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INDOFOOD AGRI RESOURCES LTD
SUSTAINABILITY REPORT 2014
HUMAN RIGHTS AND
EMPLOYEE DIVERSITY
RESPECT FOR HUMAN RIGHTS
Beyond complying with our Code of Conduct, Sustainable
Palm Oil Policy and the RSPO principles, we respect the rights
of all employees and communities, and committed to fair
and transparent dealing with staff and business partners. We
fully comply with the Indonesian labour laws on human rights
issues, such as the elimination of child and forced labour,
equal employment opportunity, and freedom of association.
Our labour practices are subject to external audits during the
RSPO and ISPO certification process. Regular stakeholder
meetings are held with labour unions and community forums
to discuss any issues relating to worker and human rights.
To meet RSPO’s increasingly stringent certification
standards, we are continuously tracking and communicating
our management approach and performance in the area of
human rights at all our estates, mills, and refineries. Respect
for Human Rights is a clause in both our Code of Conduct
and Sustainable Palm Oil Policy and these are communicated
at each site.
SECURITY AND HUMAN RIGHTS
Security guards are hired to protect our employees and
assets on the plantations. We recognise that the guards may
have to rely on force in order to fulfil their security objectives
and responsibilities. Our security guards have undergone
basic training with the police. They are trained in the basic
principles of human rights and familiar with techniques that
will allow them to perform their duties professionally without
violating these rights. At this moment, we do not extend such
training to third party security vendors
CHILD AND FORCED LABOUR
IndoAgri’s human resource policy strictly prohibits the hiring
of employees and casual labours who are below the minimum
employment age of 18 years old. The details of all workers,
including their age, period of employment, photocopies of
identification papers, are recorded in the Human Resources
information system. Similar policy is established to prohibit
all forms of forced labour. All employees working for IndoAgri
do so on their free will and without coercion.
While we have not conducted any formal, site
-
based
assessment to identify specific incidents relating to risks of
child or forced labour, we understand that the sites where
we are located can be exposed to the risks of child labour or
forced labour. To support our employees and casual labours,
we have provided free day care centres and schools for their
children.
DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY
IndoAgri recognises workforce diversity as an organisational
strength. In accordance with our Code of Conduct, equal
employment opportunity is given to every employee regardless
of religion, ethnicity, gender and other discriminatory
factors. There were no incidents of discrimination during the
reporting period.
Agriculture is traditionally a male
-
dominated industry, with
female employees making up just 15% of our workforce. To
support our female employees and to encourage more females
to join our team, we have provided day care centres in the
estates and retain the positions of new mothers who went on
maternity leave. In 2014, 1,004 new mothers took maternity
leave. 35% have returned to the same job position, while the
rest are either still on leave or have resigned from the company.
We also integrated the anti
-
sexual harassment policy into
our HR procedures to protect the employees and to create a
conducive workplace.
FREEDOM OF ASSOCIATION
Our workers are protected in their right to freedom of
association and collective bargaining. So far, we have not
conducted any formal, site
-
based assessment to identify the
areas where the right to exercise freedom of association may
be at risk.
Currently, 58% of our operational employees are reunionised,
and 93% of them are protected by a CLA that includes an
OHS clause. We have taken additional steps to protect
employees who are not union members or part of the CLA.
These individuals are automatically covered under IndoAgri’s
OHS policy.
It is stated in our CLA and company regulation that any change
in company policy must first be discussed with employee
representatives from the labour union and endorsed by the
government before they are announced to employees.
