Sustainability Review (continued)
We value a passion for quality, enjoyment of life,
and respect for people and for our planet. Our values
represent what we stand for as a corporate citizen,
a business partner and an employer. They are part
of our company culture, and our Code of Business
Conduct, Supplier Marketing Codes.
Code of Business Conduct
Employees' and Human Rights
DEFICIÊNCIA NAOÉ RÓTULO.
Report of the
Report of the
Annual Report 2016
- As of 2016 year end, more than 50,000
employees had completed our Code of
Business Conduct training, either online
or in classroom sessions.
- At the end of 2016, module one and
module two of our anti-bribery e-learning
training programme were completed
more than 11,000 times. Module three
will be launched in 2017.
- We received 380 grievance reports
through Speak Up in 2016, up from 330
in 2015. Reports related to fraud (36%),
misconduct or inappropriate behaviour
(33%), discrimination and harassment
(7%), and other issues (24%).
- 64% of reports were substantiated and
corrective and preventative actions
taken where relevant and possible.
Actions included process and control
improvements, reimbursement of financial
loss and disciplinary measures.
- On 14 December 2015, former employees
of Bralima in Bukavu, DRC filed a complaint
with the Dutch National Contact Point
(NCP) with regard to an alleged violation
of the OECD Guidelines for Multinational
Enterprises. We accepted the NCP's offer
to enter into a mediation process and
welcome the opportunity to understand
the issues raised by the complainants
that occurred in 2003.
In 2016, 86% of our employees participated
in HEINEKEN's Employee Engagement
Survey. The Employee Engagement Index
score, which assesses the motivation,
commitment and willingness of our
employees to apply discretionary effort,
rose by 1% to 78%. This is 7% above the
externally benchmarked norm and marks
us out as a high-performing organisation
in relation to engagement.
We want to make sure there are equal
opportunities for all. Cultural diversity remains
our strong point. In 2016, we had 53 different
nationalities amongst our senior managers.
However, we need to do more to increase our
gender diversity. In 2017, we are rolling out a
renewed guide of Leadership Expectations
and a new Inclusion and Diversity Platform to
help us better leverage our global talent pool.
Growing a talent pipeline to build a diverse
organisation will take time.
gender in (2016) Male Female
- With the expert support of Shift, we are
developing a Human Rights Due Diligence
process based on the UN Guiding Principles
on Business and Human Rights. To better
understand the Human Rights related
challenges in our operations and supply
chain, we conducted a global gap analysis
and initiated Human Rights workshops
in Mexico, Myanmar and Nigeria.
Based on the insights, we will develop a
Human Rights action plan and guidance
for our operating companies in 2017.
- We participated in the 2016 pilot study of
the Corporate Human Rights Benchmark.
This benchmark ranks the top 500 globally
listed companies on their human rights
policy, process and performance.
- We started co-operating with the African
Studies Centre Leiden (Leiden University) to
have a closer look at the opportunities and
challenges of doing business in Africa, more
specifically in conflict zones and in markets
operating in difficult conditions.
We are increasing our dialogue with NGOs,
investors, government ministries and
NA HEÏWtKEN 50MQS TODOS JGUAIS.
For more on our Business Code of Conduct
and Employees' and Human Rights approach,
see our website