At the foundation of our people practices is a fundamental respect for human rights, labor rights, and empowerment of everyone to reach their full potential. We uphold UN Global Compact and ILO conventions around workplace principles. These include strict adherence to human rights, preventing forced labor, and ensuring equitable treatment of all employees. This extends to those in our supply chain, contractors, and other external stakeholders as well. TBS also has an extensive Human and Labor Rights Policy that covers elements such as diversity and inclusion, non-discrimination, addressing forced or child labor, enabling free association, and creating an inspiring workplace. The Policy also lays out who is responsible for human rights within each business unit and subsidiary. Our security forces have received training in order to maintain operational security.
TBS holds zero-tolerance for forced or child labor, modern slavery, or human trafficking anywhere within our operations. We abide by all applicable local, national, and international laws or standards in these areas. To prevent any forms of unethical labor, we have strict hiring policies, conduct stringent background checks on personnel, and allow for the free movement of all staff outside of work hours.
We also recognize that an equally critical source of insights lies within our organization itself, that is our employees. Employees’ experiences on the ground reveal nuances that may otherwise remain hidden, paving the way for a healthy and ethical work environment. Our Whistleblower Protection Policy exists to encourage everyone to raise and discuss concern and protect anyone who does so in good faith. Speaking up helps us to identify and address misconduct, improve our systems of governance, risk management and internal controls, and to maintain the standards we set as a company.
Across all of our businesses, it is important that any changes to practices, policies, or operations are disseminated in a timely manner. TBS does not specify a minimum notification period related to operational changes in its company regulations or other management documents. As such, we have adopted internal practices to socialize any such changes as quickly as possible. In most instances, employees are notified of potential changes many months before they are implemented.
1.4
By 2030, ensure that all men and women, in particular the poor and the vulnerable, have equal rights to economic resources, as well as access to basic services, ownership and control over land and other forms of property, inheritance, natural resources, appropriate new technology and financial services, including microfinance.
1.4.1
Proportion of population living in households with access to basic services.
1.4.2
Proportion of total adult population with secure tenure rights to land, (a) with legally recognized documentation, and (b) who perceive their rights to land as secure, by sex and by type of tenure.
4.3
By 2030, ensure equal access for all women and men to affordable and quality technical, vocational and tertiary education, including university.
4.3.1
Participation rate of youth and adults in formal and non-formal education and training in the previous 12 months, by sex.
8.8
Protect labor rights and promote safe and secure working environments for all workers, including migrant workers, in particular women migrants, and those in precarious employment.
8.2.2
Level of national compliance with labor rights (freedom of association and collective bargaining) based on International Labour Organization (ILO) textual sources and national legislation, by sex and migrant status.