sustainability fundamentals.

The majority of our corporate policies are directly linked to our business principles. They provide our people around the world with specific guidance and instructions on their business behavior. Over the years, we have developed other key corporate policies related to compliance with competition law; business principles, insider dealing, bribery, gifts & hospitality, data protection, information security, discrimination, intimidation and harassment, contract liability, and e-communications. These policies are a mandatory part of our induction training, and are highlighted during refresher training, tailored to the position of the relevant employee. Promoting best practices and raising awareness of relevant laws and policies is an ongoing process worldwide.

We prioritize the appointment of experts to oversee critical areas and stay ahead of the latest developments. For example, the cyber threat landscape is constantly evolving and presents a growing risk for businesses of all sizes. Protecting the personal data and privacy of our employees, talent, clients and suppliers is a top priority for Randstad. We have rigorous policies and procedures in place to protect our business from cyber threats and to protect data, and we continually review and refine these. To further strengthen our cybersecurity efforts, we have appointed a Chief Information Security Officer (CISO), who reports directly to the Chief Technology Officer (CTO), a member of our Executive Leadership Team. 

Under the Randstad misconduct reporting procedure, we encourage the reporting of serious misconduct, preferably directly to local management and through established operational channels. If, for any reason, these reporting lines are considered inappropriate or are likely to be ineffective, or if a complainant fears retaliation, use can be made of our special reporting facility. This reporting facility consists of a telephone hotline (accessible 24 hours a day via free local access numbers) and a secure webpage.

Understanding of our misconduct reporting procedure is measured through our Randstad in Touch engagement survey. The results of this part of the survey can be found in the table below.

We are signatories to, and participants in, the United Nations Global Compact and support its ten principles regarding human rights, labor rights, the protection of the environment and anti-corruption. The principles regarding labor are those outlined in the ILO Declaration on Fundamental Principles and Rights at Work: freedom of association and the right to collective bargaining, elimination of forced or compulsory labor, the abolition of child labor, and the elimination of discrimination in respect of employment and occupation. While always complying with national laws and practice, we are also committed to making the Global Compact principles part of the strategy, culture and day-to-day operations of Randstad, and the ten principles are therefore regarded as part of our business principles. Our CEO has expressed Randstad’s support to the UN’s Secretary-General, while also reiterating our commitment to make these principles part of our strategy, culture and day-to-day operations. In 2014, we signed the United Nations’ Call to Action to Governments to promote anti-corruption measures and to implement policies to establish systems of good governance. For more information please see our Human Rights Policy.

In our Human Rights policy we set out the leading principles with regard to human rights for Randstad and its employees, job seekers, placed workers and management, as well as our expectations towards clients, suppliers, all other stakeholders with whom our talent and Randstad employees interact as part of their jobs (including business partners such as agents, intermediaries, joint ventures, consortia members, governments or local communities). 

We expect all our stakeholders to act in accordance with all relevant human rights principles that are defined in our Human Rights policy. Compliance assessment and risk identification therefore take place before entering new business relations. For example, in any M&A project, the cultural fit between Randstad and the potential target as well as the risk profile of the potential target are essential aspects in the due diligence process. This includes looking at among others their code of conduct and related policies - including on human rights, anti-corruption, ED&I, non-discrimination and data protection. In addition we would also look at, e.g. their supplier base, their standard contracts, clients (to the extent permitted under competition law) to be able to properly assess the relevant risks. Serious negative findings on these aspects in the due diligence phase would usually be a reason not to proceed. Findings that we feel can be adjusted to our standards post acquisition will be addressed on completion of the transaction.

Human rights are an integral part of our core values and business processes. They are always taken into account during our strategy-setting process, and are respected in our daily operations, as appropriate to our involvement, the nature and context of our operations, the extent to which human rights issues are likely to occur, and the impact they may have (severity and likelihood).

Our global Risk & Control framework (comprised of ‘tone at the top’, performance management, concepts and best practices, risk & control activities, and reviews & audits) ensures that Randstad follows human rights principles worldwide. The design of this framework balances behavioral, preventive, detective and monitoring measures that safeguard compliance with human rights. The salient human rights principles covered in the due diligence process include the principles mentioned in our policy: diversity and inclusion; non-discrimination and equal opportunities; no harassment, intimidation or bullying; privacy; protection of health and safety; no modern slavery; no child labor; freedom of association; collective bargaining; fair working hours; remuneration; employability; respect for local communities. Within this process, special attention is paid to those groups of people that are more vulnerable in the labor market, including women, children, disabled people, migrant workers, the LGBTI+ community, indigenous people, racial and ethnic minorities, and the long-term unemployed. 
 

Our suppliers make an important contribution to the quality of our services. We therefore ask them to embrace our standards and to comply with our Supplier Code. This code is an integral part of our international terms and conditions. It aims to ensure that the procurement of goods, works, and services takes place in a socially responsible manner and in conformity with our business principles. In this code, we explicitly request our suppliers to respect our regulatory, social, and ecological principles, and to adopt practices consistent with those principles. The related purchasing blueprint was rolled out in 2014. This will allow us to gradually extend the coverage of our supplier code across all our countries.

Because Randstad is a people business, our impact on the environment is much less than that of other sectors. Almost all of our business is conducted in local markets, and we have many locations close to both clients and talent, greatly reducing travel and CO2. emissions. Despite this inherently minimal impact, we believe that we can still make a meaningful impact by minimizing the carbon footprint of our operations.

Our commitment to environmental protection is reflected in our global environmental policy. 

In 2021, Randstad pledged support to the UN’s Net Zero initiative, which aims to reduce global emissions by 45% by 2030 and deliver a healthier, fairer environment for all.

We also designed an action plan with the aim of reducing emissions by over 57% across scope 1 & 2 and over 30% in scope 3 by 2030. Our ambition is to work towards Net Zero by 2050. Our CO2 footprint can be found in our Annual Report. Our Scope 2 (indirect emissions) via the market-based approach and location-based approach can be found here.

For more information on our Climate Policy Assessment please click here.

This global health and well-being guideline aims to support Randstad and its employees to access information on how to maintain and improve health and well-being at work, either at the office or while working from home. Using the workplace as a setting to promote and support health and well-being makes good business sense and has many benefits for both Randstad and its employees.

You can find the global health and well-being guideline here.