401-103 Management Approach Social
Employment and labor principles
Boliden considers the ability to recruit, develop, and retain competent employees as a prerequisite for its success. It is important to achieve a balance between the company’s capabilities and commitments. This means having the right skills in the right place, at the right time. The employees are our best ambassadors when it comes to attracting new employees to join the company. Another prerequisite for successfully attracting and retaining good employees is that Boliden offers a work environment that balances work and leisure time. Good health is not only positive for the individual but also for Boliden’s success.
The company’s talent pool, and the skills and knowledge possessed by Boliden’s employees are vital if Boliden is to achieve its strategic and operational objectives. By identifying important future competence challenges, employees and managers are afforded the opportunity to develop skills in line with Boliden’s strategic goals.
Work on competence development and recruitment is also based on the Group’s strategic goals of contributing to diversity and increased equality. Operating in a male-dominated industry, in regions with limited recruitment bases and keen competition for engineers with specialist training is a challenge.
All Boliden employees are covered by collective bargaining agreements.
Health and Safety
Occupational health & safety is Boliden’s most important issue as it involves the wellbeing and, ultimately, the lives of Boliden’s employees and contractors. A more coaching leadership with a focus on creating a personal willingness among employees to work safely; proactive metrics and the inclusion of psychosocial work environment issues are all important parts of Boliden's health & safety work. Every year, a large number of workplace visits and trainings are conducted focusing on improving the safety culture.
Boliden faces major retirements, competes for a scarce supply of relevant competences, and is located in rural areas – the ability to offer a work environment dominated by foresight, development, and employee care is crucial to the business. Supplier assessment for sound and safe labor practices is vital for Boliden’s ambition to be the sustainable first link in metal value chains.
Training and education
Keeping all employees updated with regard to technological, functional, and leadership skills is essential to Boliden’s performance. Every employee should be able to influence his or her own development and Boliden should provide resources and opportunities to make sure that employees have the right skills to perform their assignments safely and efficiently at all times. Boliden has a number of internal programs for career and skill development.
Diversity and equal opportunity
Boliden believes that diversity leads to dynamism, creativity, and, ultimately, to greater profitability and that it is a resource for achieving its company goals. Boliden’s commitment to diversity is clearly stated in its Code of Conduct and in the Diversity Policy, which have been approved by the CEO. Boliden and its employees shall:
Boliden does not accept any form of harassment, discrimination or other behavior that may be regarded by colleagues or close relatives as abusive or degrading. It is the responsibility of all Boliden employees to comply with the guidelines set out in Boliden's anti-victimization policy and instruction.
Rights of indigenous peoples
Operations in northern Sweden and northern Finland are located in the reindeer-herding areas. Boliden promotes open dialogues and long-term cooperation with Sami communities in order to mitigate the negative impacts of its mining activities on local people and the environment.
Resettlement and closure planning
Boliden’s operations involve land use for mining, industrial areas, and ponds for use as tailings and clarification ponds. Thus conservation and reclamation of mining areas which reach the end of their production lifespans form part of Boliden’s operations and responsibilities. The goal is to use the best available technology, complemented by ongoing monitoring of work that has been carried out.
Boliden’s business is based on the strategy of responsible mining and minimizing impact on other interests, the environment, society, reindeer herding etc. The strategy for society is proactive and continuous dialogues, as well as voluntary commitments and business agreements with stakeholders. Boliden strives to reach agreements through good cooperation – based on respect and understanding of other interests and stakeholders.
The topics focused on are local communities, anti-corruption, anti-competitive behavior, compliance, and resettlement.
Social Grievance Mechanisms
Effective grievance mechanisms play an important role in remediating impacts for labor practices. All Boliden employees can file grievances via managers, HR functions or union representatives. Anonymous grievances can also be filed via Boliden’s whistleblower function; for more information see section 103-1.
Boliden's business partner management program
Boliden sources raw materials, energy, services and equipment from various external suppliers around the world. Boliden also sells its products to an international market. Operating in a global market with varied legislation, labour and environmental standards, and business ethics requires a comprehensive approach to risk management throughout the value chain. Boliden is aware of the importance of its suppliers and customers working as responsibly as its own organization. Therefore, Boliden’s Business Partner Code of Conduct reflects the same high standards required by its own organization. The business partner management program is described in Boliden’s Annual and Sustainability Report.
Working with suppliers to improve Boliden’s value chain
BecauseBoliden believes in supporting its business partners to improve its corporate responsibility efforts, deviations from the Business Partner Code of Conduct are primarily handled by agreeing on a corrective action plan together with the business partner.
Boliden works actively to promote best practices among its supplier and customer base in order to work beyond compliance and further improve its value chain. For example, Boliden encourages its business partners to push for the same high level of standards as those set out in the Code in their own supply chain. Boliden is also a member of networks for sharing best practice experience, such as the Swedish Network for Business & Human Rights. Working together with business partners is a reciprocal process where all parties learn from each other and improve over time.
Boliden’s Business Partner Code of Conduct is available on the Boliden website.
Management of Hazardous waste and Conflict Minerals
Boliden complies with all national legislation and international guidelines such as the OECD guidelines for the trade in material and waste. When dealing with hazardous waste, Boliden applies a policy that means that no payment is made until the material has been properly handled by the business partner. Visits and audits are carried out to ensure that the waste is handled correctly and that the policy is complied with. The process also ensures that secondary and primary raw material suppliers do not come from conflict areas by, among other things, by requiring origin documentation for all raw materials purchased.
Boliden’s policy states that no concentrates or secondary raw materials may be acquired from areas with armed conflict. Boliden’s business partner management program promotes transparency throughout the supply chain, especially for raw materials where country-of-origin documentation shall be provided for all raw materials so that Boliden can verify that the material does not originate from conflict regions. Boliden’s ESG Evaluation of Business Partners helps to verify that its secondary and primary raw materials suppliers do not source conflict minerals.