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Human Rights

We are committed to creating a safe and equitable workplace for all and have a positive impact on every individual in our value chain through our pioneering policies and practices.
At CCI, one of our fundamental values is to respect human rights. We believe that our success, which has been built on our company values, our standards of operational excellence, and our commitment to compliance with the law, regulations and human rights, stems from the contributions made by each of our employees. We are determined to provide a place of work in which universal human rights are respected, and which is open, diverse and participatory. We value each of our employees and strive to create a work environment that is equal in all respects. We aim to inspire our employees so that they can realize their professional goals and achieve their full potential.
Since December 2018, when we published our first Human Rights Policy, we have integrated workplace rights and human rights into all applications across our value chain, our corporate values, and our sustainability strategy as a continuation of our existing CCI Workplace Rights Policy. This policy, which represents a fundamental building block of our vision, is transmitted consistently and without interruption along our entire procurement chain. The CCI Human Rights Policy is based on international human rights standards as prescribed by the United Nations Declaration of Human Rights, the International Labor Organization's Declaration on Fundamental Principles and Rights at Work, and the United Nations Global Compact.

Human Rights Across The Value Chain

Goals and Successes
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The CCI Human Rights Policy addresses the following topics:
Community and stakeholder engagement
Diversity and inclusion
Freedom of association and collective bargaining
Safe and healthy workplaces
Workplace security
Prohibition of forced labor and human trafficking
Commitment to not employ child labor
Fair work hours, wages and benefits
The right to use land and water
After 2019, a year focused on human rights, on 11 March 2020, the World Health Organization (WHO) announced the emergence of Covid-19, which was first detected in Wuhan, China in December 2019, and which subsequently reached the level of a global pandemic. We developed plans to fight the pandemic, which posed a serious threat to public health, with an awareness of the importance of respecting human and individual rights, and maintaining this awareness as a priority.
At CCI, we are aware of our responsibility to protect public health and the welfare of the community, which we consider a priority. Accordingly, the CCI Human Rights Policy is an important reference point with respect to the Covid-19 pandemic.
In 2020, we designed and launched the Human Rights Policy e-learning module and organized pilot sessions with five Distributor owners. We have also continuously improved and developed the online training module. Since 2019, 7,793 hours of Human Rights Policy training has been provided to 8,933 CCI employees in 10 countries of operation. Supplier Guideline Training was also held for 119 individuals from among Human Resources and Supply
Chain country managers in order to raise awareness of Human Rights Policy principles.
In 2020, through the Ethics Hotline, we received 59 notifications, all of which were recorded on the system, to be investigated by Human Rights Policy specialists and decided on by the Ethics and Compliance Committee. We frequently repeated the Human Rights Policy training in order to prevent any non-compliance. What is more, in order to bolster our investigative capacity, we held Employee Investigation Capability Development Training with HR, Legal and Auditing Professionals.
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Supplier Guiding Principles (SGPs)
Supplier Guiding Principles (SGPs) Audits of CCI Plants Conducted by TCCC
In order to determine the degree to which our operations comply with CCI’s Human Rights Policy and TCCC’s Supplier Guiding Principles (SGPs), audits were conducted by an independent auditing firm in 2020. Eleven CCI plants in Azerbaijan, Kazakhstan, Tajikistan, Turkey and Turkmenistan passed these audits successfully.
SGP Audit Targets for CCI Plants
Supplier Guiding Principles (SGPs) Please click here for details.
Supplier Guiding Principles (SGPs) for CCI Suppliers
Our local procurement policy supports the sustainable development of local economies, and we help our suppliers improve their sustainability performance through effective development practices. As part of our supplier agreements that have been in place since 2002, the Supplier Guiding Principles (SGPs) define the minimal social, environmental, ethical and economic expectations of TCCC as they pertain to suppliers. Human rights advancements as stated by Ruggie, the OECD and the UNGC, as well as guidance provided by a study carried out by the Danish Institute for Human Rights on TCCC policies and practices, are reflected in the SGP standards. At the minimum, our suppliers are required to meet these standards with respect to all of their operations.
SGP Audit Results of CCI Suppliers
We consistently cultivate effective communication and conduct audits and constructive practices in order to ensure our suppliers adhere to our principles. Our suppliers receive copies of the SGPs at the beginning of the business relationship and are expected to communicate these principles to their stakeholders, especially their respective workforces.
We attach the SGP Policy to our supplier contracts when applicable, with the expectation that they will develop and implement the appropriate internal business processes to guarantee their compliance with SGP requirements. Supplier audits are conducted internally by TCCC and CCI’s trained personnel, as well as by third parties. For our direct material and cold drink equipment suppliers, it is obligatory to undergo SGP audits and comply with SGP standards before signing contracts.

