Social
At IPCOM, we recognize that our operations and supply chains touch the lives of countless individuals around the world. We believe that every person associated with our business, whether directly employed by us, working within our supply chains, or part of the communities in which we operate, deserves to be treated with dignity and respect. Our commitment to human rights and labour standards is foundational to our values and our business practices.
Our Commitment to International Standards
IPCOM is committed to conducting its business in alignment with the highest international standards for human rights and labour. This commitment is grounded in our respect for:
- The United Nations Universal Declaration of Human Rights (UDHR), which sets out the fundamental human rights to be universally protected.
- The core conventions of the International Labour Organization (ILO), including those concerning the freedom of association, the right to collective bargaining, the abolition of forced labour, the elimination of child labour, and the elimination of discrimination in respect to employment and occupation.
- The United Nations Guiding Principles on Business and Human Rights (UNGPs), which outline the roles of businesses in respecting human rights and provide a framework for preventing and addressing human rights impacts associated with business activities.
- The principles of the OECD Guidelines for Multinational Enterprises, which provide non-binding principles and standards for responsible business conduct in a global context.
Non-Discrimination and Non-Harassment
Non-Discrimination
IPCOM prohibits discrimination on any grounds, including but not limited to race, color, sex, language, religion, political or other opinion, national or social origin, property, birth, age, disability, marital status, sexual orientation, gender identity or expression, health status, pregnancy, union membership, or any other status protected by applicable law.
Non-Harassment
IPCOM adopts a zero-tolerance policy towards any form of harassment, including bullying, discrimination, sexual harassment, aggression or any other behavior that colleagues or business partners may regard as offensive or degrading. This unwanted behaviour puts the well-being of workers at risk, including their mental and physical health, the quality of their work output and the performance of the organization.
Prohibition of Child Labour and Forced Labour
Prohibition of Child Labour
IPCOM undertakes not to employ children in violation of conventions 138 and 182 of the ILO. In any case, IPCOM will apply the age of 18 as the minimum age for employment, except in the framework of internship- or vocational training programs, organized in co-operation with schools and training institutes or approved by the competent authority. Special care will be taken that these young people, with a minimum age of 15, are fully protected and have received adequate safety training and instructions.
Prohibition of Forced Labour
In accordance with ILO conventions 29 and 105, IPCOM does not tolerate any form of forced labour including bonded labour, indentured and slave labour, or human trafficking. Our policies and practices ensure that all work is voluntary and that all employees have the freedom to leave their employment after giving reasonable notice. Employees must have the freedom to move freely and exit their workplace upon the completion of their scheduled working hours.
Wages and Working time
Wage Policy
At IPCOM, we believe that fair wages and benefits are essential to ensuring the well-being and dignity of workers, as well as to supporting a sustainable and ethical supply chain. Remuneration and all the other benefits are based on the principle of fairness and comply with the respective nationals laws and legal standards.
Working time and paid holidays
IPCOM commits to complying with national laws and standards on working hours, overtime, rest periods and paid leave. All overtime must be voluntary and compensated in accordance with national legislation. Family-friendly benefits (such as parental leave etc.) are offered in line with local legislation.
Flexibility and right to disconnect
We offer flexible working arrangements (e.g. part-time work, telework, etc.) where possible. We consider the right to disconnect a fundamental right that allows workers to refrain from engaging in work-related tasks, such as phone calls, emails and other digital communication, outside working hours.
Freedom of Association and Collective Bargaining
Freedom of Association
In accordance with ILO conventions 87 and 98, IPCOM recognizes and respects the freedom of its employees to choose whether to establish or to associate with any employee organization of their own choice (including labour unions) without the employer’s prior authorization.
Collective Bargaining
IPCOM subscribes to the principles of ILO Convention 135 and Recommendation 143 and recognizes the right of its employees to be represented by labour unions and other employee organizations to collectively bargain on employment conditions.
IPCOM and the respective employee organizations will co-operate constructively in a spirit of good faith. Even in cases of dispute the goal shall always be to maintain viable co-operation in the long term. This implicates, amongst others, the mutual respect of agreed commitments.
Safe & Healthy Work Environment
IPCOM is committed to providing a safe and healthy work environment for all its employees, contractors, and visitors. Our commitment goes beyond simply meeting regulatory standards; we aim to cultivate a proactive safety culture that is built upon the principles of awareness, engagement, and the active participation of every staff member.
Our safety culture is based on the following principles:
- Goal of Zero Accidents, based on the philosophy that every accident is preventable.
- Shared responsibility of both the organization and every individual employee.
- Proactive accident prevention and continuous improvement.
- Legal compliance, i.e. adherence to all applicable safety laws and regulations.
Our decentralized approach ensures we have a shared responsibility to protect the well-being of every IPCOM colleague, and our local teams are committed to continuous improvement of our safety culture.
Well-being and personal development
Well-being initiatives
Beyond physical health and safety, IPCOM is dedicated to the mental and emotional well-being of our employees. We are committed to engaging with our employees to provide a challenging, dynamic, flexible work environment where our core values are put in practice.
Open communication and feedback
At IPCOM, we believe in a culture of mutual accountability, ownership and transparency. Open communication, continuous feedback and performance appraisals are an essential part of this, for the growth of the company and the employee.
Training and development
We’re convinced that continuous learning and development are key to ensuring a skilled and engaged workforce, as well as to promoting long-term business success. Therefore, we invest in our workforce and aim to support people in their development and career growth.
Diversity & Inclusion
Equal Opportunities
IPCOM employees and companies use only merit, qualifications and other professional criteria as the basis for employee-related decisions, regarding for instance recruitment, training, compensation and promotion.
Diversity & Inclusion
In accordance to ILO convention 100 and 111, IPCOM is committed to an inclusive work culture and recognizes that all people are unique and valuable, and respects them for their individual abilities. We recognize that a diverse team provides access to a wider range of skill sets, experiences and different ways of thinking. It drives performance, innovation, and business growth. We strive to create diverse and inclusive workplaces, where every employee feels valued and can contribute towards the company’s mission, vision, and goals.
Every member of staff is obliged to follow our equality and diversity policy, and to prevent unlawful discrimination in all of their relationships.
