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Labour management relations

Given the growth in our upstream farming and plantation operations, we now have an extensive workforce engaging in tending and harvesting crops.

Equally, we now have 135 primary and 64 secondary (midstream) processing facilities with a workforce including machine operators, lab technicians, supervisors, engineers and logistics operators.

We commit to the following labour practices across our supply chains:

  • Compliance to relevant labour national laws and international agreements (covering wages, working hours and conditions, freedom of association, collective bargaining, no discrimination, gender and age equality)
  • A grievance mechanism accessible to all workers without retribution
  • An accessible communication framework of policies to the workforce
  • The application of these requirements to contracted, seasonal and migrant workers where relevant

As with any business, restructuring is sometimes necessary. Whenever this occurs we seek to ensure that employees and their representatives are given notice of any significant changes. This may vary between countries and also on the significance of the change so it might two or four weeks or a few months. Based on data from our key operating countries, about 40% of our primary workforce (26,300 people) are covered by collective bargaining agreements. It should be noted, however, that where collective bargaining agreements do not exist we support employee representation. So, for example, as a country Gabon does not have collective bargaining structures in place but Olam Gabon has a system of employee delegates who negotiate with management on the employees’ behalf – we have over 7,000 employees in our primary Gabon workforce.

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