Our Responsibility 2014 Arla Foods' Corporate Responsibility Report
- Participant
- Published
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- 03-Mar-2015
- Time period
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- January 2014 – December 2014
- Files
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- Our_Responsibility_2014_ENG_web.pdf (English)
- Code_of_Conduct_Arla_ENG.pdf (English)
- Vores_Ansvar_2014_DK_web.pdf (Danish)
- Unsere_Verantwortung_2014_DE_web.pdf (German)
- Vårt_Ansvar_2014_SE_web.pdf (Swedish)
- Links
- Format
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- Stand alone document
- Differentiation Level
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- This COP qualifies for the Global Compact Active level
- Self-assessment
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- Includes a CEO statement of continued support for the UN Global Compact and its ten principles
- Description of actions or relevant policies related to Human Rights
- Description of actions or relevant policies related to Labour
- Description of actions or relevant policies related to Environment
- Description of actions or relevant policies related to Anti-Corruption
- Includes a measurement of outcomes
- Women's Empowerment
- The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the community
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Designing community stakeholder engagements that are free of gender discrimination/stereotyping and sensitive to gender issues
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Gender impact assessments or consideration of gender-related impacts as part of its social and/or human rights impact assessments
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Ensuring female beneficiaries of community programmes
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Community initiatives specifically targeted at the empowerment of women and girls
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Strategies to ensure that community investment projects and programmes (including economic, social and environmental) positively impact women and girls
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Strategies to ensure that community investment projects and programmes (including economic, social and environmental) include the full participation of women and girls
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No practice for this criterion has been reported
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Other established or emerging best practices
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Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff
- The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the workplace
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Achieving and maintaining gender equality in senior management and board positions
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Achieving and maintaining gender equality in middle management positions
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Equal pay for work of equal value
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Flexible work options
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Access to child and dependent care
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Support for pregnant women and those returning from maternity leave
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Recruitment and retention, including training and development, of female employees
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Gender-specific health and safety issues
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Gender-based violence and harassment
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Education and training opportunities for women workers
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Creating and maintaining workplace awareness of gender equality and, inclusion and non-discrimination for all workers
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Mentoring and sponsorship opportunities for women workers
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No practice for this criterion has been reported
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Other established or emerging best practices
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Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff
- The COP contains or refers to sex-disaggregated data
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Achieving and maintaining gender equality in senior management and board positions
-
Achieving and maintaining gender equality in middle management positions
-
Equal pay for work of equal value
-
Flexible work options
-
Access to child and dependent care
-
Support for pregnant women and those returning from maternity leave
-
Recruitment and retention, including training and development, of female employees
-
Gender-specific health and safety issues
-
Gender-based violence and harassment
-
Education and training opportunities for women workers
-
Creating and maintaining workplace awareness of gender equality and, inclusion and non-discrimination for all workers
-
Mentoring and sponsorship opportunities for women workers
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No practice for this criterion has been reported
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Other established or emerging best practices
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Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff
- The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the marketplace
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Supplier diversity programme
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Composition of supplier base by sex
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Support for women business owners and women entrepreneurs
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Supplier monitoring and engagement on women's empowerment and gender equality including promotion of the Women's Empowerment Principles to suppliers
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Gender-sensitive marketing
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Gender-sensitive product and service development
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No practice for this criterion has been reported
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Other established or emerging best practices
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Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff