Communication on Progress

Communication on Progress 2017

Participant

AIRBUS

Published

30-Jul-2018

Time period

January 2017 – December 2017

Files

Registration_Document_2017.pdf (English)

Format

Part of an annual (financial) report

Differentiation Level

Self-assessment

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
Meets all criteria for the GC Advanced level

Verification and Transparency

How is the accuracy and completeness of information in your COP assessed by a credible third-party?
Information is assured by independent assurors (e.g., accounting or consulting firm) using their own proprietary methodology
The COP describes any action(s) that the company plans to undertake by its next COP to have the credibility of the information in its COP externally assessed, including goals, timelines, metrics, and responsible staff
Information is reviewed by multiple stakeholders (e.g., representatives of groups prioritized in stakeholder analysis)
Information is reviewed by a panel of peers (e.g., members of the same industry, competitors, benchmarked leaders, others organized via Global Compact Local Network)
Information is assured by independent assurors (e.g., accounting or consulting firm) against recognized assurance standard (e.g., ISAE3000, AA1000AS, other national or industry-specific standard)
Other established or emerging best practices

The COP incorporates the following high standards of transparency and disclosure:
Applies the GRI Sustainability Reporting Guidelines or the GRI Standards
Provides information on the company’s profile and context of operation
Is 'in accordance - core' with GRI Standards
Is 'in accordance - comprehensive' with GRI Standards
Applies elements of the International Integrated Reporting Framework

Strategy, Governance and Engagement

Criterion 2: The COP describes value chain implementation
Communicate policies and expectations to suppliers and other relevant business partners
Undertake awareness-raising, training and other types of capacity building with suppliers and other business partners
Other established or emerging best practices

See the Suppliers' Code of Conduct (https://www.airbus.com/be-an-airbus-supplier.html), and the Registration Document pag. 51 and 67 to70 for further information.
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Analyze each segment of the value chain carefully, both upstream and downstream, when mapping risks, opportunities and impacts
Implement monitoring and assurance mechanisms (e.g. audits/screenings) for compliance within the company’s sphere of influence

Criterion 1: The COP describes mainstreaming into corporate functions and business units
Place responsibility for execution of sustainability strategy in relevant corporate functions (procurement, government affairs, human resources, legal, etc) ensuring that no function is conflicting with company sustainability commitments and objectives
Assign responsibility for corporate sustainability implementation to an individual or group within each business unit and subsidiary
Ensure that different corporate functions coordinate closely to maximize performance and avoid unintended negative impacts
Other established or emerging best practices

Airbus Responsibility and Sustainability Charter has been recently published. This is a statement of Airbus' commitments in 9 operational areas as a responsible company and our means to contribute to the society's needs as per defined by the UN SDGs.
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Align strategies, goals and incentive structures of all business units and subsidiaries with corporate sustainability strategy
Design corporate sustainability strategy to leverage synergies between and among issue areas and to deal adequately with trade-offs

Human Rights

Criterion 5: The COP describes effective monitoring and evaluation mechanisms of human rights integration
Grievance mechanisms that are legitimate, accessible, predictable, equitable, transparent, rights-compatible, a source of continuous learning, and based on engagement and dialogue (BRE4 + ARE4)
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
System to monitor the effectiveness of human rights policies and implementation with quantitative and qualitative metrics, including in the supply chain (BRE3 + ARE3)
Monitoring draws from internal and external feedback, including affected stakeholders
Leadership review of monitoring and improvement results
Process to deal with incidents the company has caused or contributed to for internal and external stakeholders (BRE 4 + ARE 4)
Outcomes of integration of the human rights principles
Other established or emerging best practices

Criterion 4: The COP describes effective management systems to integrate the human rights principles
Internal awareness-raising and training on human rights for management and employees
Operational-level grievance mechanisms for those potentially impacted by the company’s activities (BRE 4 + ARE 4)
Other established or emerging best practices

The International Framework Agreement is the reference document for the HR governance at Airbus; the ERM process will monitor the risks to Human Rights; the Vigilance Plan will ensure the cascade of the principles to the Supply chain; Zero tolerance to MS
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Process to ensure that internationally recognized human rights are respected
On-going due diligence process that includes an assessment of actual and potential human rights impacts (BRE 2 + BRE 3 + ARE 2 + ARE 3)
Allocation of responsibilities and accountability for addressing human rights impacts
Internal decision-making, budget and oversight for effective responses to human rights impacts
Processes to provide for or cooperate in the remediation of adverse human rights impacts that the company has caused or contributed to (BRE 3+ BRE 4 + ARE3 + ARE 4)
Process and programs in place to support human rights through: core business; strategic philanthropic/social investment; public policy engagement/advocacy; partnerships and/or other forms of collective action (BRE 6 + ARE 6)