Third-party audits include confidential interviews both with employees and on-site contract workers. A supplier who fails to meet any aspect of SGP requirements is expected to implement corrective actions.
If a supplier fails to adhere to our principles, sanctions, including termination of the contract, can be applied. As a result of the recalibration of the SGP score in 2019, a transition was made to the current model, in which raw materials, primary packaging and co-packers are covered. With this revised logic, we were able to achieve a score of 89%, despite the expansion of the supply base. We revised our target for 2020 to 95%. As a result of the SGP audit, a remedial action plan that covers specific issues such as work hours (especially night shifts), rest day violations, overtime and health and safety is sent to relevant suppliers, and supplementary audits are organized. Within the last three years, TCCC has audited all of CCI’s ingredient and packaging suppliers.
Sustainable Agriculture Guiding Principles (SAGPs)
The sourcing of CCI’s raw materials accounts for a large portion of our economic, social and environmental footprint. For CCI, sustainable sourcing is possible by the purchase of ingredients from farm locations and suppliers that meet TCCC-approved standards. Sustainable agriculture is critical for us in order to meet the expectations of our consumers, customers and other stakeholders, and to allow the continued growth of our business.
The Coca-Cola Company is addressing the challenges of agricultural availability, quality and safety, in addition to the improvement of farming communities’ wellbeing. TCCC aims to source its key agricultural ingredients in an entirely sustainable manner by 2020, while further developing its Sustainable Agriculture Guiding Principles (SAGPs).
TCCC’s approach to sustainable agriculture is founded on these principles, which aim to ensure responsible management in farming, protection of the environment, and the upholding of human and workplace rights, thereby helping to build more sustainable communities. Compliance with SAGPs is verified according to international third-party standards, such as Bonsucro, the Rainforest Alliance, the Sustainable Agriculture Initiative Platform (SAI) and Fairtrade International, or its equivalent.
Milestones in CCI's Sustainable Sourcing Activities
In 2016, we conducted a feasibility study for sustainable sugar sourcing in Turkey.

In 2017, we organized a workshop on the SAGP compliance program for sweetener suppliers in Turkey.

In 2019, we engaged with farmers, sugar producers and international industrial platforms, such as SAI, to disseminate SAGPs in Turkey and Pakistan. In cooperation with leading FMCG and beverage companies, we are supporting sustainable sugar-beet production to effectively understand and implement the best practices for sustainable sugar-beet production in Turkey.

In 2020, we became a member of the ‘Buyers Supporting VIVE’ program, which was founded for the purpose of encouraging sustainable agriculture with the support of sugar buyers
TCCC Sustainable Agriculture Guiding Principles
The Workplace and Human Rights
Freedom of association and collective bargaining
Ban on child labor
Eliminating discrimination
Work hours and wages
Safe and healthy workplaces
Community and traditional rights
The Environment
Water management
Energy management and climate protection
Conservation of natural habitats and ecosystems
Soil management
Crop protection
Farmer Management System
Harvest and post-harvest management
Reproductive material identity, selection and handling
Management systems, record-keeping and transparency
Business integrity

