Communication on Progress

  • 2019/09/29
Time period
  • September 2018  –  September 2019
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
  • 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
  • Statement of continued support by the Chief Executive Officer
  • Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.

  • No answer provided.
Human Rights
  • Assessment, policy and goals
  • Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.

  • Yili regards its employees as the most important wealth and the basis of realizing industrial chain win-win. Yili provides the first-class international platform, brings the broad growth opportunity, to help the staff to achieve great success and realize the self-value.

  • Implementation
  • Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

  • Uphold the concept of comprehensive remuneration management and continue to optimize the level of re-muneration management. Keep improving the level of employee remuneration based on the position, ability, performance and market pay basis.
    Pay attention to the spiritual demands of employees, and provide more than 40 employee benefits with spe-cial significance, such as traditional festivals, personal birthdays, children’s festivals and spouse births, among which 15% are statutory welfare items and 85% are non-statutory welfare items.
    Strictly follow the Labor Contract Law and relevant laws and regulations, to prevent discrimination in the hiring process, and protect the rights and interests of employees. Ensure employment in accordance with the law through the tripartite mechanism of trade union and collective consultation. The signing rate of the Collective Agreement, the Special Collective Contract for the Protection of the Rights and Interests of Female Workers, and the Collective Wage Consultation Contract reached 100%.
    In accordance with the Special Collective Contract for the Protection of the Rights and Interests of Female Workers, equal pay will be paid to men and women for equal work in terms of fixed salary, adjusted salary and various welfare benefits, giving full play to the positive role of female employees in enterprises operation.
    In the process of recruitment and employment adhere to the law and compliance, recruitment requirements to provide the original identity card and a copy, strictly prohibit the use of child labor and forced labor.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • The company establishes Yili Commercial College, with strategic devel-opment as the core, customizing talent training programs for different types of employees. Yili implements various, multi-dimensional and differentiated talent training programs, providing employees with a variety of skills training and self-learning opportunities, and helping employees improve their work ability and professional skills. In 2018, the staff training person-times exceeded 722,000.

  • Assessment, policy and goals
  • Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

  • Yili regards EHS (Environment, Health and Safety) as an important part of fulfilling its social responsibility, with “zero violation, zero injury, zero pollution, zero accidents” as the goal, promotes the occupational health and safety policy of “people-oriented, health care, full participation, culture leads, prevention first, comprehensive management, continuous im-provement, the pursuit of excellence”, with risk management as the core, establishes perfect occu-pational health and safety management system, and efforts to become an EHS management model for the global food industry.

  • Implementation
  • Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

  • Management personnel
    Design and implement projects such as “leadership improvement”, “art cultivation”, “quarterly reading” and “resuming promotion ambassador” to improve the ability and literacy of management personnel.
    For middle-aged and senior manage-ment personnel, Yili has carried out training programs such as “marketing potential”, “perfect eagle” and “flying eagle”; For young management per-sonnel, design and implement projects such as “young potential talents”, “300 picked troops” and “tutorial system”.
    Carry out business support training, organize and implement benchmark-ing learning programs with “new retail” and “international M&A” as the core, implement overseas talent training classes and intensified training classes for southeast Asian expatriates, and promote the “Everest summit” high-level English learning program.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • Yili unblocked the communication between employees, leaders and employees, set up trade union organizations, implemented the employee care plan, provided help from aspects such as welfare benefits, living security, career development, etc., and opened up more paths for “employees love enterprises”. In 2018, judged by All-China Federation of Industry and Commerce, Ministry of Human Resources and Social Security and All-China Federation of Trade Union, the trade union of Tianjin Yili Dairy Co., Ltd. was awarded the title of “National Advanced Enter-prise Trade Union in Employees and Managers Evaluation”, setting a good example among private enterprises.
    Yili introduced the network information platform of “Happiness E Station” and entrusted professional psycholog-ical consulting agencies to provide decompression training for employees; Open up a 24-hour service hotline to enhance the psychological self-repair ability of employees and maintain their legitimate rights and interests.

  • Assessment, policy and goals
  • Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.

