Communication on progress
This Communication on progress (CoP) provides an overview of activities during 2006 in support of the Global Compact’s objectives. The CoP has been part of the assurance coverage of the Annual Report. For a description of how this was done, please refer to Accounting policies.
Novo Nordisk's approach
Novo Nordisk signed up to the United Nations Global Compact in 2001. In 2004 Novo Nordisk reaffirmed its commitment as a signatory to the Global Compact, including the tenth principle, which was adopted in June 2004.
Novo Nordisk is striving to implement the Global Compact principles into its business and within its sphere of influence. We actively support the proliferation of the Global Compact by providing case studies, giving presentations and organising workshops related to Global Compact activities, both at international and Nordic events.
In 2005 we took the commitment to the tenth principle further by implementing a Business Ethics Policy in the Novo Nordisk Way of Management, and initiated the training of our employees.
During 2006, employees across the organisation have received Business Ethics training either through workshops or e-learning. Read more about Business Ethics here.
For Novo Nordisk, the Global Compact is a forum for learning and a way of engaging in dialogue with stakeholders. The Global Compact is also an opportunity to be accountable and transparent about our efforts to integrate sustainability into our business.
Novo Nordisk works actively with the Global Compact Nordic Network for the Compact to gain further ground in the Nordic countries and to share better practices for implementation among Nordic companies.
Examples of activities in support of the Global Compact principles include participation in the Business Leaders Initiative on Human Rights, the Oxford Health Alliance, Novo Nordisk’s support of the UN Resolution on diabetes, the Responsible Sourcing Programme and the global activities to promote access to health such as the National Changing Diabetes Programme.
Human rights
Taking responsibility is part of Novo Nordisk’s commitment to the Triple Bottom Line. The company's approach is described in its framework for corporate governance and fundamental business principles, the Novo Nordisk Way of Management. It explicitly refers to the company’s support for the United Nations Universal Declaration of Human Rights.
Novo Nordisk has worked with human rights since 1998, when the first human rights review was undertaken. The current focus areas are the rights to health, equal opportunities and diversity.
In 2006 we initiated the development of a number of internal tools to ensure that potential human rights issues are identified and addressed effectively throughout the value chain. This means taking these issues into account when managing people, when developing and producing products, and when investing and expanding in new markets.
Novo Nordisk has published its position on human rights on its website. The position states that Novo Nordisk will:
• Promote the protection of international human rights within our sphere of influence
• Reach out to promote the right to health
• Actively promote equal opportunities and diversity
• Make a valuable difference by our example and presence
• Contribute to the development of international standards on human rights for business
Examples of comprehensive corporate programmes that actively promote human rights are:
Global Compact Principle 1
- Businesses should support and respect the protection of internationally proclaimed human rights within their sphere of influence.
GRI indicators related to principle 1
1.1, 2.3, 3.16, HR1, HR2, HR3, HR4
Global Compact Principle 2
- Businesses should make sure they are not complicit in human rights abuses.
GRI indicators related to principle 2
2.5, 2.7, 3.3, 3.4, HR1, HR2, HR3, HR8, HR9, HR10, HR11, HR12, HR13
To see Novo Nordisk’s reporting against the individual performance indicators, please refer to the GRI Content Index.
Labour standards
It is a minimum requirement for companies and affiliates in Novo Nordisk to ensure that the freedom of association and the right to collective bargaining are upheld, that the company does not engage in forced and compulsory labour or child labour, and that the company works to ensure diversity and non-discrimination in respect of employment and occupation.
Novo Nordisk has activities all over the world and also has operations in countries where employees do not have a free choice of union. In those cases it is ensured that the national legislation is followed.
Examples of comprehensive corporate programmes that actively promote labour standards are:
Global Compact Principle 3
- Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining.
GRI indicators related to principle 3
3.16, LA3, LA4, LA13, LA15, HR5
Global Compact Principle 4
- Businesses should uphold the elimination of all forms of forced and compulsory labour.
GRI indicators related to principle 4
3.16, HR5, HR7
Global Compact Principle 5
- Businesses should uphold the effective abolition of child labour.
GRI indicators related to principle 5
3.16, HR6, HR7
Global Compact Principle 6
- Businesses should eliminate discrimination in respect of employment and occupation.
