british american tobacco p.l.c. sustainability report 2010 - Human rights

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Sustainability Report 2010

Strategy and management

HR1 Percentage and total number of significant investment agreements that include human rights clauses or that underwent human rights screening

We do not report on this indicator as we do not believe it is relevant to our business.

HR2 Percentage of significant suppliers and contractors that have undergone screening on human rights and actions taken

We do not collate this data as a global percentage. All our tobacco leaf suppliers and our major suppliers of other raw materials are subject to detailed performance assessment, including on human rights criteria.

Our Social Responsibility in Tobacco Production (SRTP) programme applies to all our tobacco leaf suppliers and includes elements relevant to human rights such as occupational health and safety in leaf processing, farmers’ standards of living and eliminating exploitative child labour in the tobacco growing supply chain. SRTP includes a process of reviewing and scoring leaf suppliers’ operations.

For more about SRTP, including suppliers’ review scores, see the supply chain section of this Report.

For more about addressing child labour in the leaf supply chain, including suppliers’ review scores on this issue, see the people and culture section of this Report.

Our Business Enabler Survey Tool (BEST) establishes the standards we expect from our suppliers of raw materials other than leaf. It assesses suppliers’ performance against 108 criteria and suppliers must achieve an overall grading of Approved, Qualified or Certified in order to be retained. The criteria include human rights elements such as occupational health and safety, working conditions, employee benefits, child labour, forced, bonded and slave labour, discrimination, collective bargaining and freedom to join unions, records of harassment, abuse or bullying and the history of any strikes.

For more about BEST, see the supply chain section of this Report.

In 2010, we formalised our requirements for all suppliers, including sustainability criteria such as worker rights and child labour. We are incorporating these into our framework agreements with global suppliers, and we encourage all our local companies to include such criteria in their supplier terms and conditions. You can read more about this at www.bat.com/suppliers Opens in new window.

HR3 Total hours of employee training on policies and procedures concerning aspects of human rights that are relevant to operations, including the percentage of employees trained

This information is more relevant at a local level and we do not collate global data on it.

HR4 Total number of incidents of discrimination and actions taken

We do not currently collate this information for the Group. However, our Group Employment Principles make clear that we are against all forms of unfair discrimination. We are dedicated to providing equal opportunity to each employee and will not discriminate when making decisions on hiring, promotion or retirement on the grounds of employees’ or candidates’ race, colour, gender, age, social class, religion, smoking habits, sexual orientation, politics or disability. Our approach is based on the inherent requirements of the role to be performed. A fundamental aim is to ensure a diverse and representative workforce profile through equal employment opportunities. Our companies also observe national legislation relevant to positive discrimination.

Our companies’ performance against our Employment Principles is monitored through risk management processes and internal audit controls and committees. You can download a copy of our Employment Principles at www.bat.com/principles Opens in new window.

HR5 Operations identified in which the right to exercise freedom of association or collective bargaining may be at significant risk, and actions taken to support these rights

This information is more relevant locally and we do not collate global data on it.

HR6 Operations identified as having significant risk for incidents of child labour, and measures taken to contribute to the elimination of child labour

As set out in our Child Labour Policy and Group Employment Principles, we are committed to the principles of protecting children from child labour exploitation. You can download copies of our Child Labour Policy and Group Employment Principles at www.bat.com/principles Opens in new window.

Child labour continues to be a key human rights issue for any industry that incorporates an agricultural supply chain, and tobacco growing is no exception. We work to eliminate this in our tobacco leaf supply chain through our Social Responsibility in Tobacco Production (SRTP) programme, which addresses the social and environmental issues associated with tobacco growing and processing, including child labour, and reaches more than 200,000 farmers who supply all the leaf we buy.

SRTP includes a process of reviewing and scoring leaf suppliers’ operations. There is more about SRTP, including suppliers’ review scores on addressing child labour, in the supply chain and people and culture sections of this Report.

We also helped to establish the Eliminating Child Labour in Tobacco Growing (ECLT) Foundation, along with the International Tobacco Growers’ Association and the trades unions in our sector. We continue actively to support its work. The Foundation supports and funds local projects, researches child labour in tobacco agriculture and establishes and shares best practice. There is more about the ECLT Foundation at its website www.eclt.org Opens in new window and at www.bat.com/eliminatingchildlabour Opens in new window.

In addition some of our markets carry out corporate social investment projects focusing on eliminating child labour. For example our company in Mexico supports the Blossom Programme which provides education, nutrition, recreation and health to field workers’ children.

Management of human rights within the Group, including child labour, is monitored through risk management processes and internal audit controls and committees. Our companies are required to assess risks to human rights both within their operations and their supply chains, and their performance in addressing these is reviewed by our audit and CSR committees.

HR7 Operations identified as having significant risk for incidents of forced or compulsory labour, and measures taken to contribute to the elimination of forced or compulsory labour

Our Group Employment Principles make it clear that we will not tolerate any form of forced or compulsory labour within our companies’ operations. Our process for identifying and monitoring such human rights risk is outlined in the people and culture section of this Report.

Our companies’ performance against our Employment Principles is monitored through risk management processes and internal audit controls and committees. You can download a copy of our Employment Principles at www.bat.com/principles Opens in new window.

HR8 Percentage of security personnel trained in the organisation's policies or procedures concerning aspects of human rights that are relevant to operations

We do not report on this indicator as we do not believe it is relevant to our business.

HR9 Total number of incidents of violations involving rights of indigenous people and actions taken

This information is more relevant locally and we do not collate global data on it.