We continue to build an ethical, diverse and trusted company, where everyone impacted by our operations can feel confident that their rights are respected.
We will earn the trust of everyone impacted by our operations, demonstrating our commitment to ethics, diversity and human rights through our words and actions. This includes working to ensure the health and safety of our employees, and promoting societal benefit through community investment activities.
Roadmap 2020 to 2030
- Continue to build a Group-wide approach to human rights and ensure strong management of human rights issues.
- Drive a company culture based on ethics, integrity and respect by providing leadership that demonstrates and nurtures inclusion and accountability. This will foster an environment where people feel safe to speak up.
- Take proactive measures to ensure that various elements of the global anti-corruption compliance program are effective in practice.
- Ensure a pathway to industry leadership in diversity & inclusion by developing and implementing a global roadmap.
- Electrolux will be the leader on health and safety in the appliance industry, wherever we operate in the world.
- Continue to invest in the communities in which we operate in around the world.
The case for action
A strong culture of ethics is vital for stakeholder trust and long-term business success. Consumers are increasingly making purchasing choices based on whether a company is perceived as being trustworthy and how it contributes to society.
Additionally, employees prefer to work for a company with values that match their own. Corruption also increases the cost of doing business globally by up to 10% on average, according to the World Economic Forum.
The wellbeing and safety of our colleagues is of course extremely important. We have a duty of care toward every individual working for Electrolux, and we take this seriously. Our commitment applies wherever Electrolux operates in the world, and goes beyond local regulations.
It is well known that diversity and inclusion (D&I) can support profitability and innovation, and that more diverse companies outperform organizations that do not invest in this area.
Our company is built on trust, which means everything we do and all decisions we make are governed by the principles of ethics, integrity, and respect for people and our planet – regardless of where in the world we operate. Our approach involves working within our company through health, safety and diversity, and promoting societal benefit through community investment.
The Electrolux Code of Conduct, our Workplace Policy, our People Policy and our Anti-Corruption Policy are the foundation for our work with ethics, anti-corruption and human rights. Our Human Rights Policy Statement, an integrated part of the Code of Conduct, and a Human Rights Directive guide our efforts to assess, manage and mitigate risks in these areas. Communication and educational efforts are used to ensure employees are aware of and understand what our Code and policies mean in practice.
Our Code of Conduct
The Electrolux Code of Conduct forms the platform for our efforts to ensure high standards of ethics and human rights within the Group. The Code summarizes our key policies and is a guide for employees on how to conduct themselves in line with the principles of ethics, integrity and respect. It covers areas such as respect for people, anti-corruption, conflict of interest, fraud, privacy of information, health, safety and respect for the environment, and constitutes the basis of our Ethics program. It also helps define our expectations throughout the value chain.
Communication and educational efforts are used to ensure employees are aware of and understand what our Code and policies mean in practice. Breaches of our Code and Group policies can lead to disciplinary action that can include dismissal.
Workplace Policy self-assessments and audits
The implementation of our Workplace Policy and Directive is followed up by two main procedures – an annual self-assessment for all manufacturing sites (the awareness, learning, feedback and assessment (ALFA) survey), and bi-annual Workplace Policy audits of high-risk sites. Both procedures are central, not only for the follow up, but also for educating and reminding line managers of their responsibilities for making Workplace Policy alignment a part of their daily activities.
Human rights assessments
We conduct local assessments of operations located in high-risk countries from a human rights and corruption perspective. The assessments focus on identifying the risk of harming people as a direct or indirect result of our operations. They include web-based, anonymous surveys and interviews conducted by Electrolux internal specialists and third-party experts on human rights and corruption.
The interviews typically involve a broad range of workers, sales representatives and managers at Electrolux, as well as external stakeholders such as civil society and academia to understand the risks in the country. The assessment outcomes are agreed in interactive workshops with the local management.
Read more in Understanding and managing our human rights risks.
Electrolux has a zero-tolerance policy toward corruption, and we are committed to complying with all applicable anti-corruption laws. Improvements and enhancements to our compliance program are guided by recommendations issued by industry and regulatory bodies, including those based in the UK, France, U.S. and the OECD. Executive and senior management throughout the company oversee the implementation and effectiveness of the program, and their efforts are coordinated at Group level.
The Group Anti-corruption Policy (in addition to the Code of Conduct) is key to the anti-corruption compliance program, which applies to all persons who work with or on behalf of Electrolux. Our suppliers are subject to anti-corruption requirements as part of our Responsible Sourcing Program. The Group Policy is supplemented by more in-depth guidance for employees in certain areas, such as gifts, hospitality and events.
Through the Ethics at Electrolux program, employees are encouraged to report incidents to their manager, HR department, Internal Audit or another relevant person in the organization. They can use our whistleblowing system – the Ethics Helpline – where incidents can be reported confidentially and in local languages.
Governance for ethics and human rights
Accountability for the Ethics Program and oversight of human rights lie with the cross-functional Ethics & Human Rights Steering Group, which includes representatives from Group Management. Human rights procedures engage many functions throughout our organization, from Sustainability Affairs and Human Resources to Purchasing, Operations and Legal.
Employee engagement survey
Electrolux evaluates the engagement of its employees through the Employee Engagement Survey (EES). The survey includes metrics on important aspects of the company’s efforts to act ethically and respect human rights, including the understanding of our Code of Conduct, trust in the Ethics Helpline and equal opportunities.
Diversity & inclusion
The HR Executive Team (HRX) owns the Diversity & Inclusion (D&I) Framework, including the setting of priorities, establishment of global objectives and monitoring progress. A central taskforce organized in workstreams develops proposals for initiatives, for review and approval by HRX, prior to implementation.
Health and safety
Health and safety have long been a fundamental part of our values and our sustainability agenda, with clear targets and processes in place to ensure real progress.
All employees and contractors in production are covered by a reporting system to track incidents and hours worked, and apply the same occupational, health and safety (OHS) management system throughout the Group and among our contractors. All manufacturing sites have Central Safety Committees that include managers, workers and worker representatives. All employees receive safety training when they start at Electrolux and annual training tailored to their function.
We established the Electrolux Food Foundation in 2016, as we focused our community investment efforts on the challenge of feeding the growing global population sustainably. We want to contribute with our skills and resources, and together with our Feed the Planet partners, to train, engage and inspire people to cook and eat more sustainably, and also to support people in need. Read more here.
- Bridging different cultures and local practices in a global organization.
- Raising the bar on Diversity & Inclusion – identifying and addressing barriers to greater inclusion.
- Ensure that our approach to community investment leverages our global presence and our partnerships, while at the same time allows local adaption and delivers tangible societal benefit.
- The most significant health and safety risks occur in our warehouses and technical departments, and when working with external contractors.