Sustainability

Standards and Certifications

Our actions are guided by international Principles and Standards including those by the Roundtable on Sustainable Palm Oil (RSPO); ISO; UN Principles; ILO Standards; High Carbon Stock Approach (HCSA) and High Conservation Value Resource Network (HCVRN). Adopting such frameworks, we develop and implement our policies incorporating no deforestation, no peat and no human exploitation (NDPE) commitments.

Governance

Capacity Building

Collaborations and Memberships

Contributions to UN SDGs

We invest heavily in capacity building to disseminate information and provide learning opportunities on issues that are important to enhance policy implementation and compliance with standards. The Goodhope Academy for Management Excellence (GAME) is an established Training Centre that provides learning opportunities for employees, local communities, neighboring companies and other stakeholders. A wide range of training topics provide learning opportunities that build skills and knowledge to help strengthen sustainability management, e.g. topics on Occupational and Environmental Health and Safety, Certification Standards, Human Rights, Social Requirements, Agronomy, Local Laws and Regulations, Conservation and more.

UN SDGs framework aligns with our own sustainability performace

Recruitment Processes

Employment opportunities are offered purely on merit, irrespective of gender, ethnicity, national origin, religion, political affiliation, union membership, age, social background, disability, sexual orientation or any other personal characteristics. Workers are selected for employment based on their ability to fulfil the respective roles and responsibilities. Individuals are selected through a structured recruitment process, which is focused on evaluating skills, competencies and alignment to the organization culture.

We are against child labor and have implemented a minimum age policy requiring that all workers meet the minimum age of 18 years old at the time of recruitment. The Group does not employ staff who are below 18 years of age keeping in line with the international labor laws and regulations. We extend this commitment to all business vendors with whom we work as a standard clause in all contracts.

Employment Contracts

Working conditions and employment benefits are detailed in written contracts provided to employees. The conditions meet the requirements of national and local laws and standards on working hours, minimum wage, overtime and annual leave.

Health & Safety

Maintaining safe working environments at the sites in which we operate is a top priority. Relevant procedures and action plans are developed based on the outcomes of health and safety risk assessments with the aim to reduce and prevent hazards and risks.

Our operational activities are run in compliance with national health and safety laws and International Standards in Environmental and Occupational Health and Safety Management Systems.

• Conduct assessments to identify indigenous communities, their rights and their perceptions of plans for oil palm plantation development.
• Provide accurate and factual data and information to allow stakeholders to make objective decisions and to avoid any misleading matters.
• Engage with local communities to determine their wants and needs and consider their aspirations.
• Document and monitor the process of negotiating and building agreements to help to timely and appropriately address any emerging problems and concerns.
• Provide appropriate and adequate training for employees involved in community engagement.

Facilities & Services

For those employees living on site at our plantations, we provide facilities and amenities such as housing, education and access to medical services.

Worker Representation

Goodhope recognizes the rights of its employees to collectively bargain and to give input to management. Employees have the freedom of joining any form of association. The company does not intervene in any manner that is likely to inhibit workers from exercising their union rights. The Bipartite Communication Forum (LKS Bipartite) serves as a means of communication between Company management and employees towards achieving and maintaining a common platform for effective communication, transparency and a conducive work environment.

Wages

All employees and workers are paid at least the applicable local minimum wage prescribed by the statutory authorities. The remuneration is based on prescribed salary scales, taking into account various factors such as responsibilities, scope, skills and experience required to perform the role, span of control, criticality of the role, location etc. The scales are reviewed on a periodic basis to ensure parity with the market standards. All employees and workers are paid equally based on the nature of their work.

With the goal of providing a fair and decent living wage for all employees, we are committed to ensure that remuneration is sufficient for the worker and his/her family to afford a basic but decent lifestyle. In order to do so, we have begun to conduct living wage assessments using a credible methodology and will work towards closing any identified gaps.

Employee Grievance Mechanism

Any employee who suspects wrongdoing within the Group is strongly advised and encouraged to raise their concerns. All grievances and complaints from any of the employee are normally resolved at the immediate superior level. If the immediate superior fails to settle the grievance/complaints, it can be then addressed to the higher levels including the HR Department. If required, the settlement of the complaint can be continued at through Bipartite Cooperation Institution forums and can also be escalated to the local manpower services office or can be settled in accordance with the applicable rules and regulations.