  • Yili closely adheres to the principle of environmental protection. Yili has built a model of environmentally sus-tainable development, and set a three-level environmental protection goalset involving the control of energy consumption, the reduction of emissions of pollutants and greenhouse gases, and the protection of the envi-ronment from end-to-end.

  • Implementation
  • Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.

  • In 2018, Yili followed the existing carbon inventory system, and had a breakthrough in ability to calculate car-bon emissions from dairy farms, and incorporated emissions into reduction plan, completing the initial stages of the company’s full-lifecycle carbon inventory.
    In 2018, Yili’s five subsidiary companies were awarded the title of national-level “Green Factories” by the Ministry of Industry and Information Technology. Yili had established green manufacturing benchmarks for their industries and made strong contributions to China’s goal of becoming a manufacturing superpower as specified in the “Made in China 2025” action plan.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates environmental performance.

  • Based on national and industrial resource management standards, Yili formulated the Yili Group Energy Man-agement System Operating Manual and Yili Group Energy Management and Sustainable Development Out-line to encourage our factories to reduce energy consumption. Yili has conducted carbon inventories for nine consecutive years and won the Carbon-Value Award six consecutive times.
    Yili implemented measures such as indirect cooling and reverse osmo-sis water recycling, which saved 1,627 tons of water per day, and won us the title of Top Water-Saving Enterprise in Hohhot City in 2018.
    Yili has conducted compliance treatment of wastewater, gas emission and solid water, continuously improv-ing green production technologies and utilizing clean energy, to effectively reduce waste generation.
    Yili incorporates environmental and social factors into all of feasibility studies for all construction projects, and integrates concepts of low-consumption, high-efficiency, and environmental-friendliness into its full-li-fecycle approach to project management. Yili focuses on “saving land, saving energy, saving water, saving materials, and protecting the environment”, striving to achieve the harmonious coexistence of economic benefits and natural environment.

  • Assessment, policy and goals
  • Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.

  • Yili attaches great importance to the integrity and self-discipline of the team, and requires managers at all levels to set an example with a “zero tolerance” attitude to fraud, and build a comprehensive and three-di-mensional anti-fraud supervision system from managers to front-line employees.

  • Implementation
  • Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.

  • Publicity and
    The integrity and self-discipline re-quirements should be extended to all partners in the upstream and down-stream of the industrial chain for the active participation of upstream and downstream partners and improve the integrity awareness of the whole staff.
    Launch Anti-fraud Lecture Hall and invite external experts to conduct anti-fraud and honesty education and training for managers of enterprises in combination with national anti-corrup-tion forms and enterprise realities.
    Yili has set up a column -- exposure platform in the Intranet to expose the fraud and major misconduct of employees from time to time, so em-ployees can stay alert and stay away from fraud. In 2018, sunshine action carried out nearly 1,000 compliance publicity and implementation activi-ties, and nearly 100,000 person-times were achieved in the training; 3,109 anti-fraud trainings were held, cover-ing over 100,000 person-time.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates anti-corruption performance.

  • Optimize the internal audit system and procedures, improve the audit system structure and division of labor, and gradually build a three-dimensional audit supervision system, including mechanism guarantee system, institu-tional improvement, construction of defense line, publicity and education, and punishment for fraud.
    Formulate Measures for the Adminis-tration of Anti-fraud Supervision, the Administrative Measures for Reporting and Complaining, the Administrative Measures for Fraud Punishment , Sun-shine Action Work Management Meth-od, Measures for the Administration of Interest Relations and Anti-fraud Work Program , covering all levels and con-tents of anti-fraud work.
    Become director unit of the board of directors of the anti-fraud alliance of Chinese enterprises, and continuously improve its anti-fraud ability and pro-fessional level.
    The discipline inspection commission of Yili takes the lead in sorting out the fraud risks of key positions, commu-nicates with business departments to sort out loopholes in management in-dependently, regularly follows up and evaluates the rectification, to promote the normalization of anti-fraud work.
    Punishment for fraud
    “Thunder Action” has been normal-ized, which has been continuously car-ried out by Yili in the field of produc-tion, logistics and sales to investigate and deal with a series of violations and fraud. Such problem must receive severe treatment once spotted. No matter how important and high the position of the party concerned is, and how much power he/she has, it will be dealt with seriously.