Group Sustainability CodeGP/SS/01/21

GroupSustainability CodePublicGroup Sustainability CodeIntroduction
The British Standards Institution, together with its subsidiaries (“BSI”) believes in challenging
complacency and helping organizations make excellence a habit. We are an independent, non-profit
distributing organization, established under Royal Charter. Our responsibility to business and society
has been a part of BSI’s role since our inception in 1901. We are committed to making a positive
impact both through our own actions and by helping others to enable a resilient world.
BSI’s Sustainability Code (the “Code”) is not intended to provide an exhaustive list of requirements but,rather, to provide a foundation of principles from which we work and from which we also expect ourbusiness partners to work. Our business partners include, but are not limited to, Contractors andSuppliers. The provisions of this Code constitute minimum, and not maximum, requirements, and thisCode should not be used to prevent BSI, or any of our business partners, from exceeding these. Where
local laws afford greater protection than the Code then these take precedence.

Our business partners
We aim to align our requirements with internationally accepted guidelines, to reduce the complianceburden on our business partners. This Code was developed with reference to BS ISO 26000: Guidanceon Social Responsibility; BS ISO 20400: Guidance on Sustainable Procurement, the UN Universal
Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the UN
Guiding Principles on Business and Human Rights the International Labour Organisation (ILO) CoreConventions, UN Global Compact, the Ethical Trading Initiative (ETI) Base Code, as well as the BSI Codeof Business Ethics and relevant BSI internal policies.
It is our business partners’ responsibility to achieve and maintain the requirements set out in the Code.
We expect our business partners to have a process to communicate requirements, at least equivalent tothis Code, to their suppliers.
We will work collaboratively with our business partners, guided by our values of integrity, respect andexpertise. We will be transparent with our business partners and provide guidance and training, ifrequested, to help them understand the requirements of this Code.
BSI operates a framework to ensure its own compliance with the Code and is audited, both internallyand externally, from time to time. BSI reserves the right to require business partners to provide
equivalent assurance that they uphold the requirements of this Code.
It is the contractual duty of the business partner to inform BSI if it breaches the Code in any way. Incases where business partners do not meet the requirements of this Code, BSI expects them to bewilling to work systematically to meet the requirements or to reach an alternative solution satisfactory tothe Head of Group Sustainability. Violations of the Code and unwillingness to improve will give BSI theright to terminate a contract.

Queries or concerns
All queries or concerns relating to the Code should be addressed, in the first instance, to your BSI
contact or to sustainability@bsigroup.com A confidential and independent whistleblowing telephoneservice is also available for Employees, business partners and other individuals outside BSI to reportanonymously any practices they consider to be in breach of BSI’s Sustainability Code or Code ofBusiness Ethics. All bona fide reports or complaints of non-compliance or of unlawful behaviour(whether made anonymously or attributably) will be investigated appropriately. A business partner’s
relationship with BSI will not be adversely affected by an honest report of potential misconduct.
PublicGroup Sustainability CodeThe principles of the Code
1. Legal compliance
1.1

BSI conducts its business in full compliance with the laws, rules and regulations of the countries
where it operates.

2. Organizational governance
2.1

BSI has appropriate policies, procedures and management systems (informal or formal) in place toenable us to make and implement decisions, including decisions about sustainability.

3. Anti-bribery and corruption
3.1

BSI has a zero tolerance approach to bribery and corruption. BSI is committed to conducting itself
fairly, honestly and lawfully in all its business dealings and relationships globally. BSI employees,
agents and other representatives are prohibited from giving or receiving money or gifts which
could be construed as bribes.

3.2

BSI is bound by the laws of the UK, including the Bribery Act 2010, which governs our conductboth in the UK and worldwide. BSI is also committed to upholding all laws relevant to countering
bribery and corruption in all the jurisdictions in which we operate.

4. Anti-trust and fair competition
4.1

BSI prohibits practices which seek to increase sales other than through legitimate sales andmarketing efforts.

5. Information security
5.1

BSI seeks to maintain the confidentiality of commercial and personal information in its charge. BSI
has established an Information Security Management System (ISMS) framework to protect its
information assets. An information asset is any information or information system which issensitive, confidential or has value to BSI, including third party information processed by BSI.

6. Whistleblowing
6.1

Employees can be the first people who realise in the event that there may be something wrong
within the organization for which they work but sometimes feel inhibited in expressing theirconcerns. BSI has a whistleblowing procedure and provides a whistle-blower hotline to raise
serious concerns to BSI.

