Randstad is a signatory of the United Nations Global Compact and respects and supports its 10 principles with respect to human rights, labor, environment and anti-corruption. The principles regarding labor are those outlined in the ILO Declaration on Fundamental Principles and Rights at Work: freedom of association and the right to collective bargaining, elimination of all forms of forced or compulsory labor, effective abolition of child labor and elimination of discrimination in respect of employment and occupation. We are committed to make the Global Compact principles part of the strategy, culture and day-to-day operations of Randstad and the 10 principles are therefore regarded as part of our Business Principles.
Randstad recognizes that it also has a responsibility for its external relationships. In its interactions with its candidates, suppliers, customers and other business partners, Randstad strives to uphold the Business Principles and encourages our continued active dialogue with stakeholders in the world of work. The Business Principles are our minimum standards but, in addition, we must always ensure that we comply with all laws, human rights principles and Randstad’s internal policies and procedures — no one is authorized to violate them. If the Business Principles conflict with local law, then local law must be followed while striving to act in the spirit of the Business Principles. Some of the Business Principles will be outlined in more detail in separate Randstad policies and procedures as required.
In the event of a breach of these Business Principles, employees should first raise concerns through their normal (local) reporting channels, either through local management lines or regular local contacts, such as identified confidants, complaint desks etc. Reporting to management is usually the fastest and preferred route, and the best way to ensure a good and open work environment throughout the Randstad Group.
If local reporting channels are likely to be inappropriate or ineffective, the Randstad Misconduct Reporting Procedure (also known as Whistleblower Procedure) should be used, but this should be considered as a last resort. All concerns raised in accordance with this procedure will be treated strictly confidentially and with the complete assurance that there will be no retaliation against any employee filing a good-faith complaint. Reports will be investigated promptly, and corrective action will be taken where required to resolve issues satisfactorily. Although reports under the Misconduct Reporting Procedure can be submitted anonymously, if the complainant reveals their identity, this greatly facilitates the investigation of the report.
We have captured the principles on which the company and its representatives should conduct in a set of policies.