Human Rights Briefing Paper Update - APRIL 2018 - Total
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APRIL 2018 Human Rights Briefing Paper Update
2 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 3
TABLE OF CONTENTS
MESSAGE FROM THE CHAIRMAN AND CEO.............5
1 TOTAL AT A GLANCE....................................................6
2
REINFORCING OUR APPROACH TO EMBEDDING
RESPECT FOR HUMAN RIGHTS...................................9
• Strengthening Our Governance.....................................................11
ABOUT TOTAL’S HUMAN • Raising Awareness.........................................................................13
• Improving Our Assessments and Actions......................................14
RIGHTS BRIEFING PAPER • Fostering Disclosure and Transparency........................................15
UPDATE
3
In our first Human Rights Briefing Paper, published in July ADDRESSING OUR SALIENT ISSUES:
2016, we made a commitment to build on our efforts to embed UPDATE AND NEXT STEPS...........................................16
respect for human rights in our operations and business
relationships and to regularly report on these efforts. • Determining our Salient Issues.......................................................17
• Human Rights in the Workplace.....................................................20
This Update to our Human Rights Briefing Paper, • Human Rights and Local Communities..........................................27
July 2016 provides an overview of our progress, • Human Rights and Security............................................................33
challenges and continuing efforts in our journey
to further embed respect for human rights and
to address salient human rights issues relating
to our business activities.
We invite you to take this journey with us as you
read through the pages of this Update.
As always, we are happy to receive your feedback,
4 LOOKING AHEAD..........................................................36
which can be sent to: ethics@total.com.
TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 5 MESSAGE FROM THE CHAIRMAN AND CEO Safety and Respect for Each Other are two cardinal values of our five values. Respect for Each Other means, among other things, respect for human rights. At Total, we are committed to remaining vigilant on this point. This involves: •R espect for human rights in the workplace for our employees and promotion of these principles and practices in our supply chain, in particular by preventing child and forced labor, avoiding discrimination and ensuring just and favorable conditions of work and safety. •R espect for the human rights of local communities that are potentially affected by our operations, in particular in relation to land and property rights, the right to health and an adequate standard of living, and by providing access to remedy for unavoidable adverse impacts related to our operations. • Ensuring that the security of our personnel is managed in a responsible way so that the human rights of neighboring communities and other stakeholders are respected. The management of security risks, including the use of government security forces and private security providers, should be in line with applicable international standards related to the proportionate use of force. The publication of this Human Rights Briefing Paper Update is our way of demonstrating a tangible application of our commitment to remain an industry leader in embedding respect for human rights and addressing our salient human rights issues, using the United Nations Guiding Principles on Business and Human Rights (UNGPs) Reporting Framework. It is also an integral part of our engagement in the United Nations Global Compact and its LEAD initiative. We remain committed to continuous progress in implementing respect for human rights. We remain committed to becoming the responsible energy major. Patrick POUYANNÉ Chairman and Chief Executive Officer, Total.
6 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 7
OUR ACTIVITIES
TOTAL AT A GLANCE
TOTAL AT A GLANCE
Solar
Oil and gas
EXPLORE Biomass
& PRODUCE
Specialty
chemicals
TRANSFORM Refining and
Polymers petrochemicals
1
& DEVELOP
TOTAL AT A GLANCE
Trading and shipping
Total’s ambition is to become the responsible energy major.
We are committed to better energy that is reliable, affordable,
clean and available to as many people as possible. We are also SHIP
Products
committed to innovation that contributes to solving the challenge of & MARKET and services
climate change and lets us stay ahead of the changing energy needs
of today’s world.
8 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 9
KEY FIGURES
TOTAL AT A GLANCE
No. 4
oil and gas company
worldwide
98,000+ employees
OUR APPROACH TO EMBEDDING
RESPECT FOR HUMAN RIGHTS
Operations in 130+
countries
REINFORCING
2.5 million
barrels of oil equivalent
produced each day
150,000+ direct
contractors and suppliers
worldwide
REINFORCING
3,000+ community
engagement projects
8 million+
customers served at Total
service stations worldwide
each day 2 OUR APPROACH
TO EMBEDDING RESPECT
FOR HUMAN RIGHTS
We recognize the importance of implementing respect for human
23% decrease in greenhouse rights across our business activities.
gas emissions since 2010 in our Human rights are everybody’s concern.
operated scope
A Leader in solar energy
10 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 11
STRENGTHENING
OUR GOVERNANCE
We are committed to respecting internationally recognized human rights standards in our activities,
all over the world.
Our policies and strategies help to underscore our commitments to our stakeholders - including
The United Nations Guiding our contractors, suppliers and joint venture partners - and what we expect in return. They also
Principles on Business and The fundamental Conventions provide guidance to our employees and everyone who works on our behalf.
Human Rights as endorsed of the International Labour
by the UN Human Rights We continue to review and update (or add to) them when necessary to reinforce our ambition
Organisation to become “the responsible energy major” and to deepen stakeholder understanding of our
Council in 2011
responsibilities, including embedding respect for human rights.
