting period, no significant risks/concerns
were identified in the assessment of our suppliers. 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 cause of
the issue and to develop a time-bound corrective action
plan to resolve the failure effectively and promptly. By
working with partners to overcome any issues, we support
the betterment of their business and, most importantly,
promote respect for human rights.
We conduct regular audits, and both third-party
audit companies and suppliers are responsible for
continuously updating us with the audit outcome on a
digital system. Audit companies are mandated to report
the audit documentation and the outcome of the initial
and follow-up audits, while suppliers are mandated
to report corrective actions and progress against
each non-conformance identified, both within certain
specified timeframes.