Criterion 3: The COP describes robust commitments, strategies or policies in the area of human rights
Commitment to comply with all applicable laws and respect internationally recognized human rights, wherever the company operates (e.g., the Universal Declaration of Human Rights, Guiding Principles on Human Rights) (BRE1 + ARE1)
Statement of policy stipulating human rights expectations of personnel, business partners and other parties directly linked to operations, products or services (BRE 1)
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Integrated or stand-alone statement of policy expressing commitment to respect and support human rights approved at the most senior level of the company (BRE 1 + BRE5 + ARE 1 + ARE 5)
Statement of policy publicly available and communicated internally and externally to all personnel, business partners and other relevant parties (BRE 1 + BRE 5 + ARE 1 + ARE 5)
Other established or emerging best practices

Labour

Criterion 6: The COP describes robust commitments, strategies or policies in the area of labour
Reference to principles of relevant international labour standards (ILO Conventions) and other normative international instruments in company policies
Specific commitments and Human Resources policies, in line with national development priorities or decent work priorities in the country of operation
Participation and leadership by employers’ organizations (international and national) to jointly address challenges related to labour standards in the countries of operation, possibly in a tripartite approach (business – trade union – government).
Other established or emerging best practices

Please refer to Registration Document, pag. 62-63
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Reflection on the relevance of the labour principles for the company
Written company policy to obey national labour law, respect principles of relevant international labour standards in worldwide company operations and engage in dialogue with representative organization of the workers (international, sectoral, national).
Inclusion of reference to the principles contained in the relevant international labour standards in contracts with suppliers and other relevant business partners
Structural engagement with a global union, possibly via a Global Framework Agreement

Criterion 7: The COP describes effective management systems to integrate the labour principles
Dialogue mechanism with trade unions to regularly discuss and review company progress in addressing labour standards
Grievance mechanisms, communication channels and other procedures (e.g., whistleblower mechanisms) available for workers to report concerns, make suggestions or seek advice, designed and operated in line with the representative organization of workers
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Risk and impact assessments in the area of labour
Allocation of responsibilities and accountability within the organization
Internal awareness-raising and training on the labour principles for management and employees
Active engagement with suppliers to address labour-related challenges
Other established or emerging best practices

Criterion 8: The COP describes effective monitoring and evaluation mechanisms of labour principles integration
Dialogues with the representative organization of workers to regularly review progress made and jointly identify priorities for the future
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
System to track and measure performance based on standardized performance metrics
Audits or other steps to monitor and improve the working conditions of companies in the supply chain, in line with principles of international labour standards
Process to positively engage with the suppliers to address the challenges (i.e., partnership approach instead of corrective approach) through schemes to improve workplace practices
Outcomes of integration of the Labour principles
Other established or emerging best practices

Environment

Criterion 11: The COP describes effective monitoring and evaluation mechanisms for environmental stewardship
System to track and measure performance based on standardized performance metrics
Leadership review of monitoring and improvement results
Process to deal with incidents
Audits or other steps to monitor and improve the environmental performance of companies in the supply chain
Outcomes of integration of the environmental principles
Other established or emerging best practices

In 2017, 90% of the Company's workforce is covered by an Environmental Management System (Environmental performance Data and KPIs verified by Independent auditors, Registration Document page 59)
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff

Criterion 10: The COP describes effective management systems to integrate the environmental principles
Environmental risk and impact assessments
Assessments of lifecycle impact of products, ensuring environmentally sound management policies
Allocation of responsibilities and accountability within the organisation
Internal awareness-raising and training on environmental stewardship for management and employees
Grievance mechanisms, communication channels and other procedures (e.g. whistleblower mechanisms) for reporting concerns or seeking advice regarding environmental impacts
Other established or emerging best practices

See further information in the Registration Document, page 55-60, and the Assessment of industrial and Environmental Risks as part of the Company's risk factors' analysis on page 21
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff

Criterion 9: The COP describes robust commitments, strategies or policies in the area of environmental stewardship
Reference to relevant international conventions and other international instruments (e.g. Rio Declaration on Environment and Development)
Reflection on the relevance of environmental stewardship for the company
Written company policy on environmental stewardship
Other established or emerging best practices

See Company's Environmental approach on the Chapter "Environmental Matters", page 55 of the Registration Document
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Inclusion of minimum environmental standards in contracts with suppliers and other relevant business partners
Specific commitments and goals for specified years