The Universal The United Nations
Since July 2016, we have:
Declaration Of Global Compact
SEPTEMBER 2016
OUR APPROACH TO EMBEDDING
OUR APPROACH TO EMBEDDING
Human Rights
RESPECT FOR HUMAN RIGHTS
RESPECT FOR HUMAN RIGHTS
Presented a new “One Total” organization
with a new People & Social Responsibility
Division (PSR) which includes the Human
REINFORCING
REINFORCING
TOTAL ADHERES Rights Department. The Executive Vice
President PSR is a member of Total’s
DECEMBER 2016
TO THE Executive Committee.
Published a Fundamental Principles of Purchasing
The Voluntary
PRINCIPLES
Guidance Leaflet on the occasion of our second
Principles on Business Ethics Day – to practically help our suppliers
SET OUT IN Security and Human understand our expectations of them as provided in
our supplier code of conduct – the Fundamental
Rights (VPSHR) JANUARY 2017 Principles of Purchasing.
Total’s Executive Committee
unanimously adopted our updated
Human Rights Roadmap and
The OECD Guidelines for Action Plan 2017 - 2018.
Multinational Enterprises
MARCH 2017
The Group CEO announced new
corporate values including the
two cardinal values of “Safety” and
“Respect for Each Other.”
MAY 2017
Published our second Climate Report – Integrating
Climate into Our Strategy.
Published our Modern Slavery and Human
Trafficking Statements in the UK.
JULY 2017
Published a Practical Guide on Dealing with The Board’s Committee
Religious Issues in the Group – a first in the oil on Ethics and Governance
and gas industry. examined some of our salient
As a Group committed to better energy, we recognize that beyond human rights issues:
our policy commitments, embedding respect for human rights across THIS HAS BEEN MADE I - Labor conditions: Forced labor and
our business activities in principle and practice is key. POSSIBLE BY: JANUARY 2018 child labor in the value chain
As part of the “One Total” project, the Group’s Executive II - D
iscrimination and harassment
Over the past year or so, we have had consultations and broad en-
Committee appointed Country Chairs for each country III - R
elations with local communities.
gagement with both our internal and external stakeholders regarding • Strengthening our governance where Total is present. The Country Chair (who is a
our approach to respecting human rights. We have decided to use
• Raising awareness Managing Director of one of Total’s business units
our core values, new organization and strategy as well as our risk
in the country in question) will, among other
management and assessment processes to reinforce this approach. • Improving our assessments responsibilities, fairly promote the implementation
and actions
of major Total policies, including on ethics and
• F ostering disclosure human rights, across the business units in
and transparency the relevant country.
12 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 13
RAISING AWARENESS
Our commitment to respect human rights should be “known by” and “shown” to our stakeholders,
particularly our employees in over 130 countries worldwide including complex governance and
operating environments, as well as in our business relationships. As part of the developments
Our Updated Human Rights Roadmap and Action Plan 2017-2018
regarding the above, we have put in place a number of awareness-raising and training initiatives
As an update to our first Human Rights Roadmap and action plan, and with a view to continuous impro- on human rights, sometimes with overarching themes and at other times focused on specific
vement, our Executive Committee adopted a new Human Rights Roadmap and action plan for 2017-2018.
salient human rights issues.
The updated roadmap focuses primarily on the following areas:
• Consolidating the integration of human rights into operational decisions at local levels of our business; More details on training initiatives focused on our salient humain rights issues are provided
in Section 3 of this Update.
• Improving on the level of awareness and locus of accountability on the management of human rights
issues at all levels of our business. This is particularly important given the periodic turnover of managers in
business units across our Group, the need to avoid a potential fatigue effect regarding human rights and
On an overarching-theme basis, we have:
to maintain an evenness on human rights culture and performance by management across the Group;
OUR APPROACH TO EMBEDDING
OUR APPROACH TO EMBEDDING
RESPECT FOR HUMAN RIGHTS
RESPECT FOR HUMAN RIGHTS
• Strengthening our human rights risk assessment processes, making the tools available and understan- OCTOBER 2017
dable by our business units, and more systematic follow-up of assessments. Held Total Suppliers’ Day 2017, highlighting our shared
responsibility with our suppliers to respect human rights in
REINFORCING
REINFORCING
JUNE 2016
Read more about some specific actions relating to our updated Human Rights Roadmap in Section 3 Launched an interactive our activities and value chain.
of this Update e-learning course Held a Contracts and Human Rights Session facilitated
on “The Challenges by Shift with the Contracts Legal Practice Group – on
of Business Ethics.” embedding human rights in contracts for lawyers.
DECEMBER 2016 DECEMBER 2017
Held the second edition of our Annual Held the third edition of our
Business Ethics Day (to mark the UN Annual Business Ethics Day
International Human Rights and Anti- with the theme: Business and
Corruption Days). The theme was Supply Respect for Each Other:
Chain Challenges: Anti-Corruption How to Handle Dilemmas.
& Human Rights.
