The Universal Declaration of Human Rights and ILO Conventions are the basis of the relationship between Grieg Seafood and our employees. Through the Grieg Group, we are also a signatory to the UN Global Compact, where these particular rights are emphasized:
- We uphold freedom of association and recognize the right to collective bargaining in all regions.
- We do not tolerate child labor, forced, or compulsory labor.
- We conduct our activities without discrimination, we treat our employees fairly and compensate fairly.
We are currently working to implement the United Nations Guiding Principles on Business and Human Rights in our operations and supply chain.
Human rights in our own company
Basic employee rights
All our employees are required to complete and abide by our Code of Conduct, which includes our ethical standards, employee rights, applicable laws, and regulations. Our Code of Conduct and the culture we have built, start from the top, with our Board of Directors and our owners.
Grieg Seafood accept and welcome union memberships among employees. Grieg Seafood has established a good and involving relationship with our Union representatives and cooperate in more internal improvement projects than just salary negotiations.
Our third-party certifications include independent audits of human rights practices:
- ASC has requirements related to ILO rights, prohibits the use of child or forced labor, and has HSE requirements.
- GlobalG.A.P has requirements related to the work environment such as workers’ health, safety and welfare. We provide ongoing training to update our employees on the requirements in aquaculture, safe chemical handling, and awareness about food safety.
- BAP has requirements towards unsafe working conditions, eliminating of forced child labor, fair wages and appropriate terms of employment.
We adhere to the following principles:
- Always show respect for individuals as individuals, and do not treat people as members of a class (race, ethnicity, national or other origin, disability, age, gender, sexual orientation, language, religion, or any other characteristic).
- Base employment decisions on job qualifications (e.g. education, prior experience) and merit.
- Positive discrimination is tolerated in order to achieve equality and diversity.
- Consult with higher-level management if a conflict arises between these provisions and the laws, customs, or practices of a particular area.
Bullying, unwanted sexual attention and harassment
All our employees are entitled to be treated with dignity and respect. We have zero tolerance for bullying, unwanted sexual attention and harassment. Sexual harassment in the workplace will not be permitted or accepted.
Sexual harassment is defined as unwanted conduct of a sexual nature. The unwanted nature of sexual harassment distinguishes it from behaviour that is welcome and mutual. Sexual harassment may include unwelcome physical, verbal or non-verbal conduct, but may appear in other forms as well.
Right to privacy
The introduction of the General Data Protection Regulation (GDPR) is an ongoing process that impacts our way of handling personal data. We have developed policies and guidelines for data security and privacy that apply to all regions according to the GDPR standard. The regulation gives all our employees more control of their own personal data and ensures that the information is protected.
- Declarations of Consent
- Right to correct erroneous information
- Right to access personal information
- Right to limited processing of information
- Right to erase personal information
- Right to oppose processing of information
- Right to breach notification
- Right to be informed
- Right to transmit information to new employer
We have a whistleblower channel operated via an external service provider, EY. Our whistleblower channel is available to all employees at Workplace and through our intranet. Read our Whistleblowing procedure here.
Human rights in our value chain
Our suppliers are required to follow our Supplier Code of Conduct. They are expected to adhere to global standards for good corporate practice, including the United Nations Global Compact, the OECD Guidelines for Multinational Enterprises, the Norwegian Code of Practice for Corporate Governance and International Labor Standards on Forced and Child Labor.
As we are working to implement the United Nations Guiding Principles on Business and Human Rights, we’ll undertake a more systematic human rights due diligence going forward. The aim is to identify, prevent, mitigate, and account for human rights impacts in our supply chain.
Advocating for a human rights law for businesses
In recent years, several countries have used the UN Guiding Principles on Business and Human Rights as a starting point for establishing human rights laws for business. The Coalition for Responsible Business is a broad association of business, trade unions, civil society and other movements that advocate for a human rights law for businesses in Norway. Grieg Seafood is a member of this coalition. Read more about the coalition here.
Human rights risks in the transportation industry
Some areas in our supply chain have particular high risk of breaching human rights. One such area is labor rights in the transportation industry. Most of our salmon is transported by trucks to the European or North American markets. There are some particular risks connected to this part of our supply chain, which we are aware of and working to mitigate.
In Norway, truck drivers from abroad may not always be equipped for driving during winter conditions. While regulations on the matter are strict, some are still breaching the rules, which can potentially cause deadly road accidents in our local communities. Such breaches are particularly severe in Finnmark, where winter conditions occur during large parts of the year. To mitigate the challenge, Grieg Seafood Finnmark is taking part in the “Safe trucking” project organized by the Norwegian Seafood Federation. Before each truck leaves the processing plant, employees check whether tires and other trucking conditions are suitable for driving during cold temperatures. Trucks not deemed fit for driving, will not receive any cargo, and police is contacted when appropriate.
So-called “social dumping”, to use cheaper foreign labour, can be another issue in the transportation sector serving Norway. While most follow the regulations, some transportation companies are accused of bending the rules regarding employee rights or HSE. Grieg Seafood is mainly working with large transportation suppliers to reduce these risks, and require all Norwegian regulations to be followed. We are also working on improving requirements to transportation companies, making them more comprehensive.