HR Practices in Unilever

Our total employee strength, as of December 31, 2009, was 15,466. We also had 18,210 variable manpower including 800 fixed-term and temporary contract employees. We encourage employment of local residents in our manufacturing operations depending upon availability of skills. Our employee relations policy recognizes the freedom of association and collective bargaining. Our company follows a collective bargaining process while finalizing long-term settlements in all supply chain units. All the workmen at the supply chain units are organized and are represented by various unions/authorized representatives in their units. In 2009, 10,018employees were covered under collective bargaining agreements across manufacturing operations and offices. We have witnessed 4.9% voluntary attrition amongst managers and 9% amongst officers in2009. The total rate of employee turnover (total exits due to resignation, retirement, demise, early retirement) in 2009 was 10% for managers and 14% for officers. The rate of turnover for workmen in our operations was negligible.

Child labor

Our recruitment policy doesn't permit engagement of child labor directly or indirectly. Regular audits ensure compliance at our own sites and at third party locations/sites.

Forced or compulsory labor
The Employee Relations Policy and business principles adopted by the company prohibit such practices and this is upheld in letter and spirit.

Rights of indigenous people
We haven't witnessed any violations of the rights of indigenous people and none of our sites are at risk of violating such rights.

Diversity
We are committed to maintaining diversity in our working environment. We aggressively pursue the target of increasing the proportion of women in management cadres. We have a number of gender-friendly policies such as Maternity Benefit, Career Break, Flexi-working,