Human Rights
Our Commitment
As a signatory to the “United Nations Global Compact”, Infosys Limited supports the protection and elevation of human rights in accordance with the United Nations Universal Declaration of Human Rights, United Nations Guiding Principles on Business and Human Rights (“UN Guiding Principles”) and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work (“ILO Declaration”). We are signatories to the UN Women’s Empowerment Principles and the “UN Standards of Conduct for Business” in tackling discrimination against Lesbian, Gay, Bi, Trans and Intersex people.
A fundamental tenet of the Infosys Code of Conduct and Ethics is ‘Respecting Each Other.’ This articulates our commitment to provide an equal opportunity workplace free of discrimination or harassment. Our Human Rights Statement provides a broad framework to ensure that all employees are treated with respect and dignity and that a common set of principles apply to our business practices to ensure that we do not condone human rights violations or abuses. Our Supplier Code of Conduct helps us manage and address this important aspect of sustainable business in our supply chains.
Scope and coverage of Human Rights due diligence process
Infosys is committed to provide a safe and positive work environment. In keeping with this philosophy, the organisation has an open- door policy. Training on Infosys values and the Code of Conduct and Ethics, in which our stance is enshrined, is an integral part of our induction program for new employees. In addition, every employee confirms their acceptance of the Code each year. Employees are also mandated to complete the Smart Awareness Quiz (SAQ) every year which contains learning and assessments on the Code and the human-rights related topics. Year- round email campaigns on human rights topics serve as a reminder to employees on the expectation of maintaining a respectful workplace for everyone.
We have adopted an integrated Enterprise Risk Management (ERM) framework that is implemented across the organization by the risk management office. Our ERM framework is developed by incorporating the best practices based on COSO and ISO 31000 and then tailored to suit our unique business requirements. Human Rights risks are a part of our ERM framework. Our enterprise risk management function enables the achievement of the company’s strategic objectives by identifying, analyzing, assessing, mitigating, monitoring and governing any risk or potential threat to these objectives. While this is the key driver, our values, culture, and commitment to stakeholders (employees, customers, investors, regulatory bodies, partners and the community around us) are the foundation of our ERM framework.
Human Rights Risk Assessment Process
Our risk assessment process covers our employees, value chain partners and new business activities. The organization commissioned a human rights assessment of its India operations in 2022. The findings of the report were used to incorporate appropriate changes to processes and practices. Human Rights assessments are conducted periodically, as guided by Management.
In fiscal 2023, we launched our Responsible Supply Chain and Supplier Diversity Policy. The Supplier Code of Conduct was also reviewed and updated. We also launched an exclusive ESG learning portal for our suppliers which includes learning modules on human rights. Our Supplier ESG assessments also cover human rights in our supply chains.
Risk Mitigation and Remediation Process
Based on the assessment results, at Infosys we have identified areas of strength as well as those that require strengthening and are working towards closing these gaps.
Material Human Rights Topics for Infosys
Material Topics |
Risks |
Mitigation & Remediation |
Equal Opportunity |
Discrimination based on race, color, religion, disability, gender, national origin, sexual orientation, gender identity, gender expression, age, genetic information, military status, or any other legally protected status. A non-inclusive workplace for diverse employees |
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Harassment Free Workplace |
Sexual harassment and harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, national origin or ancestry, physical or mental disability, medical condition, marital status, age, sexual orientation, or any other type of harassment. Violating regulatory requirements Withholding employee rights to expression and association Violating regulatory requirements Violating human rights Exploitation of children (any person below the age of 18 years) |
|
Health & Safety |
Unsafe and unhealthy workplace |
|
Data Privacy |
Non-compliance to data privacy laws across the globe may lead to penalties and may impact company’s brand image. Non-adherence to contractual requirements/obligations may lead to financial penalties. Lack of DP awareness among resulting in personal data breaches and hence causing distress to data subjects whose personal data has been breached. |
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Business Ethics |
Bribery and corruption Reputational risks Reputational risk owing to poor ESG performance. Fines and penalties owing to regulatory non-compliance |
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