Business Partners Policy
Dietsmann requires its business partners to adopt the principles of its ethics charter, to comply with its commitments to the United Nations Global Compact and to promote these principles and commitments in terms of human rights, labor rights, health, safety & security, respect for the natural environment and ethical business conduct.
While Dietsmann recognizes that every local legal and cultural context is specific, this policy provides a framework to be respected.
The term “business partner” refers to any commercial entity linked to Dietsmann, whether this is a supplier, a subcontractor, an agent, a joint venture partner or a customer. Dietsmann’s requirements apply to the selection and retention of any kind of business partner anywhere in the world.
All potential business partners are asked to complete Dietsmann’s “Due Diligence Questionnaire” to make sure these third parties meet Dietsmann values.
Dietsmann reserves the right, having given reasonable notice, to assess and monitor, directly or through third parties, the on-going performance of business partners and their compliance with this policy (review, site visits…). A periodic report may be
requested to certify compliance.
If any non-compliance with this policy becomes apparent, the business partner is expected to initiate a corrective action plan.
If such a corrective action plan is not implemented, Dietsmann reserves the right to reconsider the object of the contract and to dismiss the collaboration.
Business partners are also expected to impose these principles, values and policies on their own business partners and to regularly monitor compliance with this obligation.
This policy has been translated into the Dietsmann’s commonly used languages to guarantee maximum clarity and transparency towards our business partners.
Our Commitments
Human rights and labor rights compliance
- Compliance with International Labor Organization’s principles and rights:
- Ban the use of child labor and/or forced labor;
- Prohibit the use of corporal punishment, mental or physical coercion and/or verbal abuse;
- Proscribe any form of discrimination and harassment;
- Comply with applicable laws on working hours and ensure wages that enable the local basic needs of personnel to be met;
- Ensure equal opportunity and the promotion of each individual employee’s development;
- Respect freedom of association and collective bargaining.
- Compliance with relevant laws and regulations.
Ensure a healthy, safe and secure workplace
- Comply with the standards and requirements of international and local laws, regulations and rules;
- Assess risks related to operations and reduce them to the lowest possible level;
- Require that all employees, whatever their hierarchical level, are made responsible for their behavior in the application of health and safety requirements;
- Openly communicate the results and monitoring of HSEQ objectives;
- Implement a disaster plan to protect employees as well as the environment.
Mitigate impacts on the environment
- Comply with applicable environmental laws;
- Assess environmental impacts;
- Initiate a responsible use of material resources and actions to mitigate impact (waste, pollution…).
Uphold ethical business conduct
- Comply with applicable trade and immigration laws;
- Comply with anti-corruption and anti-bribery standards;
- Ensure transparency of procurement processes;
- Honor contractual obligations;
- Respect individual and commercial confidentiality of information.
