GN has implemented several policies for managing material impacts related to its own workforce. As a member of the UN Global Compact since 2010, GN is committed to safeguarding human rights and labor rights principles in its own workforce. Accordingly, GN operations and business activities are guided by the UN guiding principles on Business and Human Rights, ILO Declaration on Fundamental Principles and Rights at Work and the OECD Guidelines for Multinational Enterprises. GN upholds human rights principles through the implementation of policies and procedures which prevent discrimination, harassment, advances diversity, and ensure fair and equal treatment of its workforce.

We conduct an employee engagement survey - GN Voice - twice a year where we ask all employees to share their opinions and ideas on areas at their workplace known to significantly impact the well-being, performance, and growth. The engagement survey gives employees the opportunity to provide detailed and constructive feedback to guide leaders as well as the teams they are part of. Based on the engagement survey results, team leaders are required to facilitate focused team sessions where key topics are discussed, and action plans created. Further to the GN Voice survey, GN conducts ad hoc pulse checks in departments where major transformation takes place to ensure employees’ views and perspectives are considered. Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.