As part of GN’s ongoing due diligence processes, we engage with value chain workers via credible proxies regarding our material impacts that are likely to affect them. All tier 1 contract manufacturers are audited every year, whereas tier 2 suppliers are audited every second year. These audits are based on the UN Global Compact principles of responsible business and the SA8000 standard, which address our material human rights impacts and risks.

During audits, we engage with management functions, such as human resources or operations, by random selection for interviews to gain insights into any work-related issues, hiring practices, and other relevant topics, particularly considering vulnerable or marginalized workers, such as minorities, persons with disabilities, and migrant workers. Following the interview, an assessment is performed to ensure working hours, treatment by superiors, safety, and salary are compliant with our standards and local legislations. Where major audit findings are evident, GN requires these to be addressed through corrective actions. Engagement during supplier audits in our upstream value chain informs our business decisions and ongoing collaboration with suppliers. We also ensure that any major findings from our engagement with value chain workers are incorporated into relevant improvement requirements for our suppliers, as well as to ensure that they comply with our Supplier Code of Conduct.

During audits, we engage with management functions, such as human resources or operations, by random selection for interviews to gain insights into any work-related issues, hiring practices, and other relevant topics, particularly considering vulnerable or marginalized workers, such as minorities, persons with disabilities, and migrant workers. Following the interview, an assessment is performed to ensure working hours, treatment by superiors, safety, and salary are compliant with our standards and local legislations. Where major audit findings are evident, GN requires these to be addressed through corrective actions.

We have defined a process for setting targets relating to human rights due diligence, but we have not engaged directly with value chain workers, their legitimate representatives, or credible proxies, in setting them, nor in tracking the performance, or in identifying lessons or improvement as a result of our performance.

We have defined a process for setting targets relating to human rights due diligence, but we have not engaged directly with value chain workers, their legitimate representatives, or credible proxies, in setting them, nor in tracking the performance, or in identifying lessons or improvement as a result of our performance.

Addressing any relevant concerns and grievances because of our impacts on workers in our value chain is especially important to GN. We are continuously improving our ways of working to be able to appropriately identify situations where our actions may have caused or contributed to a negative impact, and how we can support affected workers with suitable remediation. As part of our Supplier Code of Conduct, we outline GN’s expectations about grievance mechanisms being available to all workers in the value chain. Our due diligence approach seeks to achieve that we can assess suppliers’ processes relating to grievance and any limitations in their ability to effectively identify cases where workers are impacted negatively. As part of our ongoing work with suppliers on other human rights issues, we actively cooperate with them to improve their work with instituting effective remedies. Moreover, GN’s whistleblower hotline, which is available to all employees, external parties, and value chain workers, further bolsters our work in this area. All investigations are managed internally by GN employees and the hotline can be used to report concerns and experienced or perceived misconduct. This is an important tool for ensuring that we can identify cases and implement appropriate remedies where workers in the value chain may be harmed or impacted by our actions and negative impacts. All complaints are treated with the required confidentiality, ensuring that value chain workers are aware of and trust these processes to raise their concerns and have them addressed. GN is also committed to dealing with any employee who takes action and/or participates in an investigation in a fair and respectful manner. This is emphasized in GN’s non-retaliation policy to protect individuals against retaliation when raising concerns.

GN’s whistleblower hotline, which is available to all employees, external parties, and value chain workers, further bolsters our work in this area. All investigations are managed internally by GN employees and the hotline can be used to report concerns and experienced or perceived misconduct. This is an important tool for ensuring that we can identify cases and implement appropriate remedies where workers in the value chain may be harmed or impacted by our actions and negative impacts. All complaints are treated with the required confidentiality, ensuring that value chain workers are aware of and trust these processes to raise their concerns and have them addressed. GN is also committed to dealing with any employee who takes action and/or participates in an investigation in a fair and respectful manner. This is emphasized in GN’s non-retaliation policy to protect individuals against retaliation when raising concerns.

As part of our Supplier Code of Conduct, we outline GN’s expectations about grievance mechanisms being available to all workers in the value chain. Our due diligence approach seeks to achieve that we can assess suppliers’ processes relating to grievance and any limitations in their ability to effectively identify cases where workers are impacted negatively. As part of our ongoing work with suppliers on other human rights issues, we actively cooperate with them to improve their work with instituting effective remedies. Moreover, GN’s whistleblower hotline, which is available to all employees, external parties, and value chain workers, further bolsters our work in this area. All investigations are managed internally by GN employees and the hotline can be used to report concerns and experienced or perceived misconduct.

All investigations are managed internally by GN employees and the hotline can be used to report concerns and experienced or perceived misconduct. This is an important tool for ensuring that we can identify cases and implement appropriate remedies where workers in the value chain may be harmed or impacted by our actions and negative impacts. All complaints are treated with the required confidentiality, ensuring that value chain workers are aware of and trust these processes to raise their concerns and have them addressed. GN is also committed to dealing with any employee who takes action and/or participates in an investigation in a fair and respectful manner. This is emphasized in GN’s non-retaliation policy to protect individuals against retaliation when raising concerns.

All complaints are treated with the required confidentiality, ensuring that value chain workers are aware of and trust these processes to raise their concerns and have them addressed. GN is also committed to dealing with any employee who takes action and/or participates in an investigation in a fair and respectful manner. This is emphasized in GN’s non-retaliation policy to protect individuals against retaliation when raising concerns.

GN is also committed to dealing with any employee who takes action and/or participates in an investigation in a fair and respectful manner. This is emphasized in GN’s non-retaliation policy to protect individuals against retaliation when raising concerns. All complaints are treated with the required confidentiality, ensuring that value chain workers are aware of and trust these processes to raise their concerns and have them addressed.