Sustainability Guidelines for Suppliers
We operate within the spirit and letter of the law, maintaining high ethical standards wherever we conduct business. We actively seek business relationships with suppliers who share our values and promote the application of these high standards among those with whom they do business.
P&G is committed to legal compliance wherever it conducts business. We expect our suppliers to comply with all applicable laws of their country, including laws relating to employment, discrimination, environment, and health and safety. Suppliers who knowingly violate laws or have repeated problems conforming to them will not receive our business. Suppliers who utilize subcontractors/other suppliers are expected to hold them to the same standards.
P&G supports universal human rights, particularly those of our employees, the communities within which we operate, and the parties with whom we do business. In our business award decisions, we will continue to place substantial value upon incumbent and potential suppliers who consistently respect basic human rights.
Improper Payments to Government Officials
The Company prohibits improper payments to government officials. Government officials include government employees (including employees at government-controlled or owned entities, such as hospitals, energy and media outlets in certain countries), elected officials, political party officials, or candidates for public office or for a political party. Improper payments are direct or indirect (e.g., through third parties) payments, whether in cash or in other things of value (such as lavish entertainment, contributions, travel, gifts, etc.), to a government official in order to influence acts or decisions, to receive special treatment or personal gain, or to obtain or retain business. We prohibit suppliers from making improper payments to government officials with respect to P&G business and expect that our suppliers abide by the U.S. Foreign Corrupt Practices Act as well as local laws concerning bribery.
Commercial bribery is illegal and subject to criminal penalties in many countries, including the United States. Any personal payment or bribe to individuals employed by P&G’s customers or suppliers, or receipt of a bribe or personal payment by P&G employees is strictly prohibited. Even in locations where such activity may not, technically speaking, be illegal, it is absolutely prohibited by Company policy. P&G competition for business is conducted fairly and on the merits of our products and services.
P&G utilizes fair employment practices, as well as strives to provide a safe, healthful and productive work environment for its employees. The Company respects employees' right to freedom of association, third party consultation and collective bargaining where allowed by law. The Company expects suppliers to uphold the same standards and specifically…
Child Labor and Forced Labor
P&G does not use child* or forced labor in any of our global operations or facilities, and we expect suppliers or contractors with whom we do business to uphold the same standards. More specifically, we will not conduct business with suppliers employing child, prison, indentured or bonded labor, or using corporal punishment or other forms of mental and physical coercion as a form of discipline.
* In the absence of any national or local law, we will define “child” as less than 15 years of age. If local minimum age law is set below 15 years of age, but is in accordance with developing country exceptions under International Labor Organization (ILO) Convention 138, the lower age will apply.
P&G expects suppliers to conduct their business without unacceptable worker treatment such as harassment, discrimination, physical or mental punishment, or other forms of abuse.
Wage and Hour Practices
P&G pays employees a competitive wage, as benchmarked with other leading companies. Consistent with our principle of valuing personal mastery, we reward employees for improving their skills and capabilities. At a minimum, we expect our suppliers to comply with all applicable wage and hour laws, and rules and regulations, including minimum wage, overtime and maximum hours.
Health and Safety
P&G is committed to having safe and healthy operations around the world to protect the life and health of its employees and the community surrounding its operations, to protect its assets, to ensure business continuity and to engender public trust. We expect suppliers to provide a safe work environment, to prevent accidents and injury, and to minimize exposure to health risks.
P&G continually strives to improve the environmental quality of our operations and our products. We seek to do business with suppliers who share our concerns for and commitment to preserving the environment. At a minimum, suppliers must meet all current, applicable environmental rules, regulations and laws in their countries.
Click here for information and training materials on the supplier environmental sustainability scorecard
P&G believes in protecting the privacy of personal information. We strive to treat information provided by an individual as that individual’s, which has been entrusted to P&G. We inform people about the use and handling of data they provide us. We follow all pertinent data privacy laws and regulations. When other companies are handling personally identifiable data as our agents, we require them to abide by our privacy practices as they relate to the data.
Ethical Treatment of Suppliers
Our suppliers are valued partners in the success of our business. Our relationships with them must be based on honesty and fairness. Suppliers are selected on a competitive basis based on total value, which includes quality, service, technology, and price. Terms and conditions defining our relationship with suppliers are communicated early in the supplier selection process and agreements to such terms and conditions, or any acceptable modifications, are reached before work begins. Included in these standard terms and conditions are P&G's policies regarding payment terms, confidentiality, the use of intellectual property, and labor practice expectations.
Gifts, Entertainment and Gratuities
We conduct our business on the basis of the superior value of goods and services we buy and sell. Our policy on gifts, entertainment and gratuities is designed to preserve and maintain P&G's reputation as a global enterprise that acts with integrity and bases decisions only on legitimate business considerations. Receiving gifts, entertainment or other gratuities from people with whom we do business is generally not acceptable, because doing so could imply an obligation on the part of the Company and potentially pose a conflict of interest.
Note - Should a pattern of violation of these principles become known to the Company and not be corrected, we will discontinue the business relationship.