Responsible,ethical, transparent
Our ESG strategy is embeddedin our business purpose
Trust, transparency and accountability are foundational to delivering on our purpose and our promise to create value for all stakeholders
We are committed to running a responsible and transparent business, setting high ethical standards for our industry and embracing corporate governance best practices.
To achieve these goals, ManpowerGroup UK works to our global Principles of Governance – rules that guide us to ensure the highest ethical standards for business conduct and responsible employment across regions and industries around the world.
Corporate governance
We prioritise ESG at the highest levels of our organisation. Our Board of Directors has oversight of our ESG efforts and disclosures, and is responsible for reviewing our ESG performance, sustainability trends and Enterprise Risk Management (ERM) process at least twice a year.
In 2021, ManpowerGroup created a global Executive Steering Committee that reports directly to the worldwide CEO – comprised of the Chief Sustainability Officer, Chief People & Culture Officer, Chief Financial Officer and General Counsel — and who regularly meet and review our global ESG progress.
Our Enterprise Risk Management (ERM) function is designed to establish a standard Risk Management Framework to assess risk from the bottom-up, defining roles and responsibilities based on the 2017 Committee of Sponsoring Organisations (COSO) framework. Our VP of Enterprise Risk is responsible for our global ERM strategy, programme design and training of our Country and Regional Risk Champions. We continue to integrate ESG considerations into our ERM processes. Our Board of Directors approves and supports management’s implementation of the ERM process to mitigate our company’s exposure to risk. The Audit Committee supports the Board to oversee the company’s risk assessment and risk management processes.
We disclose the various business risks that we track as part of the ERM process in our ManpowerGroup Form 10-K . They include ESG-related risks, such as concerns related to the talent shortage, government regulations, client expectations and people- or culture-related risks. We also track and assess climate-related risks to our business, aligned with the framework set by the Task Force on Climate-Related Financial Disclosures (TCFD). In 2022 we submitted our climate risk disclosures (link) in our global CDP response for the 11th year.
We recognise that our global reach, working with hundreds of thousands of organisations around the world, means we can influence the way people are treated across complex multinational supply chains. By respecting and promoting the International Labour Organization’s (ILO) declared Fundamental Principles and Rights at Work, we are helping to ensure that work is a source of dignity and purpose.
As a signatory to the UN Global Compact, we are also committed to respecting internationally proclaimed human rights, and to embedding these principles into our culture, strategy and day-to-day operations. In addition to publishing our Human Rights Policy in 2021 which outlines our zero-tolerance policy toward forced labour and modern slavery, ManpowerGroup UK also publishes a country-specific Modern Slavery compliance statement.
We use our industry leadership to advocate for ethical recruitment practices, employment flexibility balanced with security, and opportunities for under-represented and vulnerable populations to develop in-demand skills and participate in the formal economy.
Code of conduct and business ethics:
We expect our employees to uphold our strong values and business practices. We also require that our supply chain partners align their business principles, culture and values with our own commitments to social responsibility and sustainability, and affirm their commitment to key practices outlined in our Supplier Code of Conduct. Our Business Ethics Hotline is available 24 hours a day, seven days a week, allowing any employee or third party to raise a business ethics concern. The hotline is available globally with over 20 languages supported. All the reports are reviewed by the global Ethics & Compliance team for action and shared with the Audit Committee of the Board of Directors.
As the world of work becomes more digital and data-driven, we know there are both opportunities as well as ethical and equity concerns when it comes to emerging tech. Our Centre of Excellence in People, Analytics, Assessment and Innovation is responsible for sourcing and piloting new innovations – assessments, AI and machine learning, and new platform technology – that drive meaningful impact for our business. To ensure our innovations build on our strong ethical foundation, in 2021 we convened our global Ethical AI Taskforce – led by our General Counsel, Chief Innovation Officer and Chief Information Security Officer – to review and map innovations against the following priorities: data privacy, cyber security, human oversight, technical robustness and legal accountability.
Information security and privacy
Employee education and awareness
The frequency and sophistication of cyber-crimes are rising, and we take our responsibility to be vigilant and educate our people seriously. On an ongoing basis, we conduct awareness campaigns that include digital training courses and email phishing exercises.
Annually, we require training for all our employees on data protection, privacy and information security. We also make it easy for our employees to report concerns – through phishing alarm technology integrated with our email system and our Information Security Incident Management Policy that clearly outlines the communication and escalation process for privacy-related events.
We are constantly engaging with our stakeholders to understand emerging trends, what’s most important to our business and how to strengthen our leadership position within the industry
The combination of strong corporate governance and active engagement with our shareholders encourages trust and transparency throughout our business – both of which have critical importance in today’s complex world. We regularly evaluate what is material to our ESG strategy and work with our stakeholders to tap into emerging trends and expectations.
By maintaining a dialogue with our investors, employees, clients, associates, and government bodies, we gain a clearer image of the issues that matter most to our key stakeholder groups and what is expected of us as a corporate citizen.
Our stakeholder engagement strategy supports the evolution of ESG strategy. Our open and ongoing engagement will remain important as we progress toward more focused strategic areas and continue to identify key emerging trends.
REC
APSCo
TechUK
MakeUK
Young Enterprise
Movement to Work
The 5% Club
Level 3 Disability Confident Leader
Logistics UK
The Work Foundation
FedEE
SAFERjobs
Tech Talent Charter.
We are actively engaged with the World Employment Confederation (WEC), the voice of the employment industry at a global level, which represents more than 50 countries.
Through relationships with international policymakers (ILO, OECD, World Bank, IMF, IOM, EU) and other stakeholders (trade unions, think tanks, NGOs, academia), the WEC promotes more inclusive, open and sustainable labour markets.
ManpowerGroup is a founding corporate member of WEC, through which we actively participate in multi-stakeholder initiatives and our executives serve on both global and local federation boards.
Association of Labour Providers
Cyber Essentials Plus certification
Gangmasters license
Defence Employer Recognition scheme
Everest Group – Leader status
Good Youth Employment Charter.