The Annual Business Ethics Day:
A Word from the Chairwoman of the Group’s Ethics
Committee
“Well-written guides alone are not enough to realize our ambition
to fully embed Respect for Each Other in our business operations.
Here we can learn from the way we handled Safety; I dare say that
for Safety we made a huge leap forward the day we decided it
would become a fixed component in every decision that we make.
That’s why an event such as the Business Ethics Day is really im-
portant. It allows us to bring the teams together, to deliver the tone
from the top, while having an open discussion about our policies
as well as the conditions and difficulties of implementing them.”
Hilde Luystermans,
Chairwoman, Total Group Ethics Committee
14 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 15
FOSTERING DISCLOSURE
AND TRANSPARENCY
We know that there is still a lot to be done to embed respect for human rights in our activities at
all levels. However, our commitment to disclose our continuing efforts, including challenges and
opportunities is clear.
Since 2016, we:
JULY 2016
Published our first Human Rights
Briefing Paper (report) – becoming
the first oil and gas company to do MAY 2017
so – identifying our salient human Published our second Climate
rights issues and explaining how we Report – Integrating Climate into
OUR APPROACH TO EMBEDDING
OUR APPROACH TO EMBEDDING
RESPECT FOR HUMAN RIGHTS
RESPECT FOR HUMAN RIGHTS
continue to address them. Our Strategy.
IMPROVING OUR
REINFORCING
REINFORCING
ASSESSMENTS AND ACTIONS MARCH 2017
Been ranked as Top oil and gas major
in the 2017 Corporate Human Rights
APRIL 2018
Published an Update to our
Human Rights Briefing Paper
Based on a series of interactions with our stakeholders, we identified that we needed to deepen Benchmark (CHRB) exercise and 2016 – as the first oil and gas
and widen the human rights assessment processes for our business units and supply chain, Leading-scoring company in the major to do so.
including an increased focus on our salient issues, high-risk operational geographies and more extractive industry for embedding
respect and human rights due diligence.
systematic follow-up of assessment action plans.
Details of our human rights due diligence actions in relation to our salient issues are further elaborated in
Section 3 of this Update.
Some of the developments in this area over the past year or so, are:
SEPTEMBER 2017 MARCH 2017 Total’s Disclosure on
Developed a revised ethical Conducted dedicated Human Human Rights: Insights
evaluation methodology with Rights Impact Assessments from Some Investors
SEPTEMBER 2016 an independent third party with the Danish Institute for
Launched a partnership with an organization, GoodCorporation. Human Rights (DIHR) in Papua “We welcome the update to
independent third party service Self-assessments have also New Guinea (PNG) with a focus Total’s human rights report
provider – to conduct social been introduced to further widen on gender, security and conflict. and the company’s efforts in
and labor rights audits of our the reach of the assessments in See some key findings in implementing its responsibility
suppliers and contractors. our business units. Section 3 of this Update. to respect human rights across
its operations and value chain.
We are pleased with Total’s
responsiveness in engaging
with us on a regular basis to
make sure it addresses our
2016 - 2017 2016 – 2018 expectations in this area.”
Conducted a baseline Conducted ethical assessments in our business units in
study of 22 affiliates in • Morocco (Marketing & Services),
our Marketing & Services • France (Corporate),
business segment on respect • Italy (Exploration & Production),
for human rights, with a focus • Belgium (Refining & Chemicals),
on forced labor, child labor and •S audi Arabia (Marketing & Services),
working conditions. • Vietnam (Marketing & Services),
• Zimbabwe (Marketing & Services),
•P apua New Guinea (Exploration & Production),
• The Philippines (Marketing & Services).
See some key findings in Section 3 of this Update
16 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 17
DETERMINING
OUR SALIENT ISSUES
In 2016, we held series of consultations with our internal and external stakeholders to identify the
salient human rights issues associated with our activities and business relationships, based on the
UN Guiding Principles (UNGPs) Reporting Framework. The process enabled us to identify
six salient issues across our three broad, focal human rights areas.
1
HUMAN RIGHTS
IN THE WORKPLACE
• F orced Labor
and Child Labor
•D
iscrimination
• J ust and favorable conditions
of work and safety
2
HUMAN RIGHTS
AND LOCAL COMMUNITIES
• Acess to land More recently, we have continued to learn extensively from observations
and key findings in:
•R
ight to Health and
An Adequate Standard • Human rights assessments
ADDRESSING OUR SALIENT ISSUES:
ADDRESSING OUR SALIENT ISSUES:
of Living carried out in selected Total business units across the world with the sup-
port of independent third party organizations such as the Danish Institute
UPDATE AND NEXT STEPS
UPDATE AND NEXT STEPS
3
3 for Human Rights.
OUR SALIENT ISSUES: HUMAN RIGHTS
AND SECURITY
• A global ethical assessment program
carried out in selected Total business units across the world with the support
of independent third party organization, GoodCorporation.
UPDATES AND NEXT STEPS •R
isk of Misuse of Force • Issues raised in our Group’s Ethics Committee and Human Rights
Coordination Committee.
