ADVANCES IN RESPONSIBLE MANAGEMENT
[4.8, HR.a, HR.b, HR.c] Fluidra believes that social responsibili- ty is a transversal concept and that it should form an integral part of the organisation’s corporate culture in all processes, which the company strives to achieve on a continual basis.
We are committed in the fight to respect the human rights of all individuals, regardless of race, colour, sex, language, re- ligion, political or other persuasion, national or social origin, economic status, birth, or any other condition as specified in Article 2 of the Universal Declaration of Human Rights.
into the eight main languages used by Fluidra’s companies around the world so that everybody was able to read and understand it, and is now used as a tool for training staff and newcomers to the company. [HR3, SO3]
Mission
To promote progress in society through the sustainable use of water in its leisure, domestic and industrial uses.
Values
Adaptation: We are able to adapt to the market with ease, efficiency and rigour.
Innovation: We boost the culture of innovation with enthusiasm and creativity in order to overcome new challenges.
Accessibility: We address the concerns of our stakeholders.
Transparency: Honesty, coherence and respect form part of our day-to-day practices.
Fluidra has a social responsibility policy that contains all of the principles that govern the way the organisation is run, as well as a number of management policies to which human resources and other departments are subject to ensure hu- man rights are respected right across the organisation.
Fluidra has been signed up to the United Nations’ Global Compact since 2007. One year later, it designed and laun- ched its Code of Ethics, which was sent to all of the com- panies in the Group on all five continents. It was translated
[HR.e] Since its launch, Fluidra has monitored the dissemi- nation of the Code of Ethics through its Committee for the Promotion of the Code of Ethics and has spared no efforts in making sure that all of the companies in the Group con- vey its contents to their employees. The Code promotes a number of basic values and principles that coincide with the UN’s global principles, which everyone who works for the Group must respect.
An ethical channel has been put in place through which all employees are able to address complaints, report violations of the Code or make suggestions to the Committee for the Promotion of the Code of Ethics. Since it was set up, the Committee has received a few complaints, which although not significant with regard to the violation of human rights have all been investigated and a satisfactory response given in all cases. [HR4]
In 2011, work continued on the Code of Ethics in order to add some new forms of intolerable conduct and behaviour to re- flect the changes made to the new Spanish criminal code.
In 2012, a new training programme will be designed and im- plemented that will enable everybody who belongs to Flui- dra to update and deepen their knowledge of the Code of Ethics, and the values and behaviour associated with it.
Internally, risk is controlled as the company has a respectful and close relationship with its employees, as well as having mechanisms for detecting and controlling misconduct. Fluidra has a human resources management policy, which combined with the practices of the various human resources teams and managers ensures that diversity is respected and all employees are given equal opportunities. The same is true of new recruitment processes, which at all times are subject to the laws in each country and endeavour to improve the working conditions of all employees hired.
Externally, however, despite the fact that we are in the pro- cess of involving our suppliers by making them sign human rights clauses in our agreements with them, we do not cu- rrently have the means to control them directly. The main problem in this area is that we work with suppliers based in
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ADVANCES IN RESPONSIBLE MANAGEMENT
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