This is a classic part of CR based on the control over both physical environment and framework and policies that regulate employees’ working conditions, training programs and information about CR available to our employees. Legal compliance, human rights, diversity and fair working conditions are all important areas of responsibility.
SEMYOU’s Code of Conduct is the most important document that regulates this type of responsibility. Our Code of Conduct is not limited to the workplace; it also includes business ethics, cooperation and communication with suppliers and customers.
Today more attention is paid to companies’ role and impact outside the workplace. A company like SEMYOU can influence suppliers upstream in the value chain. Through our responsible procurement processes we can encourage suppliers to take responsibility for the environment, workplace, human rights and other CR aspects. The CR dimension of SEMYOU’s products and solutions enables us to influence our local community downstream in the value chain, during and after utilization period of products and solutions. Moreover, we encourage our customers to utilize and recycle SEMYOU’s products responsibly.
A materiality analysis is performed to identify the areas in the value chain where a company’s influence is most crucial. At SEMYOU, we perform a weighted analysis with the starting point in our operations, targets and strategy, and expectations from our stakeholders, to define the most material CR aspects.
Management of the workplace
SEMYOU’s policy in the area of Workplace Conditions is primarily regulated by the Group’s Code of Conduct (union issues, discrimination, diversity/equality and training/development), the Environmental and Health and Safety policies, and additional governing documents from Group Human Resources. Moreover, certain key performance indicators are followed up within Manufacturing Excellence on a monthly basis.
The overall responsibility for issues within the framework of this category rests on the Head of Group Human Resources, while responsibility for compliance in day-to-day operations rests on the line managers. It is also incumbent upon the managers to ensure that training in the Group’s Code of Conduct is included in employee training programs. The Group conducts educational activities and communications to support such programs.
The guiding principle for the monitoring of the Group’s adherence to the Code of Conduct is self-evaluation supported by randomly implemented third-party inspections. Issues about occupational health and safety are followed up with the assistance of the Safety@Work system, which is based on internal auditing.
Management of product
SEMYOU’s commitments in terms of responsibility in the product area is governed at an overall level by the Group’s Code of Conduct (Product quality and product safety) and the Environmental Policy.
The responsibility for product development and related product liability issues rest on each business area, since requirements are considerably varied between various customers and product segments, and it is therefore crucial that the management of these issues is adapted to each market. The ultimate responsibility rests on each business area president.
Each line manager is responsible for ensuring that the employees with responsibilities for these issues have up-to-date training and access to updated information regarding laws and other requirements, as well as market- and customer-specific requirements and systems.
Management Social responsibility
SEMYOU’s policy in the area of social responsibility is primarily regulated by the Group’s Code of Conduct (compliance with laws), the Communication Policy and Sponsorship Recommendations (programs/lobbying).
The overall responsibility for these issues rests on the head of Group Human Resources (Code of Conduct), the Group Legal Department (compliance with laws), Group Corporate Communications, (Communications Policy, Sponsorship Recommendations), while the responsibility for compliance in day-to-day operations rests on the line managers. It is also incumbent upon the managers to ensure that training in the Group’s Code of Conduct is included in employee training programs. The Group conducts educational and communications activities in support of these programs.