• The internal Total Survey,
a biennial company-wide confidential survey to gather employee views
and expectations regarding professional and social issues relating to work-
place conditions and perceptions. In 2017, about 70,000 employees from
Salient human rights issues as defined in the UN Guiding 124 countries were invited to participate in the survey.
Principles Reporting Framework are those human rights that stand • The Annual FAIR Committee Review meetings
out because they are at risk of the most severe negative impact held to monitor the implementation of the Corporate Social Responsibility
through the company’s activities or business relationships. Total Global Agreement signed with IndustriAll Global Union in January 2015.
Participants at the review include labor union representatives from across
This concept of salience uses the lens of risk to people, the Group. FAIR stands for: “Facilitate the Application, Involvement of all and
not the business, as the starting point, while recognizing that regular measurement of the Results of the agreement.”
where risks to people’s human rights are greatest, there is strong • The Annual Business Ethics Day in 2016 and 2017.
convergence with risk to the business. We have also further engaged with various stakeholders in relation on our
salient human rights issues.
Based on those conversations, findings, observations and reflections, we
consider that the salient human rights issues identified in our Human Rights
Briefing Paper – July 2016 remain the salient human rights issues relating
to our business activities and business relationships.
18 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 19
Spotlight on findings from some of our assessments NOTE 2 • Improve stakeholders’ awareness of
Human Rights Impact Assessment in the project-level community grievance
Papua New Guinea: Our Partnership mechanisms (CGMs) in place and
NOTE 1 periodically evaluate the effectiveness of the
Another finding concerns the relatively weak with the Danish Institute for Human CGMs in line with the UNGPs
A Global Ethical Assessment Pro- position of subcontractor employees vis-à-vis their Rights (DIHR)
gram: Our Partnership with Good employers e.g. wages that do not adequately • The project may intensify economic in-
We have been working with independent,
Corporation factor in the cost of living in the country. In this migration and exacerbate violence against
national human rights organization the Danish
We have partnered with third party, independent regard, through continuous improvement of our girls and women, hence, engage an
Institute for Human Rights for over a decade to
ethics organization GoodCorporation for more procurement methods and best practices identified independent third party to implement a
conduct human rights compliance and impact
than 15 years now conducting ethical assess- within the Group, our E&P business segment is community program addressing domestic
assessments, and to build internal capacity for
ments in our business units. The partnership strengthening its processes for labor contractors violence, sexual health and family planning,
human rights, among others.
was recently renewed to revise the assessment and is making efforts to ensure that they benefit targeting both women and men
methodology using a risk-based approach to en- from decent and fair wage conditions down the In early 2017, we conducted a dedicated Hu-
subcontracting chain - with the support of the man Rights Impact Assessment (HRIA) with • Work with public security forces on
hance the process. More than 120 business units Voluntary Principles on Security and Human
have been assessed since 2002. headquarters procurement entity. Furthermore, the DIHR in Papua New Guinea, consistent with
due diligence related to suppliers, contractors our E&P General Specification on HRIAs, with Rights (VPSHR) training and ensure security
Under the program, a referential divided into various and business partners is incorporated into our a focus on gender, security and conflict. and human rights risks assessment
stakeholder categories – including employees, updated Human Rights Roadmap.
Some key findings and recommendations from The foregoing is work in progress for us and we
suppliers and subcontractors, customers and
Regarding the finding on poor working and em- the HRIA include: have started to implement the recommendations
other business partners, host countries, local
ployment conditions in some of our retail activities of the HRIA as shown in Section 3 of this Update.
communities and management – is used to eva-
luate the practical implementation of the ethical which are owned or operated by independent
and human rights principles set out in our Code dealers, we recently concluded a baseline study
of Conduct. This process entails conducting that will help achieve further improvements in this
on-site visits and multiple conversations with area (see Note 3 below). As far as the findings
on security and human rights issues go, we are NOTE 3
rights-holders. In very challenging contexts, the
reinforcing trainings and reviewing our risk as- Baseline Study of 22 Affiliates in our Marketing & Services Business Segment
Danish Institute for Human Rights can also be part
of the assessment team or conduct dedicated sessment processes and tools with the support In 2017, our Marketing & Services (M&S) business segment conducted baseline studies on respect
assessments focused on human rights issues. of the Corporate Security Department and our for human rights in 22 affiliates across different continents of the globe with a thematic focus on the
human rights lawyers. topics of forced labor, child labor and working conditions. The study also provided an opportunity to
The findings and recommendations of the as- engage our service station dealers, transporters, suppliers and joint venture partners on the issues.
sessments are shared with the management
of the business unit as well as with our Group’s Key findings from the study include:
Ethics Committee. They are also shared with the
ADDRESSING OUR SALIENT ISSUES:
ADDRESSING OUR SALIENT ISSUES:
Group’s Executive Committee and the Ethics • Awareness of our Code of Conduct and
Fundamental Principles of Purchasing
UPDATE AND NEXT STEPS
UPDATE AND NEXT STEPS
& Governance Committee of the Board on a
consolidated basis, annually. by some of our affiliates, dealers,
suppliers and joint venture partners was
The assessments provide an opportunity sometimes low
to identify good ethical and human rights
practices in our business units that can • Some of our affiliates did not always
be shared with other business segments prioritize human rights considerations in
thereby facilitating peer learning. The making business decisions
assessments also recommend areas
• Grievance mechanisms to address
of improvement. These findings and
human rights and social issues
areas of improvement form a predomi-
(differently from commercial customer
nant part of the objectives in our updated
complaints) were not always in place.
