Our goal is to have a set of management tools, business principles, policies, and a governance structure in place that are in line with, or exceed, the standards set for our industry, and that enable accountability for all elements of our sustainability framework.
The majority of our corporate policies are directly linked to our business principles. They provide our people around the world with specific guidance and instructions on their business behavior. Over the years, we have developed other key corporate policies related to compliance with competition law; business principles, insider dealing, bribery, gifts & hospitality, data protection, discrimination, intimidation and harassment, contract liability, and e-communications. These policies are a mandatory part of our induction training, and are highlighted during refresher training, tailored to the position of the relevant employee. Promoting best practices and raising awareness of relevant laws and policies is an ongoing process worldwide.
Understanding of our business principles is measured through our Randstad in Touch engagement survey. The results of this part of the survey can be found in the table below.
integrity & grievance mechanism
Under the Randstad misconduct reporting procedure, we encourage the reporting of serious misconduct, preferably directly to local management and through established operational channels. If, for any reason, these reporting lines are considered inappropriate or are likely to be ineffective, or if a complainant fears retaliation, use can be made of our special reporting facility. This reporting facility consists of a telephone hotline (accessible 24 hours a day via free local access numbers) and a secure webpage.
Understanding of our misconduct reporting procedure is measured through our Randstad in Touch engagement survey. The results of this part of the survey can be found in the table below.
We are signatories to, and participants in, the United Nations Global Compact and support its ten principles regarding human rights, labor rights, the protection of the environment and anti-corruption. The principles regarding labor are those outlined in the ILO Declaration on Fundamental Principles and Rights at Work: freedom of association and the right to collective bargaining, elimination of forced or compulsory labor, the abolition of child labor, and the elimination of discrimination in respect of employment and occupation. While always complying with national laws and practice, we are also committed to making the Global Compact principles part of the strategy, culture and day-to-day operations of Randstad, and the ten principles are therefore regarded as part of our business principles. Our CEO has expressed Randstad’s support to the UN’s Secretary-General, while also reiterating our commitment to make these principles part of our strategy, culture and day-to-day operations. In 2014, we signed the United Nations’ Call to Action to Governments to promote anti-corruption measures and to implement policies to establish systems of good governance. For more information please see our Human Rights Policy.
In any M&A project, the cultural fit between Randstad and the potential target as well as the risk profile of the potential target are essential aspects in the due diligence process. This includes looking at, a.o., their code of conduct and related policies - including on human rights, anti-corruption, ED&I, non-discrimination and data protection. In addition we would also look at, e.g., their supplier base, their standard contracts, clients etc. (to the extent permitted under competition law) to be able to properly assess the relevant risks. Serious negative findings on these aspects in the due diligence phase would usually be a reason not to proceed. Findings that we feel can be adjusted to our standards post acquisition will be addressed on completion of the transaction.
Our suppliers make an important contribution to the quality of our services. We therefore ask them to embrace our standards and to comply with our Supplier Code. This code is an integral part of our international terms and conditions. It aims to ensure that the procurement of goods, works, and services takes place in a socially responsible manner and in conformity with our business principles. In this code, we explicitly request our suppliers to respect our regulatory, social, and ecological principles, and to adopt practices consistent with those principles. The related purchasing blueprint was rolled out in 2014. This will allow us to gradually extend the coverage of our supplier code across all our countries.
Because of the nature of our business, our impact on the environment is far less than that of some other sectors, such as manufacturing. Almost all of our business is conducted in local markets, and we have many locations close to both clients and candidates, greatly reducing travel and the resulting CO2 emissions. Despite this inherently minimal impact, we do what we can to limit our ecological footprint. We do so by conserving energy, by using sustainable energy sources, and reducing water and paper usage, and while re-useing or recycling wherever possible. Please have a look at our environmental policy here.
Our environmental targets are:
In 2030, Randstad’s CO2 emissions per FTE have reduced 10% compared to 2018.
Sub targets reduction CO2 per FTE:
These will be linked to the Long Term Incentive of the Executive Board.
Additionally we have a another target:
- 10% decrease of the weighted average CO2 per KM by the end of 2022.
health and well-being guideline
This global health and well-being guideline aims to support Randstad and its employees to access information on how to maintain and improve health and well-being at work, either at the office or while working from home. Using the workplace as a setting to promote and support health and well-being makes good business sense and has many benefits for both Randstad and its employees.