Policy on Labor and Humane Treatment of Workers
Effective Date: August 22, 2023
1. Purpose of this Policy
At Motive, we hold ourselves to high standards when it comes to doing what’s right. In doing so, we aim to identify and mitigate the risks of unfair treatment of workers, forced labor, the use of child labor, and other unfair labor practices throughout its value chain. In order to do so, Motive has established policies and procedures to manage potential human-rights related issues regarding its own labor practices and the practices of its value chain. Our Business Partner Code of Conduct further sets forth our requirements for suppliers in our value chain, including prohibitions against forced labor, child labor, inhumane treatment of workers, discrimination and harassment, etc. This policy and statement reiterates these values and adopts them as principles and tenets as to how Motive strives to operate its business on a daily basis.
At Motive, we believe in the following core principles when it comes to the treatment of workers. We have a zero tolerance policy for the use of Child Labor, Forced Labor, or Human Trafficking in any of its operations and facilities as well as throughout its value chain and supply chain. Motive and its employees will not (i) tolerate, engage in, or support Human Trafficking, Forced Labor, or Child Labor of any kind through Motive’s activities, including its value chain, or (ii) assist Motive’s customers or business partners or any other party in doing so. This policy also applies to how we treat employees at Motive.
3. Principles of Conduct
- Motive is committed to upholding the human rights of workers and treating workers with dignity and respect.
- Motive has a zero tolerance policy for:
- The use of Child Labor, as further addressed below
- Hazardous or unsafe working conditions
- Physical punishment
- Involuntary servitude or forced labor
- Any other inhumane treatment of workers
- Motive will collaborate with and work with its suppliers in its value chain to effectuate its commitment to these principles
- Motive will operationally implement processes to demonstrate its commitment to these principles, including due diligence requiring declarations and certifications for higher-risk suppliers and mitigating risk by forming relationships with upstream suppliers as well as approving vendors.
4. Other Obligations
In some countries, local laws impose additional obligations on Motive regarding compliance with Human Trafficking, Forced Labor and Child Labor laws which may include, among other things, (i) implementing certain measures (e.g., compliance plans, specific clauses in agreements with third parties, annual certifications, traceability of materials in our supply chain, etc.) when entering into contracts; (ii) making disclosures to the government that Human Trafficking, Forced Labor and Child Labor are not occurring at Motive or within its supply chain; and (iii) reporting activity to the government that is inconsistent with these laws. Please work with our Legal and Procurement teams to ensure that Motive is in compliance with these requirements).
5. Speak Up: Whistleblowing and Violations of This Policy
Motive takes this policy very seriously and violations may lead to disciplinary action up to, and including, termination of employment or a business relationship. Motive retains discretion as to how to respond to any violation of this policy, any disciplinary process will be undertaken in accordance with all applicable local laws and other legal requirements. If you have a concern about any issue that you believe (or suspect) may violate any law or violate Motive’s Code of Business Ethics or this or any other Motive policy, you have a right to speak up and we want you to speak up. Our Whistleblower Policy applies to this policy. You can always raise any concern, or ask for advice or support, through your line management (including, for example, your supervisor or any leader at Motive) or other trusted advisors (including, for example, legal or HR business partners), other members of Human Resources, any member of the Legal Group, or the Motive Matters Ethics Hotline.
“Child Labor” means labor that deprives children (generally all people under 18 years of age, subject to certain exceptions) of their childhood, their potential and their dignity, and that is harmful to physical or mental development. It includes work that (i) is mentally, physically, socially or morally dangerous and harmful to children, and (ii) interferes with their schooling. Whether certain work constitutes harmful or illegal child labor varies from country to country and depends on, among other things, the child’s age, the type of work performed, the number of hours worked and the conditions under which the child works. Child Labor does not include youth employment or student work, such as internships or apprenticeships, which comply with local laws and regulations.
“Forced Labor” means all work or service exacted from a person under threat or penalty (including slavery, servitude and forced recruitment), which includes penal sanctions and the loss of rights and privileges where the person has not offered himself or herself voluntarily.
“Human Trafficking” means the act of recruiting, harboring, transporting, providing or obtaining a person for forced labor or commercial sex acts through the use of fraud, coercion (e.g., threats of serious harm or physical restraint or abuse or threatened abuse of the legal system) or deception.
“Human Trafficking, Forced Labor and Child Labor laws” means the United Nations Protocol to Prevent, Suppress and Punish Trafficking in Persons, Especially Women and Children (the “Palermo Protocol,” supplementing the United Nations Convention against Transnational Organized Crime of 2000), the European Convention on Human Rights (1953), the Council of Europe Convention on Action Against Trafficking in Human Beings of 2005, the Forced Labour Convention of 1930 (No. 29) and Abolition of Forced Labour Convention of 1957 (No. 105), the EU Directive on Preventing and Combating Trafficking in Human Beings (2011/36/EU), the EU Directive Regarding Disclosure of NonFinancial and Diversity Information (2014/95/EU), the Minimum Age Convention, 1973 (No. 138), the Worst Forms of Child Labour Convention, 1999 (No. 182), the United Nations Global Compact (for which Accenture is a LEAD signatory), and laws in all countries