52. Chapter 4: The employees Consequently, throughout this ongoing process, all our managers 'own' the engagement process. They are required to translate survey results into tangible actions with their own areas of responsibility. Their performance is measured against their success in doing so. We also encourage leadership development initiatives and leadership communication programmes within our operating companies. A great example of this is Teamtalk: a team briefing process based around a strategic core brief that is delivered by front line managers. Last year we piloted Teamtalk in Lebanon and Italy. The results of our pilots were encouraging: they showed that employees clearly take pride in working for an international organisation and want to be kept informed about the full picture. However, the degree to which people in different markets and at different levels, either understand or are interested in the global context varies greatly. For this reason, we will use the results from the pilots to customise and localise Teamtalk prior to rolling it out in our priority markets. We will allocate time and resources to develop our managers' communication and facilitation skills in one market, while using the process to further support existing face-to-face communication with executives in another. In 2006, we will also launch CEO dialogue sessions, designed to align employees across our business and provide them with the opportunity to challenge our approach and share their ideas with us. Ultimately, Heineken aims to make engagement a way of life throughout our organisation, continuously capturing our employees' hearts and minds with a clear, unifying vision. Employee rights Heineken endorses the principles underlying the Universal Declaration of Human Rights: respect for the dignity of all people, irrespective of race, religion, sexual orientation or political conviction. Heineken will not cooperate, actively or passively, directly or indirectly, in any violation of human rights and will support its employees if their rights are violated by third parties. We are willing to declare, in the most appropriate manner, our position on the human rights situation in countries in which we operate and we seek to ensure that our employees are aware of their rights. Human rights concerns are complex. In reality, the term 'Human Rights' refers not to a single issue, but to a number of issues that are of the utmost importance to our company and to mankind in general. We make a distinction between the internal component of human rights - those rights relating to our own people in their capacity as employees of our company - and the external component, referring to the general human rights Heineken N.V. - 2004/2005 Sustainability Report

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Heineken - Milieuverslag | 2004 | | pagina 54