Anti-Corruption

Criterion 12: The COP describes robust commitments, strategies or policies in the area of anti-corruption
Publicly stated formal policy of zero-tolerance of corruption (D1)
Commitment to be in compliance with all relevant anti-corruption laws, including the implementation of procedures to know the law and monitor changes (B2)
Statement of support for international and regional legal frameworks, such as the UN Convention against Corruption (D2)
Detailed policies for high-risk areas of corruption (D4)
Policy on anti-corruption regarding business partners (D5)
Other established or emerging best practices

Please refer to pages 65-67 of the Registration Document, and to http://www.airbus.com/company/ethics-compliance.html. Some examples: the Anti-corruption policy, the Responsibility and Sustainability Charter, the Business Development Support Initiative,
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff

Criterion 14: The COP describes effective monitoring and evaluation mechanisms for the integration of anti-corruption
Leadership review of monitoring and improvement results (D12)
Process to deal with incidents (D13)
Public legal cases regarding corruption (D14)
Use of independent external assurance of anti-corruption programmes (D15)
Outcomes of integration of the anti-corruption principle
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Other established or emerging best practices

Criterion 13: The COP describes effective management systems to integrate the anti-corruption principle
Support by the organization’s leadership for anti-corruption (B4)
Carrying out risk assessment of potential areas of corruption (D3)
Human Resources procedures supporting the anti-corruption commitment or policy, including communication to and training for all employees (B5 + D8)
Internal checks and balances to ensure consistency with the anti-corruption commitment (B6)
Actions taken to encourage business partners to implement anti-corruption commitments (D6)
Management responsibility and accountability for implementation of the anti-corruption commitment or policy (D7)
Communications (whistleblowing) channels and follow-up mechanisms for reporting concerns or seeking advice (D9)
Internal accounting and auditing procedures related to anticorruption (D10)
Other established or emerging best practices

Further details in the Registration Document, pages 65 to 67 and in the Website: http://www.airbus.com/company/ethics-compliance.html
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff

UN Goals and Issues

Criterion 15: The COP describes core business contributions to UN goals and issues
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Align core business strategy with one or more relevant UN goals/issues
Develop relevant products and services or design business models that contribute to UN goals/issues
Other established or emerging best practices

We are in the process of setting up KPIs to measure Airbus' contributions to 8 SDGs. See the R&S Charter and further information on http://www.airbus.com/company/responsibility-sustainability.html
Adopt and modify operating procedures to maximize contribution to UN goals/issues

Criterion 16: The COP describes strategic social investments and philanthropy
Pursue social investments and philanthropic contributions that tie in with the core competencies or operating context of the company as an integrated part of its sustainability strategy
Coordinate efforts with other organizations and initiatives to amplify—and not negate or unnecessarily duplicate—the efforts of other contributors
Take responsibility for the intentional and unintentional effects of funding and have due regard for local customs, traditions, religions, and priorities of pertinent individuals and groups
Other established or emerging best practices

See further information on the Registration Document, pages 70 and 71 and on http://www.airbus.com/company/airbus-foundation.html
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff

Criterion 17: The COP describes advocacy and public policy engagement
Publicly advocate the importance of action in relation to one or more UN goals/issues
Commit company leaders to participate in key summits, conferences, and other important public policy interactions in relation to one or more UN goals/issues
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Other established or emerging best practices

Criterion 18: The COP describes partnerships and collective action
Develop and implement partnership projects with public or private organizations (UN entities, government, NGOs, or other groups) on core business, social investments and/or advocacy
Join industry peers, UN entities and/or other stakeholders in initiatives contributing to solving common challenges and dilemmas at the global and/or local levels with an emphasis on initiatives extending the company’s positive impact on its value chain
Other established or emerging best practices

Airbus is committed with SDG 17. We work with governments, civil society and the aerospace sector to encourage sharing of knowledge, technology and financial resources to pursue innovation and answer society’s needs. Visit http://www.airbus.com
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff

Governance

Criterion 19: The COP describes CEO commitment and leadership
CEO publicly delivers explicit statements and demonstrates personal leadership on sustainability and commitment to the UN Global Compact
CEO promotes initiatives to enhance sustainability of the company’s sector and leads development of industry standards
Make sustainability criteria and UN Global Compact principles part of goals and incentive schemes for CEO and executive management team
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
CEO leads executive management team in development of corporate sustainability strategy, defining goals and overseeing implementation
Other established or emerging best practices

