DRAFT FOR APPROVAL
Articles of Association - Novo Nordisk’s Articles of Association specify that the company will ‘strive to conduct its activities in a financially, environmentally and socially responsible way.’ The Novo Nordisk commitment to sustainable development is anchored in the company’s corporate governance and its fundamental business principles, called the “Novo Nordisk Way of Management.” The Novo Nordisk Way of Management explicitly refers to the Triple Bottom Line (TBL) — social, environmental and financial responsibility — as the company’s underlying business principle. Since 1999, the Novo Nordisk Way of Management has included a commitment to support the United Nations Universal Declaration of Human Rights and to integrate human rights considerations into its daily business.
Ethical Orientation Committee - Copel, whose vision statement makes explicit its aim to “To be the best company in all its business sectors, recognized as a reference in corporate governance and sustainability,” has an Ethical Orientation Committee which is responsible for debating and orienting the Company’s actions, and for studying the cases presented, suggesting appropriate penalties in order to ensure that the Company’s actions are permanently conducted by morally sound principles along the development of its businesses. The Committee also oversees the disclosure and the effective implementation of the Code of Conduct within all the areas in the Company. To ensure its autonomy, the Council is made up of the Company’s employees, each representing their respective different professional categories, and is coordinated by a representative of civil society.
Direct involvement of the Chief Executive Officer - The Managing Director of each Tata company is also its Principal Ethics Officer who nominates an Ethics Officer and a team of Location Ethics Counsellors. Together this team is responsible for the Management of Business Ethics (MBE) in the company and for ensuring compliance of the Tata Code of Conduct – a written document.
Human Resources - In January 2005, the CEO of Valeo, an automobile company based in France, decided that the responsibility for implementing and monitoring the Group’s sustainability policy should be an integral part of the Human Resources function. The Group Human Resources Director is responsible for dealing with any human rights violations, as are the Human Resources Directors across the Group entities. The Group now manages its different issues, obligations and constraints relating to the question of sustainable development through its Human Resources network, comprising the HR Departments of the Branches, the Divisions and Country correspondents.
Articles of Association - Novo Nordisk’s Articles of Association specify that the company will ‘strive to conduct its activities in a financially, environmentally and socially responsible way.’ The Novo Nordisk commitment to sustainable development is anchored in the company’s corporate governance and its fundamental business principles, called the “Novo Nordisk Way of Management.” The Novo Nordisk Way of Management explicitly refers to the Triple Bottom Line (TBL) — social, environmental and financial responsibility — as the company’s underlying business principle. Since 1999, the Novo Nordisk Way of Management has included a commitment to support the United Nations Universal Declaration of Human Rights and to integrate human rights considerations into its daily business.
Ethical Orientation Committee - Copel, whose vision statement makes explicit its aim to “To be the best company in all its business sectors, recognized as a reference in corporate governance and sustainability,” has an Ethical Orientation Committee which is responsible for debating and orienting the Company’s actions, and for studying the cases presented, suggesting appropriate penalties in order to ensure that the Company’s actions are permanently conducted by morally sound principles along the development of its businesses. The Committee also oversees the disclosure and the effective implementation of the Code of Conduct within all the areas in the Company. To ensure its autonomy, the Council is made up of the Company’s employees, each representing their respective different professional categories, and is coordinated by a representative of civil society.
Direct involvement of the Chief Executive Officer - The Managing Director of each Tata company is also its Principal Ethics Officer who nominates an Ethics Officer and a team of Location Ethics Counsellors. Together this team is responsible for the Management of Business Ethics (MBE) in the company and for ensuring compliance of the Tata Code of Conduct – a written document.
Human Resources - In January 2005, the CEO of Valeo, an automobile company based in France, decided that the responsibility for implementing and monitoring the Group’s sustainability policy should be an integral part of the Human Resources function. The Group Human Resources Director is responsible for dealing with any human rights violations, as are the Human Resources Directors across the Group entities. The Group now manages its different issues, obligations and constraints relating to the question of sustainable development through its Human Resources network, comprising the HR Departments of the Branches, the Divisions and Country correspondents.