Nestlé in society Creating Shared Value and meeting our commitments 2015

Nestlé in society:
Creating Shared Value
Nutrition, health
and wellness
Rural development
Water
Environmental
sustainability
Human rights
and compliance
Our
people
Investment G4-DMA, Indigenous rights G4-DMA, Assessment G4-DMA, G4-HR9, G4-HR11
The identification of salient issues will, therefore, make our
human rights interventions more targeted and better
coordinated across the company.
As the development of action plans and targets for each
human rights risk identified as salient is one of our new
corporate commitments, progress on this front will be
reported to the Executive Board on an annual basis.
Beyond salient issues
Clearly, this list of salient issues will help us focus our human
rights interventions and come up with comprehensive action
plans in order to make a real difference on the ground, both
individually as a company and collectively through the industry.
However, having identified salient issues doesn’t mean that
we will leave out the other human rights issues that are
enshrined in the International Bill of Rights and the ILO’s eight
Core Conventions.
Our tools and procedures will continue to monitor issues
that have not been identified as salient but that are important
for our company, such as harassment, discrimination, security
and human rights, corruption, bribery and marketing to
children. In addition, our Human Rights Impact Assessments
(HRIAs) will continue to look at all potential human rights
issues that we may face in the countries in which we operate.
Finally, the Human Rights Risk Assessment Matrix will
continue to focus on high, medium and low risks that include –
but also go well beyond – salient human rights issues.
Human Rights Due Diligence Programme
Through our HRDDP, we implement our actions to assess,
prevent and address potential human rights impacts, to
improve our performance on the ground, and to gather data to
measure our performance.
Human rights touch upon many different issues and
functions within a company. Through eight operational HRDD
pillars, we aim to make our approach to human rights
strategic, comprehensive and unified across all our business
activities.
Every year, we report on our human rights performance
against these eight elements and the GRI indicators. This year,
we are also reporting against the UNGP Reporting Framework
as part of this report.
Pillar 1: Policy commitments
Our approach: we mainstream human rights into corporate
policies and commitments to make them operational.
The Nestlé Corporate Business Principles shape the way we do
business and they form the basis of our culture, our values and
our Creating Shared Value strategy. Principle 4, entitled
‘Human rights in our business activities’, is the foundation of
our overall approach to human rights. The Corporate Business
Principles were signed by Nestlé’s Chairman and CEO and
released in 2010, before the UNGP was approved by the UN
Human Rights Council. The Corporate Business Principles have
been distributed to all our employees, who must all comply
with the principles, and e-learning on the principles will be
available to all employees by 2017.
Read more about our Corporate Business Principles.
Building on Corporate Business Principle 4, since 2010 we
We have formally incorporated our human rights
commitment into our Corporate Business Principles
and into our Management Principles. These are the
guiding principles we expect each and every Nestlé
employee to live by, every day, wherever they are in
the world. And these are not negotiable.”
Paul Bulcke, Chief Executive Officer, Nestlé
(Keynote speech at the annual UN Forum on
Business and Human Rights, Geneva, Switzerland,
December 2014)
have integrated human rights elements in 17 different
corporate policies and commitments. This has helped us make
human rights part of our employees’ day-to-day activities and
responsibilities.
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