- Review existing company policy standards and include new standards to ensure inclusive and fair business practices for workers in line with the International Labor Organization’s decent work Agenda.
- Work with national and sectoral partners to support International Labor Organization’s (ILO) fundamental principles and rights at work.
- Work with trade unions to negotiate workplace or industry-wide plans that include provisions in terms of job quality and adherence to labor standards, laws, regulation.
- Elect occupational health & safety committee to monitor, and identify people safety risks and transition opportunities.
See it in action
ACEN aspires to attain market remuneration competitiveness, by following an on-target earnings metric across levels in the organization. Based on a meritocratic criterion, it uses job performances, value of the role, internal equity position, market comparative ratio, and business unit performance as basis of salary increments and rewards system.
A Personnel Compensation Committee is delegated to direct and ensure that the development and implementation of long-term strategies and plans are tied with the appropriate compensation and reward system.
Eni’s remuneration policy employees is defined according to an integrated global model and promotes salary progression based exclusively on meritocratic criteria and local remuneration market benchmarks.
Eni monitors the remuneration gap between women and men on an annual basis since 2011, finding a substantial alignment of remuneration. Eni guarantees fair and competitive remuneration policies providing salaries that ensure a decent standard of living above mere subsistence levels and minimum remuneration levels found on the local market
bp have made living wage commitments in the UK and have been formally accredited as a Living Wage Employer by the Living Wage Foundation. Beyond the UK, bp are reviewing approach to remuneration to check that it’s fair for our lowest paid employees and will provide an update and defined approach in 2022.
Who's measuring these actions?
Just Transition Indicator 3 Metric a): Company has public commitment to create and provide or support access to green and decent jobs as part of the low carbon transition
Just Transition Indicator 3 Metric c): Company demonstrates the measures it takes to create and provide or support access to green and decent jobs for workers and other affected stakeholders
Just Transition Indicator 5 Metric c): Company demonstrates how it contributes to addressing the impact of the low carbon transition on workers’ social protection in the contexts in which it operates
Core Social Indicator 1: Commitment to respect human rights Element a): The company has a publicly available policy statement committing it to respect human rights, which is approved by the highest governance body.
Core Social Indicator 2: Commitment to respect the human rights of workers Element a): The company has a publicly available policy statement committing it to respecting the human rights that the ILO has declared to be fundamental rights at work, which is approved by the highest governance body.
[Partial Alignment] Core Social Indicator 12: Collective bargaining fundamentals: The company discloses information about collective bargaining agreements covering its workforce and its approach to supporting the practices of its business relationships in relation to freedom of association and collective bargaining.
Core Social Indicator 10: Living wage fundamentals Element b): The Company describes how it determines a living wage for the regions where it operates. See full list of WBA Core Social Indicators for more information here
See full list of WBA Core Social Indicators.