GRI indicators related to principle 6
2.8.1 , 3.16, 3.3, 3.4, LA1, LA2, LA5, LA6, LA7, LA8, LA10, LA11, LA12, LA13, LA14, LA16, LA17, HR4, HR10, HR13
To see Novo Nordisk’s reporting against the individual performance indicators, please refer to the GRI Content Index.
Environment
As part of Novo Nordisk’s commitment to the Triple Bottom Line, the company is committed to pursuing its business goals as a profitable enterprise and in a way that is socially and environmentally responsible. Novo Nordisk also subscribes to the International Chamber of Commerce’s Business Charter for Sustainable Development. The company’s approach is described in its framework for corporate governance and fundamental business principles, the Novo Nordisk Way of Management.
In 2006, Novo Nordisk signed up to WWF’s Climate Savers programme. Under this agreement the company has committed to a 10% reduction in its CO2 emissions in absolute figures by 2014 compared to 2004. During the year, significant progress was made towards achieving the CO2 reduction goal; energy savings and cost optimisations were identified following energy screenings at 10 of the 13 production sites.
Being a pharmaceutical company means that a majority of our activities related to the production of pharmaceutical products have a high level of safety, always ensuring that we have identified any potential risks to the users of our products before they are taken into use. An example of how we work with the precautionary principle can be found in Novo Nordisk’s position on gene technology .
Examples of comprehensive corporate programmes that actively promote environmental responsibility are:
Global Compact Principle 7
- Businesses should support a precautionary approach to environmental challenges.
GRI indicators related to principle 7
3.3, 3.13, 3.16
Global Compact Principle 8
- Businesses should undertake initiatives to promote greater environmental responsibility.
GRI indicators related to principle 8
1.1, 3.3, 3.4, 3.16, 3.20, EN1, EN2, EN3, EN4, EN5, EN6, EN7, EN8, EN9, EN10, EN11, EN12, EN13, EN14, EN16, EN19, EN31, EN33, EN34, EN35
Global Compact Principle 9
- Businesses should encourage the development and diffusion of environmentally friendly technologies.
GRI indicators related to principle 9
3.16, EN17, EN18, PR6
To see Novo Nordisk’s reporting against the individual performance indicators, please refer to the GRI Content Index.
Anti-corruption
Integrity and ethical business conduct has always been a business principle for Novo Nordisk and one that is included in the Novo Nordisk Way of Management and its systematic follow-up methodology.
Bribery and corruption are key local concerns today, detrimental to the wealth, stability and economic growth of societies as well as to the environment, and Novo Nordisk believes that these problems must be tackled by all levels of society. Our role as a private company is to act responsibly in all aspects of how we conduct our business as well as actively supporting relevant initiatives to combat corruption.
Novo Nordisk’s Business Ethics programme includes compliance with legislation and offers guidance on individual judgements. The Business Ethics Policy sets direction and states that bribery and corruption is unacceptable. It is backed by three procedures for ethical business conduct, product promotion and contracting with agents and other third parties.
The company's President and CEO, Lars Rebien Sørensen, the Executive Management team and the members of the Senior Management Board attended training workshops during 2006, as did all line managers within procurement and sales and marketing – a total of 297 individuals representing 79 countries. The aim was to provide guidance on how to live up to the Business Ethics Policy, which was introduced in 2005.
In addition, all Novo Nordisk's managers and relevant employees in their units have completed an e-learning module on business ethics. This programme is now also a mandatory part of the training for new managers. Any employee may take the e-learning programme, and during 2006 nearly 2,700 employees (close to 10% of the total workforce) have done so.
Examples of comprehensive corporate programmes that actively promote anti-corruption are:
Global Compact Principle 10
- Businesses should work against all forms of corruption, including extortion and bribery.
GRI indicators related to principle 10
3.3, 3.4, 3.16, SO2, SO3, SO5, SO6, SO7
To see Novo Nordisk’s reporting against the individual performance indicators, please refer to the GRI Content Index.
This page has been assessed by PricewaterhouseCoopers as part of its assessment of Novo Nordisk’s statement that it reports ‘in accordance’ with GRI. Please refer to Audit and assurance for a full description of the nature of assurance offered.
