Givaudan
Human Rights
PolicyJanuary 2021

Givaudan Human Rights Policy 2

Our Commitment
to Respect HumanRights

We are led by a strong purpose;
Creating for happier, healthierlives with love for nature. Let’s
imagine together. As we strive to
be a force for good in the world,
we must take responsibility forour actions and act with empathy
and humility wherever we arepresent. We care about the impactof our decisions, large and small,on those around us. This includes
impacts on human rights andpreventing harm to any person(s)associated with our business.Our Commitment toRespect Human Rights
Givaudan has made an explicit commitment to respecthuman rights, including labour rights, as outlined in ourGroup-wide Principles of Conduct1. This Human Rights
policy responds to the needs of both our stakeholders andour own business to further elaborate on thiscommitment. Ultimately, respect for human rights is anessential guide to the right way of doing business and toliving our purpose. A commitment to high ethicalstandards, as well as transparency and honesty in ourdealings with employees, customers, suppliers and thecommunities where we operate, enables us to be aresponsible corporate citizen.
This policy applies to Givaudan’s direct operations, theentities we own and the facilities we manage. We expect
and support our suppliers to commit to respecting thesame human rights, including labour rights that wecommit to respect. This is outlined in our dedicatedResponsible Sourcing policy2 that is aligned to this policy.

Givaudan Human Rights Policy 3(including of Universal Declaration of Human Rights) andthe International Labour Organization’s Declaration on
Fundamental Principles and Rights at Work. Where ourown principles and practices are stricter than applicablelegislation and in alignment with applicable human rights
frameworks, we apply our internal higher standards.
Our effort towards upholding, and where applicablepromoting, human rights is ultimately grounded in, andhelps us to live up to, our commitments under the United
Nations Global Compact’s Ten Principles and the WBCSD’s
CEO Guide to Human Rights, to which we are signatories.
It also forms part of our contribution to realise theSustainable Development Goals, especially Goals 2, 3, 5, 6,8 and 17.

We recognise our responsibility to respect human rights
and fully endorse and support the UN Guiding Principles
for Business and Human Rights, the OECD Guidelines forMultinational Enterprises of June 2011 and the Tripartite
Declaration of Principles concerning Multinational
Enterprises and Social Policy of March 2017.
We commit to respect human rights, to act with due
diligence to avoid causing or contributing to human rights
abuses through our own activities, and to prevent andaddress human rights abuses that are linked to ouroperations, products or services around the world.
When referring to human rights, we refer to the rights
expressed in the International Bill of Human Rights

1

Our Principles of Conduct: https://www.givaudan.com/our-company/corporate-governance/code-of-conduct

2

Our Responsible Sourcing Policy: https://www.givaudan.com/file/65401/download

Goal 2
Zero Hunger

Goal 3
Good Health andWell-being
Goal 5
Gender Equality

Goal 6
Clean Water andSanitation
Goal 8Decent Work andEconomic Growth
Goal 17
Partnerships forthe goals

Key Human Rights
Focus Areas
Within the scope of our overarching humanrights commitment as outlined above, thefollowing focus areas, amongst others, aremost salient for Givaudan. These have been
identified as part of our regular ongoingengagement with stakeholders, both internaland external.

Givaudan Human Rights Policy 4

Right to Decent Workand Occupational Health and Safety
We align to the Ethical Trade Initiative’s (ETI) Base Codeprinciples3 and respect and adhere to all of its standards
including regarding working conditions, occupational
health and safety, working hours, wages and rest time.
We pay living wages in line with acceptable local legal
standards and ETI Base Code, and carry out regular wagebenchmarking exercises in geographies where we operate.
We do not demand working hours from our employees
beyond acceptable legal and industry standards. Any
overtime work, within acceptable limits, is purely
voluntary and specifically compensated. We provide
proper access to regular breaks for rest along withsufficient water and sanitation facilities.
We strive to manage risks associated with working inindustrial environments and with hazardous chemicals4.
Our goal at Givaudan is to eliminate accidents and get‘Everyone Home Safe, Everyday’. We recognise that mental
health is an important element of the overall health andwellbeing of an individual and we place particular emphasison this aspect as part of our health and safety efforts.

Consumer Health & Safety
Respecting our consumers’ human rights is an essential
part of our efforts, especially in relation to the safety ofour products and the potential impact on our consumers’
right to health. We commit to ensure that our products
are safe for the intended consumer use, and comply withall applicable laws and regulations. As a key player in the3

Our Social Responsibility Position Statement: https://www.givaudan.com/file/185811/download

4

Our Health and Safety Policy: https://www.givaudan.com/file/62576/download

fragrance and flavour industry we are also in a position topositively influence the wellbeing of consumers and aim todevelop products that promote wellbeing aspect aligned
to our purpose.

