Human Rights

By enabling every citizen to participate securely in the global economy, our purpose directly supports the same goals as those defined via UNGC. De La Rue fully supports the principles set out in the UN Declaration of Human Rights. Our Code of Business Principles covers human rights issues under the headings of health and safety, employment principles and protecting personal information. These principles are underpinned by specific policies and processes relating to:

 

Inclusion and Diversity

De La Rue seeks working environment where all people (employees, customers, suppliers) feel valued and respected as individuals. We actively seek to have a diverse workforce as we recognise the value of diversity to the organisation. We are an equal opportunity employer and it is our policy to recruit the best candidate for the role regardless of any other factor.

 

Richard Hird and Jo Easton Inclusion
Richard Hird and Jo Easton
 
How does diversity and inclusion benefit De La Rue?
 

Slavery and Human Trafficking

De La Rue recognises that it has a responsibility to take a robust approach to slavery and human trafficking. The organisation is absolutely committed to preventing slavery and human trafficking in its corporate activities, and to ensure that its supply chains are free from slavery and human trafficking. Our Modern Slavery Transparency statement sets out De La Rue's stance on slavery and human trafficking in compliance with the Modern Slavery Act 2015.

Download our Modern Slavery Transparency Statement

 

Child Labour

Our Suppliers are obliged to abide by the United Nations Convention on the Rights of the Child and International Labour Organisation 138 and 182. As part of our ongoing procurement programme we monitor our key cotton comber and linter supplier.

 

Equality and Diversity

De La Rue's policy is to treat all employees fairly and equally, regardless of their:

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Every manager and employee has responsibility for the implementation of our equal opportunity policy and training is provided to employees and newly appointed line managers, in equal opportunities and associated policies and procedures such as stress management, grievance and anti-harassment.