Human Rights Roadmap and action plan.
We continue to work with the relevant business We will be working with our Marketing & Services business segment to increase awareness and training
units to implement the recommendations and in our Company Owned Dealer Operated (CODO) network stations and Dealer Owned Dealer Operated
to make ongoing progress. (DODO) network stations as well as with our suppliers and joint venture partners.
For example, one of the findings of the assess-
We will also continue to share lessons learned and experience from our Exploration & Production bu-
ments relates to the sometimes inadequate level
siness segment on how we can implement effective grievance mechanisms in line with the UNGPs in
of awareness of the Total’s human rights policies
our Marketing & Services business segment.
locally. In this regard, we are scaling-up aware-
ness of our human rights policies through the
Annual Business Ethics Day observed across our
business units globally (like our World Days for
Safety), creating a dedicated e-learning module
on business ethics and ongoing sensitization of
suppliers during special events such as Supplier
Days among-others.20 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 21
Total’s First Global Agreement with IndustriALL
IN ADDITION TO OUR SALIENT HUMAN RIGHTS ISSUES, OUR PROCESS Global Union
IDENTIFIED THE FOLLOWING OTHER TOPICS WHICH ARE BECOMING
MORE IMPORTANT FOR OUR GROUP:
In January 2015, Total signed a global CSR • Sending a clear message that maternity
•H
uman rights and the UN Sustainable Development Goals (SDGs); agreement with international union federation leave should not have a negative impact
IndustriALL Global Union, which represents on an employee’s compensation or future
• Anti-corruption and human rights; more than 50 million workers in 140 countries in career path.
•C
limate change which remains a shared global challenge, where we believe we the energy, mining and manufacturing sectors.
can be part of the solution. • Fulfilling our corporate social responsibility,
The scope of the agreement includes:
as we develop our operations in harmony with
We will now discuss highlights of our recent actions in addressing our salient •P
romoting human rights in the workplace the surrounding communities.
human rights issues, including challenges, ongoing efforts and next steps and diversity, with specific commitments
for the near future. concerning gender equality. The agreement has helped us to look further
into labor rights practices in our local business
• Involving employees and their represen- units and in our supply chain.
tatives in conducting social dialogue and
The FAIR Committee made up of members from
ADDRESSING OUR SALIENT
in developing social dialogue in our operations
Total and trade unions affiliated with IndustriALL
and throughout our global supply chain
meets annually to assess the implementation
of the agreement and identify areas for impro-
ISSUES IN THE WORKPLACE
• Making workplace health and safety as
vement and actions to be carried out. The first
absolute priorities in our operations and global
meeting was held in April 2016; the second in
supply chain.
June 2017.
• Providing an insurance program that gua- A key outcome of these meetings has been
Total Global Procurement. The rantees a minimum of two years of coverage recognition of the need to further raise aware-
objective of this new entity is to in the event of an employee’s death, no matter ness on the principles and the implementation
develop a global approach to what the country of residence. of this agreement in all our business units and
our supply chain management in the supply chain.
process and better integrate
our Group’s principles and
practices, including with regards
to human rights, in our supply The FAIR Committee Review: Views from an Employee Union
ADDRESSING OUR SALIENT ISSUES:
ADDRESSING OUR SALIENT ISSUES:
chains across the world with a Representative
clear focus on our salient human
UPDATE AND NEXT STEPS
UPDATE AND NEXT STEPS
“The FAIR Committee Review is very important for employee representatives/trade
rights issues of forced labor and
unions. The IndustriALL Global agreement has to be filled with life. This includes more
child labor.
discussions between Total’s management and the unions
Furthermore, in January 2018, on implementation and challenges encountered. The
in line with our Human Rights text of the agreement and details on representation at
Roadmap, we updated our the FAIR Committee should be known by all workers
human rights/CSR mapping of everywhere in the Total Group. More time should also
procurement risks, taking into be allotted for the review meetings.
account our main purchasing
Workers really appreciate this very significant initiative
categories (e.g. drilling and
by Total and we know that it will take a lot of work and
wells, rigs, packaging, support
time on both sides to effectively implement it.”
