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ADAMA 2021 ESG REPORT

Our People

At ADAMA, we are committed to creating an environment in which everyone is treated in a fair manner. We strive to support equal opportunities without discrimination in hiring, compensation, access to training, promotion, termination, or retirement, for all our People and employee candidates.

ADAMA neither distinguishes nor discriminates on any occasion on any basis, including gender, race, sexual orientation, religion, nationality, age, disability, marital status, union membership, or political affiliation. ADAMA is an active human rights supporter and fair employer.

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The conditions for employment at ADAMA are determined by collective agreements, personal contracts, or other arrangements, in accordance with the relevant laws in our countries of operations. In many cases, we have established employment procedures and policies above and beyond the standards required by law.

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Fair Remuneration

ADAMA provides our People with all the benefits required by law – and in many cases more than that required by law. To help us define criteria for salaries and benefits, we conduct annual salary surveys (salary benchmarks), which help us evaluate the standard for our terms and conditions versus the market in each country.

This is especially prominent during the process of Fair Employment, our global annual compensation review process. The benchmark survey focuses on parallel or similar industries around the world. Our goal is to provide remuneration that is equivalent to, or surpasses, that in local markets.

People

Anti-Harassment Policy

ADAMA has a zero-tolerance policy for discriminatory, harmful, harassing, or humiliating behavior towards our People. We have established a clear policy against harassment, and we conduct training sessions to ensure the requisite respect towards one another. We place great importance on this matter, and handle any complaint with immediate attention and the utmost seriousness. ADAMA acts in accordance with applicable laws, relevant agreements, and the company Code of Conduct.

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Freedom of Association

ADAMA recognizes the right of our People to join trade unions, conduct collective negotiations, and enjoy all the rights available to them through their membership in those unions. We have never restricted freedom of association, and we continue to support the process of collective negotiations that cover pay rates, working hours, certain benefits, and other terms and conditions of employment.

People

Employee Assistance Program (EAP)

At ADAMA, the health and safety of our People remains our priority, and many life-events, whether they are predictable or come as a surprise, impact our emotional, psychological, and social well-being, affecting how we think, feel, and act.
The Employee Assistance Program (EAP) is an independent counselling and resource service available 24/7 to all our People and their families in local languages, providing confidential access to professional counselling and helpful resources.

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Human Rights

ADAMA is committed to protecting the human rights of all people. We place great importance on this value and view it as a cornerstone of our activities.

Moreover, we see compliance with the Code of Conduct and applicable laws as the responsibility of each individual. We invest great efforts into identifying and working with business partners who conduct their operations in a similar manner.

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GRI Sustainability Reporting Standards

GRI 103, GRI 102-41

Sustainable Development Goals
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Promote inclusive and sustainable economic growth, employment and decent work for all

Sustained and inclusive economic growth can drive progress, create decent jobs for all and improve living standards.