2016_Halma_ARA_160610_2

Our intention is to create effective team
environments that enhance decision-making
processes. We achieve this by encouraging
the contribution of unique perspectives and
capabilities to achieve superior business
results through trust, collaboration and
innovation of new ideas.
By ensuring fairness and equality of
opportunity in recruitment, training,
development, career progression and
reward, Halma is committed to ensuring
diversity and inclusion in the workplace
and all areas of our business.
Each year the Board reviews our policies
and their implementation to ensure that they
create and maintain a diverse and inclusive
organisation. To the same end, the Executive
Board recently revised our KPIs for Diversity
to reflect our ambitions for representation
of women and international leaders at
all levels in our Group.
Halma believes that the diversity of our staff
is a significant contributor to our success
and has identified two specific areas for
improvement in Halma’s organisation,
particularly at managerial levels:
1) Geographic diversity – each board to
include at least one member whose
nationality is other than US, UK or
European. For Emerging Market
headquartered companies, this becomes
reversed and the goal is to have at least
one member whose nationality is of the
US, UK or Europe.
2) Gender diversity – to have at least 30%
female executives on operating company
boards by the end of our 2019 financial year.
DISABLED EMPLOYEES
Applications for employment by disabled
people are always fully considered, bearing
in mind the aptitudes of the applicant
concerned. In the event of members of
staff becoming disabled, every effort will
be made to ensure that their employment
with the Group continues and that
appropriate training is arranged. It is the
policy of the Group that the training, career
development and promotion of disabled
people should, as far as possible, be
identical to that of other employees.
EMPLOYEE CONSULTATION
The Group places considerable value on
the involvement of its employees and has
continued to keep them informed on matters
affecting them as employees and on the
various factors affecting the performance
of the Group. This is achieved through
formal and informal meetings, the Group
collaboration platform and the annual
financial statements.
Employee representatives are consulted
routinely on a wide range of matters affecting
their current and future interests.
RESPONSIBLE INVESTMENT
Investing in Halma shares meets the criteria
of many professional and private investors
who base their decisions on environmental,
ethical and social considerations. The Group
is a world leader in several key environmental
technologies and has a reputation for
honesty and integrity in its relationships
with employees, customers, business
partners and shareholders.
Social conditions can be improved for all
through the creation of wealth. Halma creates
wealth responsibly allowing our employees,
customers, business partners and
shareholders to determine where this
wealth is best distributed.
HUMAN RIGHTS
Halma’s Human Rights and Labour
Conditions Policy reflects the core
requirements of the Universal Declaration of
Human Rights and the ILO Declaration on
Fundamental Principles and Rights at Work,
including the conventions relating to forced
labour, child labour, non-discrimination,
freedom of association and right to collective
bargaining. We do not tolerate practices
which contravene these international
standards. Regulatory demands upon
us vary considerably around the world,
so Halma establishes the core structure to
ensure that Group companies fully comply
with legislative and regulatory requirements
while permitting them to tailor their approach
to their particular needs.
Compliance with, and respect for, these
core requirements are integrated within
our organisation. Everyone working for
Halma is responsible for having due regard
for human rights. Managers and supervisors
must provide leadership that promotes
human rights as an equal priority to other
business issues. All employees are
responsible for ensuring that their own
actions do not impair the human rights of
others, and are encouraged to bring forward,
in confidence, any concerns they may have
about human rights. Our Chief Executive,
Andrew Williams, has overall responsibility for
ensuring that human rights considerations
are integral to the way in which existing
operations and new opportunities are
developed and managed.
ETHICS
The Group culture is one of openness,
integrity and accountability. Halma requires
its employees to act fairly in their dealings
with fellow employees, customers, suppliers
and business partners. Halma introduced
a Code of Conduct in 2011/12 which
applies to all Group company employees
and our external business relationships.
We require suppliers to be of high quality
and to operate to accepted international
standards. Halma operates a confidential
whistleblowing policy, which was refreshed
and republished in 2015. The external
provider enables employees to raise any
concerns they may have in confidence and,
if they wish, anonymously.
Halma has a zero-tolerance policy on
bribery and corruption which extends
to all business dealings and transactions
in which we are involved. This includes a
prohibition on making political donations,
offering or receiving inappropriate gifts
or making undue payments to influence
the outcome of business dealings. Our
robust policy and guidance in this area
is routinely reviewed and compliance
with the policy is checked as part of the
half-year and year-end process.
STRATEGIC REPORT GOVERNANCE FINANCIAL STATEMENTS
Halma plc Annual Report and Accounts 2016 53