LABOR RIGHTS vessels, maintenance and construction) as well as the
salient human rights issues of forced and child labor. This
As a responsible company, we are increasingly concerned included a process of engagement with our business Dieter Keller,
Member of the European Works Council and Total employee
with the risk of forced labor and child labor in our value segment leaders, purchasing category managers and
chain, including in our retail activities and in our supply others and the collection of over 100 questionnaires from
chain. In these situations, we consider it not only a risk our personnel working in the contracts and procurement
but also an opportunity to use our leverage to foster function.
respect for human rights in the workplace. We are
constantly on alert concerning this issue. Acknowledging the challenge of maintaining international In December 2017, Total joined the worldwide Global Deal initiative, a multi-stakeholder partnership
living standards on project sites and base camps and its that aims to encourage governments, businesses, unions and other organizations to enhance dia-
importance as a foundation to ensuring just and favorable logue with employees. Social dialogue includes all types of negotiation, consultation or exchange
STRENGTHENING OUR GOVERNANCE conditions devoid of bonded or forced labor, we have of information between or among the representatives of governments, employers and workers on
defined our minimum requirements on construction sites issues of common interest relating to economic and social policy. The Global Deal promotes the
As part of our new «One Total» organization, the contracts for our employees and the employees of our suppliers and idea that effective social dialogue can contribute to decent work and quality jobs and, by extension,
and procurement functions from all our business seg- contractors in a Guide for the Respect of Minimum Living to greater equality and inclusive growth from which workers, businesses and societies benefit.
ments were brought together on January 1, 2017 within Conditions in Base Camps. We plan to update this guide.22 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 23
REINFORCING AWARENESS AND analysis will be carried out for potential suppliers, or In 2016, we committed to the “Closing the Gender Gap in VI – Inclusive Corporate culture: Create an open and
TRAINING suppliers renewing a contract with Total up to certain Oil and Gas: A Call to Action for the Industry Declaration” inclusive corporate culture where all genders can
monetary threshold. The analysis will be based on at the World Economic Forum, signed by Total along with flourish.
• In December 2016, we held the second edition country human rights risks and product category risks 20 other oil and gas companies. This declaration is based
VII – Work Environment and Work-Life Balance:
of our Annual Business Ethics Day (to mark (e.g. labor/manpower risks). The methodology also on seven guiding principles:
Develop and communicate clear guidelines on
the UN International Human Rights and Anti- incorporates self-assessments, audits, and action
I – Leadership: Establish gender diversity and the implementation of gender-sensitive work-life
Corruption Days). The theme was Supply Chain plans where necessary i.e. depending on the level of
inclusion as a strategic business imperative at all balance policies for all staff.
Challenges: Anti-Corruption and Human Rights, risks identified. Where action plans are recommended
levels of an organization, visibly led by the Chief
with participation across our business units to ensure respect for human rights, we require our
Executive and top leadership.
globally, including our suppliers and contractors suppliers to implement them and provide support.
to share lessons learned, challenges and Failing to implement them can result in sanctions. II – Aspiration & Goal Setting: Set and maintain
experiences, including on our salient human challenging but achievable goals and objectives
We acknowledge that it will take time, ongoing
rights issues. for gender diversity.
sensitization and resources to evenly roll out this
• In October 2017, we held our Suppliers Day method in our business units. We are committed III – Science, Technology, Engineering and
2017. The event brought together 110 strategic to a roll-out across our business units over the next Mathematics (STEM) Pipeline: Support the
suppliers from all of Total’s business segments. few years. development of women into STEM subjects
It provided an opportunity to highlight our at early years in school and university, and their
Furthermore, in addition to the assessment actions
values and our suppliers’ responsibility to development towards technical roles and careers.
mentioned earlier in this Update, and to improve
respect human rights. We also disseminated
on our suppliers’ audits process in line with our IV – Clear Responsibility: Ensure that managers are
our Fundamental Principles of Purchasing (FPP)
Group’s Human Rights Roadmap, we entered into responsible for reaching diversity goals and
guidance leaflet to our suppliers during the
a partnership with a third party service provider in objectives and that they have appropriate oversight
event.
September 2016 to conduct social and labor rights of strategies and initiatives to achieve them.
• In October 2017, we held a Contracts and audits of our suppliers. We continue to periodically
V – Recruitment, Retention and Promotion Policies:
Human Rights Session facilitated by Shift, review the audit process with a view to strengthe-
Review relevant policies and processes including
a leading center of expertise on business ning its value in improving respect for human rights,
recruitment, retention, evaluation, compensation
and human rights, with the Contracts Legal including the prohibition of forced labor and child
and career planning to ensure they are gender
Practice Group – on embedding human rights in labor in our supply chain.
sensitive. Recognize and mitigate unconscious
contracts for lawyers.
biases in selection and retention processes.
This session also provided the opportunity COLLABORATION
for our lawyers to share relevant examples of
contract provisions that have been useful in We continue to actively participate in international
helping the company ensure that our partners working groups that address human rights issues
respect human rights. in the supply chain. We are active members of the
ADDRESSING OUR SALIENT ISSUES:
ADDRESSING OUR SALIENT ISSUES:
IPIECA Supply Chain Task Force and Human Rights Respect for Each Other: Spotlight on Total’s Guide on Dealing with Religious
• In December 2017, we launched a pilot training Task Force. In this connection, we continue to Issues in the Workplace
UPDATE AND NEXT STEPS
UPDATE AND NEXT STEPS
program on human rights and the new Total contribute to IPIECA’s work on operationalizing the
Global Procurement (TGP) methodology for UNGPs in the oil and gas industry value chain. We “Eight of ten people in the world identify as religious. With its presence in 130 countries, Total is a home to
qualification of suppliers. also participate in the UN Global Compact Action many beliefs, and is committed to setting an example in terms of diversity. Furthermore, company employees
Platform on Decent Work in Global Supply Chains. find themselves dealing with questions on the expression of religious beliefs more than ever before, and
OUR DUE DILIGENCE ACTIONS local executives and managers may have difficulties in providing satisfactory responses.
