Human Rights
Total Number of Incidents of Discrimination and Actions Taken

Image

The CNCo Code of Conduct was re-advised to all onshore and offshore personnel at the end of 2011.

We are pleased to advise that there were zero acts of discrimination or harassment reported on any grounds to, or by, any CNCo personnel during the calendar year 2012.

Discrimination is defined under ILO Convention No. 111 as any distinction, exclusion or preference involving internal and/or external stakeholders made on the basis of race, colour, sex, religion, political opinion, national extraction or social origin (among other characteristics), “which has the effect of nullifying or impairing equality of opportunity and treatment in employment or occupation”.

It also includes “harassment”, defined as “a course of comments or actions that are unwelcome, or should reasonably be known to be unwelcome, to the person towards whom they are addressed.”

The CNCo Code of Conduct was revised at the beginning of 2013 to ‘Rev 4’ but the provisions with respect to discrimination and harassment are unchanged (except that a “child” in “child labour” is now defined as “being under the age of 16, or local minimum age, whichever is the higher”).

It can also be found here. It contains these following explicit provisions:

Respect in the Workplace

CNCo is committed to providing an inclusive work culture and appreciates and recognises that all people are unique and valuable and should be respected for their individual abilities.

CNCo will not tolerate harassment or discrimination on the basis of gender, religion, race, nationality or ethnic origin, cultural background, social group, disability, sexual orientation, marital status, family status, age or political opinion. The Code requires all Relevant Persons to behave with courtesy and respect towards everyone encountered in the course of business.

The Code promotes the following principles:

  • Upholding all applicable legal and corporate occupational health and safety standards;
  • Not permitting any breaches of employment law or the use of child (defined as being under the age of 16, or local minimum age, whichever is the higher) or forced labour;
  • Reporting unacceptable conduct to line management or the business unit head;
  • Not condoning bullying and harassment;
  • Complying with any legal requirements concerning the collection, holding, processing, disclosure and use of personal data;
  • Respecting intellectual property rights, including copyright, belonging to others.
CNCo is committed to providing an inclusive work culture and appreciates and recognises that all people are unique and valuable and should be respected for their individual abilities.