Occupational Health and Safety

Goals and Successes
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Health and Safety Management
Health and safety issues managed in parallel to the Coca-Cola Operating Requirements (KORE) are also addressed within the context of collective bargaining agreements signed with labor unions. Location-based cross-functional H&S committees meet on a monthly basis and report to the Country Health and Safety committees on a quarterly basis. The Group H&S Manager coordinates H&S issues in collaboration with the Country Committees throughout all CCI countries, and reports to the Health & Safety Steering Committee that meets once every six months.
The CEO is the highest ranking executive and assumes the ultimate responsibility, while the HR Director heads up the chain-of- command for H&S.
All of our operating plants received OHSAS 18001 Management System Certification up to 2019. The plan to transition all of our plants to the new ISO 45001 standard was 70% completed due to delays caused by Covid-19. This transition will be fully completed in 2021.
Main Health & Safety Objectives
It is our primary responsibility to provide our employees with a safe and healthy work environment, in order to improve their work/ life balance and positively influence their motivation, productivity and business performance. Accordingly, our main H&S targets are:
Protect the most valuable and important resource of our company – our human capital – from occupational health and safety risks or hazards.
Ensure that H&S remains an integral part of our business, and is actively supported through management, leadership and commitment.
Protect the company from any legal challenges by complying with local legal requirements and applying industry best practices to set standards above those requirements.
Protect all other resources and assets from any losses that may arise due to work-related risks and hazards.
Hand-in-Hand Safety Program
We standardize and systematize health and safety practices at CCI through our Hand-in-Hand Safety Program, which we have continued since 2016 for the purpose of strengthening our periodical checks. In 2020, a 3.2% drop occurred in our H&S performance on the Safety Maturity Index (SMI), with our score standing at 74.8%.
In 2020, while combating Covid-19, our focus was on fostering a culture of safety. The Behavioral Safety (BBS) application was initiated. A continuation of these applications is planned with the new Global Incident and Death Prevention Program, which is set to be communicated by TCCC in 2021. With Life-Saving Rules as the basis of this program, applications will focus on unsafe behavior on the part of front-line employees, and the accountability of managers.
Health & Safety Training at CCI
We conduct targeted and periodic H&S training to develop our occupational health and safety culture and meet the needs of our employees and contractors who provide services to CCI. In 2020, we conducted 58,722 hours of Health and Safety training for our employees. Training sessions covered topics such as first aid, confined spaces, working at a height, emergency response, electricity safety, compressed gas safety, defensive driving and forklift safety, in addition to Covid-19 awareness.
TCCC Health & Safety Culture Program
Most incidents that occur at production plants occur due to employees’ failure to act carefully and conscientiously with respect to occupational health and safety requirements. Therefore, the behavior-oriented safety culture program that is being implemented focuses on employees and the hazardous behavior that is frequently observed during routine and/or non-routine operations.
Our cultural transformation program consists of two phases. The first step is to identify the most common hazardous practices, and the second step is to
transform these into safe practices to protect our employees and develop a regulatory and preventive plan to provide them with safe work environments.
The program uses both conventional methods, such as reward and recognition procedures, disciplinary action and training, and new tools, such as the Safety Olympics (H&S awareness competition) and drama performances based on themes of occupational safety.
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Covid-19 Pandemic Measures We Have Taken for Our Employees
While the world faces the Covid-19 pandemic, a global emergency of a scale hitherto unseen, CCI identified ‘Human Health and Safety’ as our priority under the motto ‘Stay Strong and Stay Healthy’ from the first day of the pandemic, making public health the focal point of all of our planning and work. Closely following the global condition of the pandemic, we actively followed, and continue to follow, all information and measures published by both national and international authorities.
At CCI, the health and wellbeing of our employees has always been our top priority, and will remain so. While adapting to this fast change, we quickly took all steps necessary for protecting the health, safety and wellbeing of our employees, customers and the community. We have made mental health, along with physical health, a priority in respect to the health and safety of our people. During the Covid-19 pandemic, we kept our awareness at the highest level, taking various precautions for our employees in line with the planning we made by foreseeing risks before the emergence of cases in CCI's area of operations.
We shared the first information on Covid-19 with all our employees in all countries at an early date, on 29 January 2020, and put our plans into action on 30 January 2020, when the pandemic was declared an ‘International Public Health Emergency’ by the World Health Organization (WHO). Taking our first steps on 31 January 2020, we shared information on the status of Covid-19 and the accompanying international travel restrictions in all geographical areas in which CCI operates. Throughout the year, we continued to regularly provide our employees with updates relating to the pandemic, as well as the measures taken by various countries. In early March, we formed the IMT (Crisis Management Team) to follow regulations published by local authorities and monitor the number of Covid-19 cases on a country-by-country basis, and started working on possible crisis scenarios.
After translating the Covid-19 awareness training module, which we designed to increase our employees’ awareness, into the local languages spoken across CCI's entire geography, we distributed the document to all our employees over our CCI online internal training module. 6,052 employees completed the training in 2020. Immediately after the World Health Organization declared Covid-19 a pandemic, we started a home/remote work program for CCI employees whose work permitted it, who were pregnant or nursing, or who had disabilities or chronic diseases, as well as imposing a ban on visitors at all offices and plants.
We activated the H&S protocol at CCI locations in order to stop the spread of Covid-19. Hygiene and cleaning applications were begun by Administrative Affairs. We began carrying out daily office, canteen and vehicle disinfection. We shared our Occupational Health and Safety Guide and our accumulated knowledge on preventive measures against Covid-19 with CCI’s business partners. We increased the frequency of PAA and ozone air disinfection practices in all production, storage and common areas at the plants. We implemented practices such as social distancing in common areas, ground and seat markings, disposable servings at the canteen, temperature-taking at entrances, and automatic touch-free sliding door systems.

