2013 Corporate Responsibility Report
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Social: Labor Practices and Decent Work<br />
Performance<br />
Indicator Description <strong>Report</strong>ed Cross-reference/Direct answer<br />
Employment<br />
LA1 Total workforce by employment type, employment contract, and region. Partially Global Performance Summary (see page 1)<br />
LA2 Total number and rate of employee turnover by age group, gender, and region. Partially Global Performance Summary (see pages 1 & 3)<br />
LA3<br />
Benefits provided to full-time employees that are not provided to temporary or part-time employees, by major<br />
Employee benefits<br />
operations.<br />
Fully Working Here<br />
Labor/management relations<br />
LA4 Percentage of employees covered by collective bargaining agreements. Not Not reported<br />
LA5<br />
Minimum notice period(s) regarding significant operational changes, including whether it is specified in collective<br />
agreements.<br />
Not Not reported<br />
Occupational health and safety<br />
LA6<br />
Percentage of total workforce represented in formal joint management-worker health and safety committees that<br />
help monitor and advise on occupational health and safety programs.<br />
Not Not reported<br />
LA7<br />
LA8<br />
Rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities by<br />
region.<br />
Education, training, counseling, prevention, and risk-control programs in place to assist workforce members, their<br />
families, or community members regarding serious diseases.<br />
Fully<br />
LA9 Health and safety topics covered in formal agreements with trade unions. Not<br />
Training and education<br />
LA10 Average hours of training per year per employee by employee category. Not<br />
LA11<br />
LA12<br />
Programs for skills management and lifelong learning that support the continued employability of employees and<br />
assist them in managing career endings. Fully Employee benefits<br />
Percentage of employees receiving regular performance and career development reviews.<br />
Diversity and equal opportunity<br />
LA13 Composition of governance bodies and breakdown of employees per category according to gender, age group,<br />
minority group membership, and other indicators of diversity.<br />
Fully<br />
LA14 Ratio of basic salary of men to women by employee category. Not<br />
Social: Human Rights<br />
Performance<br />
Indicator Description <strong>Report</strong>ed Cross-reference/Direct answer<br />
Investment and procurement practices<br />
HR1<br />
Percentage and total number of significant investment agreements that include human rights clauses or that<br />
have undergone human rights screening.<br />
Not<br />
HR2<br />
Percentage of significant suppliers and contractors that have undergone screening on human rights and actions<br />
taken.<br />
Fully<br />
HR3<br />
Total hours of employee training on policies and procedures concerning aspects of human rights that are<br />
relevant to operations, including the percentage of employees trained.<br />
Not<br />
Not<br />
Fully<br />
Not reported<br />
Employee benefits<br />
In order to deliver on our goals of a safe working environment, we have Occupational Health and Safety (OHS) plans that are<br />
reviewed and updated annually based on changes in the business and in local, state and federal regulatory requirements.<br />
Not reported<br />
Staples’ Organizational and Executive Development oversees success planning and organizational design efforts in addition to<br />
recruiting, coaching and developing senior leaders, as well as live and virtual programs for managers globally. Staples uses<br />
annual performance reviews for associates. Individual training and development teams are embedded within business units and<br />
are responsible for organization-specific and function-specific training. Staples uses a global talent management system, Talent<br />
Track, to track training, performance, and succession planning. Finally, we offer an annual scholarship program for external<br />
training, and offer discounts on classes at partner universities.<br />
Each associate in North America receives an annual performance review that is based on objectives and development plans<br />
established at the start of the year. We have also established an annual performance review cycle as Staples policy in our<br />
international locations.<br />
Annual <strong>Report</strong><br />
Staples Board of Directors has 12 members. Composition includes 9 males/3 females; 1 in 30-50 age group and 11 in over 50<br />
age group; and minorities include 2 Asian American, 1 African Americans and 1 Hispanic.<br />
Percentage of US employees who are female: 44%<br />
Percentage of US employees in minority groups: 31.3%<br />
Percentage of emloyees under 30 (44.6%); 30-50 (34.7%); and over 50 (20.8%)<br />
Not reported<br />
Not reported<br />
Ethical Sourcing<br />
Not reported<br />
Non-discrimination<br />
HR4 Total number of incidents of discrimination and actions taken. Not<br />
Freedom of association and collective bargaining<br />
Operations identified in which the right to exercise freedom of association and collective bargaining may be<br />
HR5<br />
violated or at significant risk, and actions taken to support these rights.<br />
Child labor<br />
HR6<br />
Operations identified as having significant risk for incidents of child labor, and measures taken to contribute to the<br />
elimination of child labor.<br />
Not<br />
Not<br />
Not reported<br />
Not reported<br />
Not reported<br />
Forced and compulsory labor<br />
Operations identified as having significant risk for incidents of forced or compulsory labor, and measures to<br />
HR7<br />
contribute to the elimination of forced or compulsory labor.<br />
Not<br />
Not reported<br />
Page 6
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