Principle 5 Hero

Principle 5

Businesses Should Respect and Promote Human Rights

SDG 1
SDG 4
SDG 5
SDG 8
SDG 10
SDG 16

Respect for human rights is integral to our business and embedded across our operations and business relationships. We uphold the dignity, safety, and fair treatment of all individuals, guided by our Code of Business Principles. Our commitment spans our value chain, supply chain workers, employees across our offices and factories and smallholder farmers. We maintain zero tolerance for discrimination, harassment, and forced labour, and work with partners to meet our responsible partner policy.

Message from
Our Leadership

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Human rights sit at the core of our values, and our unwavering commitment guides every decision we make. Through robust frameworks, capability‑building initiatives and ethical conduct across our operations, we foster an environment where people are respected and protected. By continuously enhancing our oversight and mitigating human‑rights risks, we uphold our broader corporate responsibility to act fairly and responsibly across the value chain.

Quote
Arun NeelakantanExecutive Director, Customer Development
Arun Neelakantan
Assessment of own plants and offices on human rights
0%
Assessment of own plants and offices on human rights
Permanent workers are paid more than minimum wages
0%
Permanent workers are paid more than minimum wages
Suppliers assessed on human rights
0.0%
Suppliers assessed on human rights
Permanent employees are paid more than minimum wages.
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:
EI-2. Details of minimum wages paid to employees, in the following format:
EI-3. Details of remuneration/salary/wages, in the following format:
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)?
EI-5. Describe the internal mechanisms in place to redress grievances related to human rights issues.
EI-6. Number of complaints on the following made by employees and workers:
EI-7. Complaints filed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, in the following format:
EI-8. Mechanisms to prevent adverse consequences to the complainant in discrimination and harassment cases.
EI-9. Do human rights requirements form part of your business agreements and contracts (yes/no)?
EI-10. Assessments for the year:
EI-11. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from the assessments at Question 10 above.

Leadership Indicators

LI-1. Details of a business process being modified/introduced as a result of addressing human rights grievances/complaints.
LI-2. Details of the scope and coverage of any human rights' due diligence conducted.
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?
LI-4. Details on assessment of value chain partners
LI-5. Provide details of any corrective actions taken or underway to address significant risks/concerns arising from the assessments at Question 4 above.