7. Human rights, slavery & labour practices
BSI treats its workers with respect, and works to ensure that their basic human rights areprotected and promoted, including but not limited to:

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7.1

Employment relationships

7.1.1

BSI has a process that enables us to ensure that all workers on our premises are documented,
and have a right to work legally.

7.1.2

BSI ensures that all workers are provided with written and understandable information about
their employment conditions, including wages, hours, and holidays, before they enter into
employment; and about details of their wages for the pay period concerned each time that theyare paid.

7.2

Employment is freely chosen

7.2.1

All work is conducted on a voluntary basis, and not under threat of any penalty or sanctions.

7.2.2

Workers are not required to lodge "deposits" or their identity papers with BSI, labour providers or
agencies to obtain work, and are free to leave after reasonable notice.

7.3

Modern Slavery

7.3.1

BSI has a zero tolerance approach to modern slavery. It takes action to prevent slavery,
servitude, forced or compulsory labour and human trafficking (modern slavery), a crime and aviolation of fundamental human rights within its own business and supply chain, in line with theUK Modern Slavery Act (2015) requirements and guidance, and other country specific legislation.

7.3.2

BSI reserves the right to require Contractors, Suppliers and other business partners toprovide assurance that neither they, nor their own suppliers, engage in any form of modernslavery.

7.4

Freedom of Association and right to collective bargaining is respected

7.4.1

Workers, without distinction, have the right to join or form trade unions of their own choosing
and to bargain collectively, without prior authorisation from management, according to nationallaw.

7.4.2

BSI adopts an open attitude towards worker representation and the activities of trade unions.

7.4.3

BSI does not discriminate against or otherwise penalise worker representatives and gives worker
representatives access to the workplace in order to carry out their representative functions, inaccordance with national law and international labour standards.

7.4.4

Where the right to freedom of association and collective bargaining is restricted or prohibited
under law, BSI does not hinder workers from developing alternative mechanisms to express theirgrievances and protect their rights regarding working conditions and terms of employment.

7.5

Working conditions are safe and hygienic

7.5.1

BSI provides a safe and hygienic working environment, bearing in mind the prevailing knowledgeof the industry, legal requirements and of any specific hazards. Adequate steps are taken toprevent accidents and injury to health arising out of, associated with, or occurring in the courseof work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in theworking environment.

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7.5.2

Workers receive regular and recorded health and safety training, and such training shall be
repeated for new or reassigned workers.

7.5.3

Access to clean toilet facilities and to potable water and, if appropriate, sanitary facilities for foodstorage is provided.

7.5.4

Accommodation, where provided, is clean, safe, and meets the basic needs of the workers.

7.5.5

Responsibility for health and safety shall be assigned to a senior management representative andregular risk assessments must be carried out.

7.5.6

Access to adequate medical assistance and facilities must be provided.

7.6

Child labour shall not be used

7.6.1

There is no recruitment of child labour. BSI implements robust age verification checks as part of
the recruitment process.

7.6.2

BSI does not employ any person under the age of 15, unless local minimum age law stipulates ahigher age for work or mandatory schooling, in which case the higher age shall apply. If,
however, local minimum age law is set at 14 years of age in accordance with developing country
exceptions under ILO Convention No. 138, the lower will apply.

7.6.3

Children and young persons under 18 are not employed at night or in hazardous conditions.

7.7

Compensation is paid

7.7.1

BSI ensures that wages and benefits paid for a standard working week meet, at a minimum,
national legal standards or industry benchmark standards, whichever is higher.

7.7.2

BSI has a transparent process to ensure that workers understand their wages before they enter
employment, and about the particulars of their wages for the pay period concerned each timethat they are paid.

7.7.3

BSI does not make deductions from wages as a disciplinary measure, nor shall any deductions
from wages not provided for by national law be permitted without the expressed permission of
the worker concerned. All deductions are recorded.

7.7.4

Wages are paid regularly and on-time.

7.8

Working hours are not excessive

7.8.1

Working hours comply with national laws, collective agreements, and the provisions of 7.8.2 to
7.8.5 below, which are based on international labour standards, whichever affords the greater
protection for workers.

