This should include:

• working to eliminate any form of harassment and bullying within the workplace, whether it is of a sexual, verbal, non-verbal or physical nature; and
• treating all Workers with dignity and respect, promoting diversity and inclusion, and not practising any form of unlawful discrimination.

Discrimination can include (but is not limited to) allowing race, ethnicity, colour, gender, age, disability, sexual orientation, gender identity and expression, class, religion, politics, marital status, pregnancy status, union membership or any other characteristic protected by law to influence our judgment when it comes to the recruitment, development, advancement or exit of any employee.

Suppliers must provide and maintain safe and healthy working conditions.

Specifically, this should include (but not be limited to):

• adopting procedures to identify and address occupational health and safety hazards and associated risks, and implement safe working practices;
• conducting fire risk assessments appropriate to the workplace or facility, and/or activity, and implementing fire safety plans and appropriate fire prevention and emergency evacuation systems and procedures;
• providing (where relevant) appropriate personal protective equipment (PPE) to prevent occupational injuries or ill health;
• implementing (where relevant) appropriate control measures to ensure the safe handling, storage, transfer and disposal of substances hazardous to health or the environment, including flammable materials;
• providing appropriate and regular training and communications, including consultation, where necessary, so that Workers are aware of the health and safety risks and procedures relevant to their work; and
• where accommodation is provided, ensure it is clean, safe and meets basic standards for acceptable living conditions and the needs of Workers.

Suppliers must ensure all Workers are able (subject to applicable laws) to exercise their right to freedom of association and collective bargaining.

This includes the right to be represented by recognised trade unions or other bona fide representatives within the framework of law, regulation, prevailing labour relations and practices, and agreed company procedures. Such Workers and representatives should be able to carry out their lawful activities in the workplace without detriment.

Suppliers must provide fair wages and benefits.

At a minimum, Suppliers must comply with applicable minimum wage legislation and other applicable laws or collective bargaining agreements.

We are committed to working towards zero child labour in our supply chain.

Specifically, we require all Suppliers to follow the guidelines of the International Labour Organization that:

• any work which is considered hazardous or likely to harm the health, safety or morals of children should not be done by anyone under the age of 18; and
• the minimum age for work should not be below the minimum age for work under local law or below the legal age for finishing compulsory schooling and, in any case, not less than the age of 15.

Where local law permits, children between the ages of 13 and 15 yearsold may do light work, provided it does not hinder their education or vocational training, or include any activity which is considered hazardous or could be harmful to their health or development (for example, handling mechanical equipment or agrochemicals). We also recognise training or work experience schemes approved by a competent authority as an exception.

Suppliers must ensure operations are free from modern slavery and exploitation of labour.

This includes slavery, servitude and forced, compulsory, bonded, involuntary, trafficked or exploited labour.

As such, Suppliers and agents/labour brokers or third parties working on their behalf, should not require Workers to:

• pay recruitment fees, take out loans or pay unreasonable service charges or deposits; or
• surrender original identity papers, passports or withhold permits.

Where national law or employment procedures require use of identity papers, Suppliers must use them strictly in accordance with the law.

Identity papers should only ever be retained or stored for reasons of security or safekeeping and only with the informed, genuine and written consent of the Worker. The Worker should have unlimited access to retrieve them, at all times, without any constraints.

Conflict minerals are certain minerals originating from conflict-affected and high-risk areas that could directly or indirectly finance or benefit armed groups or human rights abuses.

Where products or materials supplied to the Group contain any columbite-tantalite (coltan), cassiterite, gold, wolframite, cobalt or their derivatives (which include tantalum, tin and tungsten), we expect Suppliers to take the following steps to ensure that they are not conflict minerals:

• work to exercise appropriate due diligence;
• perform reasonable country of origin enquiries, including requiring its Suppliers to engage in similar due diligence; and
• provide the Group (where requested) with available information relating to due diligence and country of origin enquiries.

Suppliers must comply with all applicable working time laws and other applicable laws or collective bargaining agreements, including taking account of any legally mandated maximum working hours requirements.