It is for the above reasons that in May 2017, Total issued for the first time in its history a pionneering Guide
As part of the new TGP qualification and monitoring
on dealing with religious issues within the Group. Many internal and external experts including various
methodology which will be gradually launched across
religious representatives contributed to this Guide.
our business units starting 2018, a human rights risk
Since it is easier to accept differences and minorities when we understand them, this Guide is intended to be
educational. Current religious beliefs and practices described in it often vary depending on the individuals,
their life experience, and the circumstances. It is accordingly critical to avoid stereotypes.
NON-DISCRIMINATION AND GENDER DIVERSITY With a view to providing practical options in answer to questions raised by our employees and managers
all over the world, this Guide draws on the experience in our business segments in various countries. These
As a company with employees of diverse cultures, Our Diversity Council champions progress in gender examples demonstrate that it is possible to find solutions suitable for local contexts through dialogue, respect
lifestyles, gender and perceptions, non-discrimination equality in the Total Group. The Council is chaired by a and listening to each other.
and diversity is decisive for our commitment to respect member of the Executive Committee. The current focus Employees and managers are invited in this internal Guide to opt for proposed solutions that are appropriate
human rights and for our competitiveness, capacity for areas of the Diversity Council are: to the situation at issue and compatible with the smooth operation of the business units. For instance, certain
innovation and attractiveness. clothing, hairstyles, or symbols related to a religious practice are accepted in most of our business units, provided
• Ensuring equal pay for men and women.
that safety, the principles of our Code of Conduct and the applicable laws are respected.”
STRENGTHENING OUR GOVERNANCE • Improving work-life balance.
In March 2017, our CEO announced new corporate values Julie Vallat, Nathalie Komatitsch,
which include the value of “Respect for Each Other.” In • Increasing gender diversity. Former Head of Human Rights New Head of Human Rights
Department Department, Total SA
line with our Code of Conduct, we promote Respect for • Helping change attitudes through awareness-raising Now Head of Societal
Each Other by rejecting all forms of discrimination, whether initiatives, training and extensive communication. at Exploration & Production
based on origin, gender, sexual orientation, disability, age
or membership of a political, labor or religious organization. These areas are still work in progress for us.24 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 25
REINFORCING AWARENESS AND with Elles Bougent (Women on the Move), a
TRAINING nonprofit that raises awareness among female
high school students with some 130 female
• We held the most recent edition of our mentors from the Total Group who regularly
biennial Global Diversity Days in May talk to the girls about careers in science and
2017 with the theme: “Respect for Each technology.
Other.” The event was held at more than
180 locations across the Group. It aimed We are also working at ensuring equal oppor-
to encourage discussions and highlight tunities at work across the Group. This is work
the practices in place at Total’s sites and in progress for us and there are opportunities
business units worldwide that show their for continuous improvement. For example, the
commitment to diversity. number of women considered as high potential
at Total increased to 29% in 2016, compared
• In December 2017, we held the third
to 16% in 2005. Also, as of 2016, 89% of our
edition of our Annual Business Ethics
headquarters and business units’ management
Day (to mark the UN International Human
committees had at least one female member,
Rights and Anti-Corruption Days). The
compared to 45% in 2005.
theme was Business and Respect for
We are making progress in work-life balance.
Each Other: How to Handle Dilemmas.
We have clearly stated in the Total-IndustriALL
It was also an opportunity to launch the
global agreement that absences due to ma-
“Practical Guide on Dealing with Religious
ternity should have no negative impact on the
Issues within the Total Group.”
employees’ pay or on the progression of their
career. We are also working to implement te- WORKPLACE HEALTH AND SAFETY
lework and part-time work in specific situations. STRENGTHENING OUR GOVERNANCE the specific features of the various business activities.
MOVING FROM POLICIES TO
These principles apply in all our business units and at
PRACTICE In March 2017, our CEO announced that Safety is a all our sites. We also seek to promote equivalent prin-
OUR 2020 TARGET FOR GENDER DIVERSITY INCLUDES: value for Total.
We consider the recruitment process as a star- ciples in joint ventures where we do not have operating
ting point to reflect our commitment to gender In addition, in recent years, we have continued to de- control. HSE audits are periodically conducted in our
diversity. For example, in 2016, we hired 42% velop standards relating to workplace health and safety business units based on the MAESTRO principles. For
female employees in the Group (compared •W
omen making up 25% of senior executives (up from with a focus on the rights to life and just and favorable example, in 2017, MAESTRO audits were conducted in
to 34% in 2014). Furthermore, to encourage approximately 5% in 2004 and 21.1% in 2017). conditions of work. seven entities in our Exploration & Production business
girls and young women to study the science, •N
on-French nationals making up 40% of senior executives segment, eight entities in our Refining & Chemicals bu-
In December 2017, a new Group directive on a unified siness segment and seventeen entities in our Marketing
technology, engineering and mathematics (having represented approximately 19% in 2004 and 28.9%
management system for health, safety and environment & Services business segment.