7.8.2

Working hours, excluding overtime, are defined by contract, and shall not exceed 48 hours perweek*. All overtime is voluntary. Overtime is used responsibly, taking into account all thefollowing: the extent, frequency and hours worked by individual workers and the workforce as awhole. It is not used to replace regular employment.

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7.8.3

7.8.4

The total hours worked in any seven-day period shall not exceed 60 hours, except in exceptional
circumstances where all of the following are met:i.

This is allowed by national law;ii.

It is allowed by a collective agreement, freely negotiated with a workers’ organization
representing a significant portion of the workforce;iii.

Appropriate safeguards are taken to protect the workers’ health and safety;iv.

BSI can demonstrate that exceptional circumstances apply, such as unexpected
production peaks, accidents or emergencies;

Workers are provided with at least one day off in every seven-day period or, where allowed bynational law, two days off in every 14-day period, as well as national holiday.
* International standards recommend the progressive reduction of normal hours of work, whenappropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.

7.9

Discrimination and equal opportunities

7.9.1

BSI treats all workers with respect and dignity.

7.9.2

BSI bases the employment relationship on the principle of equal opportunity and fair treatment.
BSI does not engage in, support or tolerate discrimination in any area of employment.

7.9.3

BSI does not discriminate against any worker based on race, caste, social or national or ethnic
origin, language, belonging to an indigenous people, citizenship, economic grounds, religion,age, disability, gender identity or expression, marital status, pregnancy, maternity, paternity,caring responsibilities, sexual orientation, union membership or political affiliation or otheropinion in hiring or employment practices such as applications for employment, compensation,rewards, access to training, promotion, job assignments, discipline, termination or retirement.

7.9.4

BSI has an equal opportunities policy that promotes gender equity in employment practices,and states maternity and paternity leave provision and support for family care whereappropriate.

7.10 Regular employment is provided
7.10.1 To every extent possible, work performed is on the basis of recognised employment relationships
established through national law and practice and international labour standards.
7.10.2 Obligations to workers under labour or social security laws and regulations arising from theregular employment relationship are not avoided through the use of labour-only contracting, subcontracting, or home-working arrangements, or through apprenticeship schemes where there is
no real intent to impart skills or provide regular employment, nor shall any such obligations beavoided through the excessive use of fixed-term contracts of employment.

PublicGroup Sustainability Code7.11 No harsh or inhumane treatment is allowed
7.11.1 BSI commits to a workplace free of inhumane treatment and harassment.
7.11.2 BSI prohibits, and does not tolerate, physical abuse or discipline, the threat of physical abuse,sexual or other harassment and verbal abuse, corporal punishment, mental coercion, physicalcoercion or other forms of intimidation. Any disciplinary measures taken are recorded.
7.11.3 BSI provides training on non-discrimination and harassment where possible.
7.12 Disciplinary procedures and grievances
7.12.1 BSI has established written disciplinary procedures and explains them in clear andunderstandable terms to its workers. All disciplinary actions and performance management
actions are recorded and explained to workers. Workers have the right to trade union or otherappropriate representation at disciplinary action which may lead to significant disciplinary
penalties or dismissal.
7.12.2 BSI provides a grievance mechanism for workers (and their organizations, where they exist) toraise workplace concerns. This grievance mechanism involves an appropriate level ofmanagement and addresses concerns promptly, using an understandable and transparent
process that provides timely feedback to those concerned, without any retribution. The
mechanism also allows for anonymous complaints to be raised and addressed. The existence andscope of this mechanism is clearly communicated to all workers and their representatives, and all
workers have equal access.
7.12.3 BSI has developed processes for communicating and consulting with workers and theirdemocratically elected representatives to share information on the business and to gatherfeedback.

8. Environment
8.1

BSI complies with all local and national environmental regulations. We seek to protect theenvironment and work to minimize negative environmental impacts from our operations, products,services and supply chain. To every extent possible, actions include the prevention of pollution,reduction of waste, reduction of impacts associated with energy use and minimizing the use ofnatural resources. We also seek to undertake initiatives to promote greater environmentalresponsibility.

9. Community involvement and development
9.1

PublicWhere practical and appropriate, BSI actively contributes to our local communities, undertaking
activities such as: contributing to environmental protection, enhancing local environmental quality,
supporting the education of communities at all levels, in particular the education of children,
women and vulnerable groups in the local community and supply chain, the creation ofemployment opportunities, skills development, health improvement initiatives and socialinvestment and philanthropy.