Diversity and Inclusion

Goals and Successes
At CCI, we are continuing to consciously build an inclusive culture that accepts people as they are, with different talents, experiences, points of view and identities, and which values diversity in line with our vision of becoming the best fast-moving consumer goods company within the geography in which we operate. In line with our determination to create equal opportunities, in 2020 we focused on encouraging talents from different backgrounds to work with us, developing them, and keeping them with us.
Being aware of the fact that a diverse workforce and an inclusive culture form the building blocks for CCI to carry out its objective and achieve its vision, we renewed our diversity and inclusion strategy in 2020, harmonizing it with a general company strategy focused on sharing a motivating vision that promises hope for the future. The Diversity and Inclusion Advisory Board worked actively with other top-level stakeholders to further its diversity and inclusion agenda and received support for key and priority initiatives and actions. We are determined to create a diverse and inclusive work environment with an open and trust-inspiring culture by focusing on the following three priority areas
Gender Equality: Our goal is to create an environment that embraces all gender identities at CCI. We target equal rights in terms of visibility, empowerment and access to resources, through which we strive for gender equality by increasing the empowerment of women.
Inter-Generational Diversity: At CCI, our objective is to help employees feel valuable regardless of their ages, backgrounds, and personal and professional influence, and possess the confidence to share their ideas.
Background and Experience: For CCI, an inclusive culture is one under which employees are self-confident when sharing their ideas, which embraces different opinions, and which allows people to work together with trust and respect. As a company in which 10 countries, 15 languages and over 30 ethnicities are represented, we believe that CCI’s success is strongly linked to the originality and diverse past of each employee.
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CCI Pledged to Increase the Number of Female Managers
CCI’s efforts aimed at gender equality and empowering its female employees were supported by the pledge it gave to the LEAD Network, an international non-governmental organization that supports woman leaders employed in the retail and consumer goods sectors, and aims at increasing the number of senior female managers and contributing to their development.
With the letter of commitment signed by our CEO, Mr. Burak Başarır, at the online signing ceremony organized on 26 October 2020 and attended by The Coca-Cola Company Chairman of the Board and CEO James Quincey and LEAD Network founder Mick Broekhof, CCI pledged to increase the ratio of women in manager and senior manager positions by 5% by 2025, and took its place among the pioneering companies of the fast moving consumer goods sector with this commitment.
As part of our efforts to support diversity and inclusion, we took part in the EMBARK initiative, which is supported by the European Bank for Reconstruction and Development (EBRD). Within the scope of EMBARK, a ‘reverse-mentoring’ program, we come together with Syrian, Turkish and immigrant youths who show talent as leaders of the business world, in order to exchange ideas, develop understandings, and establish meaningful communication. At CCI, we continue to take firm steps in building and strengthening an inclusive culture that fosters diversity.
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