Starbucks Corporation CORPORATE SOCIAL RESPONSIBILITY ...

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Health and SafetyStarbucks is committed to creating a safe environment forour partners and customers by reducing the risk of injuries.Safety programs for Starbucks stores and roasting plants aredesigned to meet or exceed the most stringent regulatorystandards wherever we do business.Partner and customer safety is a primary consideration inthe development and selection of all Starbucks productsand equipment in an effort to engineer out as many causesof injury as possible. Where potential risks of injury areidentified in our stores and production facilities, specificprograms are implemented to remove or mitigate those risksthrough design, engineering, equipment or materials changesthat further protect partners and customers from commoncauses of injury such as hot liquids, repetitive stress, liftingor falls. In addition, the company stresses partner awarenessof Starbucks safety standards and potential risks in the workenvironment, and reinforces awareness through partnertraining, safe work procedures, regular communication,inspections and audits.The Interstate Experience Modification Factor, a metricprovided in this report in previous years, has been removedgoing forward to ensure that we accurately report our partnerinjury experience. Starbucks has chosen to become selfinsuredfor Workers’ Compensation insurance in a numberof states, and the Experience Modification Factor – whichis calculated by an outside agency and does not take intoaccount Starbucks injury experience in self-insured states –does not accurately reflect the company’s partner injuryexperience. The Injury Rate per 200,000 Hours Workedcontinues to be the best measure of Starbucks workplaceinjury experience. (See graph.)8.006.004.00Injury Rate Per 200,000 Hours Worked – Starbucks Retail Stores*7.927.055.46Fiscal year 2004** 2005** 2006* Injury rate per 200,000 hours worked is an average for all U.S.full- and part-time store partners, the majority of whom are baristas.** Data have been retroactively adjusted to reflect new claimsthat were filed after the fiscal years ended.W O R K P L A C E71
Fostering Diversity andInclusionAt Starbucks, we “embrace diversity as anessential component in the way we do business.”This is a Guiding Principle of the company andone of our core values.As we expand throughout the world, Starbucksis recruiting and operating within a broad rangeof multicultural, multilingual, and multiracialenvironments. Not only must Starbucks activelyprepare to embrace and navigate diversity acrossthe globe, we must tailor our efforts to eachunique area of the world.Our continued success compels us to create a business that, atall levels, reflects the communities in which we operate, thecustomers and marketplaces we serve, and the shareholderswho invest in our company. Featured in this section are ourcompanywide efforts to embrace diversity, which includethe following:• Diversity and inclusion in the workplace• Supplier diversity• Urban Coffee Opportunities: Bringing the StarbucksExperience to diverse communitiesStarbucks Makes DiversityIncTop 50 ListStarbucks was recognized as one of the Top 50 Companiesfor Diversity in 2006 by DiversityInc magazine, whichreports and analyzes diversity issues and their impact onbusiness in the U.S. Starbucks also ranked in the Top 10Companies for DiversityInc’s Latinos sub list. The applicationprocess for the Top 50 list entails an in-depth analysis of acompany’s diversity management, leadership and marketing.Corporate Equalit y IndexIn 2006, Starbucks achieved a score of 85 out of 100 onThe Human Rights Campaign (HRC) Foundation’s CorporateEquality Index (CEI), a nationally recognized measure ofgay, lesbian, bisexual and transgender (GLBT) workplaceequality. This index is the principal method of evaluatingdiversity efforts toward GLBT employees and consumers.Scores are based on a voluntary survey of company policiesas well as independent research by HRC.To achieve a higher score, Starbucks must first have awritten nondiscrimination policy covering gender identityand expression. We are currently working on updating ournondiscrimination policy and hope to achieve a higher HRCscore in the future.Diversity and Inclusion in theWorkplaceAt Starbucks, our diverse workforce includes men andwomen of various ages, races, national origin, religiousaffiliations, sexual orientation, physical and mental attributes,and differing levels of education, skills and experiences.Our partners also come with their own ideas, opinions andcommunication styles. We respect the differences our partnersbring to the workplace. We view their differences as assetsthat can help us to be more creative and innovative in ourapproach and products, more competitive globally and moreattractive as an inclusive employer wherever we do business,We implemented the following initiatives and programs infiscal 2006 in an effort to reach our diversity and inclusionworkplace goals and objectives.