Equality and Non Discrimination
At Givaudan, we embrace equality throughout ourorganisation and are fully committed to respect theprinciple of equality by creating a balanced, diverse andinclusive workforce and environment. We believe equalityand diversity drives innovation and creates closer
connections with our employees, customers and partners.
In particular, we focus on equal treatment of women andmen, and believe that women’s empowerment is essential
to uphold human rights, achieve equitable economic
growth and promote social development in society.
We are fully committed to have equal pay for work ofequal value. Going beyond our direct operations, we also
explore and engage with our supply chain to promoteequal opportunities and women’s empowerment, throughour various company programmes.
We fully commit to respect the right to be free from any
form of discrimination and to ensuring equal opportunities
for success to people from all backgrounds and genders.
We recruit, employ and promote employees on the solebasis of the qualifications and abilities needed for thework to be performed, without regard to race, colour, age,gender, national origin, religion, sexual orientation or any
other category not relevant to performance, and we
expect our suppliers to do the same.

Key Human Rights
Focus Areas
Freedom of Associationand Collective Bargaining
We respect every individual’s right to freedom ofassociation and collective bargaining. We aim to cultivate
an environment where the employer and the employee
can better understand each other’s challenges and findways of resolving them, especially given that our global
workforce operates in an international market and must
be capable of adapting to rapid change. This is done byestablishing genuine dialogue with freely chosen
employee representatives.

No Child Labour
We do not practice or tolerate any form of child
exploitation, and we do not provide employment tochildren before they have completed their compulsory
education and in any event not before they reach the ageof 15. This applies to employment within Givaudan, and we
expect the same from our partners and suppliers withwhom we work. Where we observe young workers
engaged in business activities, but not legally qualifying as
child labour, we still work towards training and educating
stakeholders towards ensuring young workers are always
protected and their right to education is not infringed.

No Forced Labour, Compulsory Labouror Human Trafficking
All forms of forced and compulsory labour are against ourprinciples. We do not practice or tolerate any form ofexploitation or forced or compulsory labour including
prison labour, indentured labour, bonded labour, slave5

Our Community Efforts: http://www.givaudan-foundation.org/

Givaudan Human Rights Policy 5

labour or any form of human trafficking, and we expect
our suppliers to follow the same.

Free, Prior and Informed Consent (FPIC)
and Land Rights
We believe that land represents a source of identity andculture, and a very valuable economic asset. We respect
the rights and title to property and land of any individualor group, including Indigenous People or localcommunities, along with cultural rights, the right toself-determination and the right to non-discrimination inthis context. We therefore do not practice any form ofland grabbing, water, forest or mineral grabbing, which to
us represents a systemic violation of human rights. In any
negotiation with regard to property or land of suchindividuals or groups including the use of and transfers ofit, we adhere to the principles of free, prior and informed
consent (FPIC), contract transparency and disclosure.

Rights of Communities Where We Operate
We respect the human rights of people in communities
impacted by our activities and recognise that vulnerable
and marginalised groups deserve particular attention. We
seek to identify adverse human rights impacts and to takeappropriate steps to avoid, minimise and/or mitigate them.
We regularly and systematically engage with ourcommunities in stakeholder dialogue including to better
understand their needs. Through our community
engagement and various company programmes5, we
further strive to make a positive impact on the humanrights of those living in the communities where we operate.

Givaudan Human Rights Policy 6

Our Implementation
Journey
Due Diligence and Stakeholder Engagement

Remediation for Policy Violation

GovernanceTo put this policy into practice, we work to continuously
identify human rights impacts, avoid and address them,continuously monitor the effectiveness of our measuresand periodically report on our performance.

We have zero tolerance for any form of human rights
abuse and follow strict governance, grievance andremediation mechanisms to ensure compliance on ourprinciples and commitments.

We realise that we are on a journey of continuousimprovement. The environment we are operating in isconstantly changing and as such we need to regularly
review the way we respond. We also recognise thathuman rights are not a matter that we can address alone.
We need to work with governments, non-governmentalorganisations, our employees, suppliers, customers,communities and all other relevant stakeholders. Our
Responsible Sourcing policy already strives to ensure that
our suppliers adhere to the same principles as thosecontained in this policy.

We provide various mechanisms for raising concerns.
Employees can raise concerns regarding this policy inconfidence with a Local Compliance Officer, theCorporate Compliance Officer or the Legal Department
or through our internal Compliance Helpline. Thirdparties can raise issues in confidence to the Head ofGroup Ethics and Compliance by email to:
global.compliance@givaudan.com.

Responsibility for implementing our commitment to each
respective human rights focus area is managed by internalmanagement roles. Overall accountability for ensuring weuphold our human rights commitments lies with the Chief
Executive Officer, supported by our Executive Committee.

We are implementing a Group-wide human rights
programme, which will also include human rights
assessments and measures to identify and engage withvulnerable or marginalised groups as part of thestakeholder dialogue.

This broad governance structure for human rights
management ensures every part of the businessunderstands their responsibility and upholds theircontribution towards respecting human rights.

All issues will be handled in a confidential manner,consistent with Givaudan’s need to investigate, incompliance with legal requirements, and in cooperation
with law enforcement authorities, where required.
Givaudan does not tolerate any form of retaliation
against anyone who seeks advice or reports misconduct
in good faith.
Calvin GriederChairman

Gilles Andrier
Chief Executive Officer