2011
AMBATOVY SUSTAINABILITY REPORT
56
Human Rights Training
We take our responsibility to respect human rights very
seriously. Respect for others in the workplace is a basic
requirement for employment at Ambatovy. All employees are
required to respect the rights of those with whom they work
and the communities around our sites. The Code of Conduct
was introduced in 2008 and was updated in 2009. In November
2010, the basic induction training that all employees must
complete was updated to include a 30-45 minute review of the
Code of Conduct, which details Ambatovy’s policies related to
human rights. In 2011, there were 714 employees who went
through this induction training. New employees also receive
a copy of the Code of Conduct in writing in the Ambatovy
Employee Handbook. In 2011, we established a new process in
which all employees are required to review annually the Code
of Conduct and other key policies. A signed acknowledgement
is required by all employees. Key policies include Health &
Safety, Violence-Free Workplace, Privacy, Internet Usage and
Reportable Concerns.
In 2011, our Security Department members also received a
briefing on human rights and security practices, which covered
key concepts and subjects such as the Voluntary Principles on
Security and Human Rights. They were also provided fictional
scenarios to help Security employees apply what they learned
to a context similar to their own.
The Ambatovy Grievance Management System
While many issues can be resolved through regular
consultation, we know that an official complaints system
is necessary to manage cases that should be addressed
formally and confidentially. In 2010, we initiated the Ambatovy
Grievance Management System to provide a transparent,
participatory channel through which people can raise their
issues of concern and know that they will receive a fair and
thorough consideration.
Throughout 2011, we made sure that the system was easily
accessible through three toll free numbers, email and a
dedicated service team within our CSR Department. We also
expanded the Grievance team to ensure there were case
officers for each district in which we work.
All complaints are taken through a three-step process:
3
The stakeholder receives an acknowledgement of and
initial response to the complaint.
3
Ambatovy’s Grievance team conducts a thorough
investigation.
3
Ambatovy provides the results of the investigation to
the stakeholder with a proposed course of action to
resolve the matter. If the stakeholder does not accept
the proposed course of action, Ambatovy engages in
further dialogue until there is a mutually acceptable
outcome.
Ambatovy has monitored closely the number of grievances
and their progression, as well as recurrent topics. Our
grievance mechanism has been a critical way of tracking
these major concerns. In 2011, the most frequently raised
issue was related to impacted income and compensation
for lost crops due to construction along the pipeline. We
continue to work with local communities to come to a positive
resolution of these issues. For more information on impact
compensation, see the Direct Economic Performance section.
Human Rights Performance
quick FIGURES
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793 complaints received in 2011
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436 resolved by the end of the year
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80% of complaints related to impacted incomes and
compensation for resources