• A “Diversity and Inclusion Scorecard” was createdfor our ceo and his direct reports, which includes keymetrics for diversity and inclusion in the workplace. Thescorecard establishes benchmarks related to workforcerepresentation, diversity leadership competencies,workplace environment, supplier diversity and customerexperience.• Partner Network Groups were initiated to bring partnerstogether voluntarily to partner with the business in anadvisory capacity. Additionally, these groups providepersonal and professional networking opportunities,address issues of concern and opportunity, and providemutual advocacy to help the company achieve our diversityand inclusion goals. The program was piloted with threegroups: The Pride Alliance Network: (lesbian, gay, bisexual,transgender), Partners with Disabilities Network,and Emerging Workforce, a group of partners that isworking to develop flexible workplace solutions in order toachieve both their business and personal goals. The PartnerNetwork Groups are currently available to partners at theStarbucks Support Center (SSC), the company’s globalheadquarters in Seattle.• Diversity and Inclusion Leadership Teams were organizedto identify strengths, gaps and opportunities withinspecific business units and regions as well as to createstructures to foster sustainable, robust diversity andinclusion strategies throughout the company. Teammembers are partners from all levels of the companybringing cross-functional expertise in efforts to driveownership of the diversity and inclusion strategy withinStarbucks. In fiscal 2006, two regional teams werelaunched in the U.S. and seven were launched withinspecific business units or functions at the SSC.D I V E R S I T Y72
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Starbucks Corporation Corporate SoC
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CONTENTSPAGEGLOBAL REPORTINGINITIAT
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To measure how well we are doing at
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Integrating Corporate SocialRespons
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Policy Governance CouncilOver the y
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External RecognitionSocially Respon
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OUR WORLD OF PRODUCTSFor 35 years,
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Creating a Sustainable ApproachAfte
Page 21 and 22: The Four Fundamentals ofC.A.F.E. Pr
Page 23 and 24: Our priorities are to increase the
Page 25 and 26: What is Fair Trade Certified ?The
Page 27 and 28: Access to CreditDuring the growing
Page 29 and 30: Tropical Storm Stan Relief EffortsI
Page 31 and 32: Procurement Practices for Sustainab
Page 33 and 34: Dairy and Bakery ProductsDairy and
Page 35 and 36: Ethos WaterStarbucks acquired the
Page 37 and 38: Starbucks GrowTH andCommunity Impac
Page 39 and 40: Local Community Case StudiesLa Mesa
Page 41 and 42: Starbucks Community InvestmentsStar
Page 43 and 44: South Asia Tsunami CommunitiesAs pa
Page 45 and 46: Investing in Communities Aroundthe
Page 47 and 48: The Starbucks FoundationStarbucks c
Page 49 and 50: Supporting Youth: Arts and Literacy
Page 51 and 52: Nutrition Information on Starbucks
Page 53 and 54: Marketing to YouthStarbucks custome
Page 55 and 56: Our Commitment toEnvironmental Stew
Page 57 and 58: Energy ConsumptionSaving energy is
Page 59 and 60: These efforts build on ongoing init
Page 61 and 62: Looking to Our Supply ChainBeyond o
Page 63 and 64: Portrait of a Starbucks StoreAt the
Page 65 and 66: Listening to Our PartnersOur workpl
Page 67 and 68: Providing Benefits to Our PartnersS
Page 69 and 70: Focusing on Healthcare and Wellness
Page 71: Partner Training and CareerDevelopm
Page 75 and 76: My Starbucks -The National Braille
Page 77 and 78: Independent Assurance ReportTo the
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Starbucks Corporation CORPORATE SOCIAL RESPONSIBILITY ...

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