Criterion 21: The COP describes stakeholder engagement
Define sustainability strategies, goals and policies in consultation with key stakeholders
Consult stakeholders in dealing with implementation dilemmas and challenges and invite them to take active part in reviewing performance
Establish channels to engage with employees and other stakeholders to hear their ideas and address their concerns
Other established or emerging best practices

See the Materiality Matrix 2017 in the Registration Document page 50-51 and in http://www.airbus.com/company/responsibility-sustainability/approach-responsible-business.html
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Publicly recognize responsibility for the company’s impacts on internal and external stakeholders

Criterion 20: The COP describes Board adoption and oversight
Board (or committee), where permissible, approves formal reporting on corporate sustainability (Communication on Progress)
Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to fulfill this criterion, including goals, timelines, metrics, and responsible staff
Board of Directors (or equivalent) assumes responsibility and oversight for long-term corporate sustainability strategy and performance
Board establishes, where permissible, a committee or assigns an individual board member with responsibility for corporate sustainability.
Other established or emerging best practices

Women's Empowerment

The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the workplace
Recruitment and retention, including training and development, of female employees
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
Other established or emerging best practices

Flexible work options, access to child and dependent care, Support for pregnant women and those returning from maternity leave. Find more in the Registration Document pag. 64-65 and https://www.airbus.com/newsroom/news/en/2018/03/supporting-women-s-empowe
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
Gender-specific health and safety issues
No practice for this criterion has been reported
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
Creating and maintaining workplace awareness of gender equality and, inclusion and non-discrimination for all workers
Mentoring and sponsorship opportunities for women workers
Other established or emerging best practices

Please refer to the Registration Document pages 64-65 and https://www.airbus.com/newsroom/news/en/2018/03/supporting-women-s-empowerment-and-equality.html
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
No practice for this criterion has been reported
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 community
Ensuring female beneficiaries of community programmes
Community initiatives specifically targeted at the empowerment of women and girls
Strategies to ensure that community investment projects and programmes (including economic, social and environmental) include the full participation of women and girls
Designing community stakeholder engagements that are free of gender discrimination/stereotyping and sensitive to gender issues
Gender impact assessments or consideration of gender-related impacts as part of its social and/or human rights impact assessments
Strategies to ensure that community investment projects and programmes (including economic, social and environmental) positively impact women and girls
No practice for this criterion has been reported
Other established or emerging best practices
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
Support for women business owners and women entrepreneurs
Gender-sensitive marketing
Supplier diversity programme
Composition of supplier base by sex
Supplier monitoring and engagement on women's empowerment and gender equality including promotion of the Women's Empowerment Principles to suppliers
Gender-sensitive product and service development
No practice for this criterion has been reported
Other established or emerging best practices
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

Sustainable Development Goals

Which of the following Sustainable Development Goals (SDGs) do the activities described in your COP address? [Select all that apply]
SDG 1: End poverty in all its forms everywhere
SDG 2: End hunger, achieve food security and improved nutrition and promote sustainable agriculture
SDG 3: Ensure healthy lives and promote well-being for all at all ages
SDG 4: Ensure inclusive and equitable quality education and promote lifelong learning opportunities for all
SDG 5: Achieve gender equality and empower all women and girls
SDG 6: Ensure availability and sustainable management of water and sanitation for all
SDG 7: Ensure access to affordable, reliable, sustainable and modern energy for all
SDG 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
SDG 9: Build resilient infrastructure, promote inclusive and sustainable industrialization and foster innovation
SDG 10: Reduce inequality within and among countries
SDG 11: Make cities and human settlements inclusive, safe, resilient and sustainable
SDG 12: Ensure sustainable consumption and production patterns
SDG 13: Take urgent action to combat climate change and its impacts
SDG 14: Conserve and sustainably use the oceans, seas and marine resources for sustainable development
SDG 15: Protect, restore and promote sustainable use of terrestrial ecosystems, sustainably manage forests, combat desertification, and halt and reverse land degradation and halt biodiversity loss
SDG 16: Promote peaceful and inclusive societies for sustainable development, provide access to justice for all and build effective, accountable and inclusive institutions at all levels
SDG 17: Strengthen the means of implementation and revitalize the global partnership for sustainable development

With respect to your company’s actions to advance the Sustainable Development Goals (SDGs), the COP describes: [Select all that apply]
Opportunities and responsibilities that one or more SDGs represent to our business
Where the company’s priorities lie with respect to one or more SDGs
Goals and indicators set by our company with respect to one or more SDGs
How one or more SDGs are integrated into the company’s business model
The (expected) outcomes and impact of your company’s activities related to the SDGs
If the companies' activities related to the SDGs are undertaken in collaboration with other stakeholders
Other established or emerging best practices