ADDRESSING OUR SALIENT ISSUES:
ADDRESSING OUR SALIENT ISSUES:
(STEM) subjects, we created a partnership in 2017).
at Total, known as One-MAESTRO was published. Its
•W
omen making up more than 20% of management objective is to ensure greater overall consistency in the It should be noted that HSE performance is a criterion
UPDATE AND NEXT STEPS
UPDATE AND NEXT STEPS
committee members (headquarters and affiliates). health, safety & environment (HSE) practices in our bu- in determining the variable compensation of our mana-
siness segments and business units, while respecting gement and employees.
Focus on the Dynamics of Gender
Diversity: Total in Egypt REINFORCING The 12 golden rules :
AWARENESS AND DUE
In 2015, Total Egypt decided to expand employment
DILIGENCE ACTIONS
opportunities for women. Five women were hired as
pump attendants in service stations, a first in the country. Workplace health and safety is the
Our customers and other stakeholders were happy to subject of continuous training for
see women as pump attendants – a conventionally our management, employees and
male-occupied role in the country. This diversity in the suppliers including through our
workforce, especially in a field that had never been ente- signature “Annual Safety Days” on
red by women before, has strengthened our reputation. the occasion of the World Day for
The initiative also received mainstream media coverage Safety and Health at Work.
in Egypt and beyond as well as on the social media.
An e-learning tool developed to train
See: staff on the Total’s 12 Golden Rules
for HSE was deployed in 2016. The
http://video.lefigaro.fr/figaro/video/egypte-des-femmes-travaillent-
Golden Rules were rewritten as
dans-une-station-service-une-premiere/5079719703001/
“musts” and “must nots” to ensure
http://hebdo.ahram.org.eg/NewsContent/0/34/107/15967/Stationsser- more effective implementation of the
vice--Les-femmes--s%E2%80%99en-m%EAlent.aspx rules and facilitate monitoring of their application. the new
format was published in April 2017, on the occasion of
the World Day for Safety and Health at Work.26 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 27
ADDRESSING OUR SALIENT
One of the priority programs launched in 2016 to sustain organized in October 2017. In all, in which 110 compa-
the improvement of safety performance was the strengthe- nies participated, sharing common policies and rules on
ning of the HSE practices of our external contractors, who ethics, health, safety, human rights and respect for the
ISSUES IN LOCAL COMMUNITIES
are statistically the main victims of accidents, including environment. On this occasion, awards in the categories
the most severe accidents. The program of regular HSE of safety, digital innovation and operational excellence
meetings with the management of external contractors, were presented to three companies, recognizing the ex-
initiated in 2016 continued in 2017. cellence of their work. This is helping to promote a culture In line with internationally recognized human rights petroleum development and production in the Albertine
of safety including safe, just and favorable conditions of standards, we require our business units to engage Graben area of the country. LARF proposes a voluntary
“Total Suppliers Day” a day dedicated to Total’s strategic
work in our supply chain. with their stakeholders on a regular basis and to avoid, and consistent approach that is compliant with Ugandan
suppliers including some of our high-risk suppliers, – was
minimize, mitigate and remedy (as appropriate) negative legislation, international standards and best practices to
impacts on local communities related to their activities. further safeguard against social risks, such as, but not
Our response to human rights issues relating to local limited to those associated with involuntary resettlement.
SAFETY INDICATORS communities are coordinated by our societal/CSR teams The objective of LARF is to:
TRIR : (a) working closely with the security and environment teams.
• Clearly and comprehensively define a framework
Number of recordable injuries Employees of external
per million hours worked Employees of Total contractors (b) of terminology, objectives, policies, principles
1.17 and organizational arrangements that will govern
0.89 0.92 1.38
0.83
resettlement activities related to the project;
0.91
0.88 • Assist with the application of, and compliance with
0.99
0.88 national legal requirements and International Finance
Corporation (IFC) standards; and
• Provide practical guidance to project personnel
(including joint venture partners, contractors and
consultants) in the planning and implementing
of the overall project.
2017 2016 2015 2017 2016 2015 2017 2016 2015 REINFORCING AWARENESS
AND TRAINING
LTIR (b) : Number of lost time We continue to implement awareness-raising and training
injuries per million hours SIR (c) : Average number of Number of occupational
worked days lost per lost time injury fatalities STRENGTHENING OUR GOVERNANCE sessions on human rights and local communities for
9 relevant personnel, including a focus on our salient
30.23 30.11 Over the past year or so, we have recognized the need
0.66 human rights issues of access to land and right to
ADDRESSING OUR SALIENT ISSUES:
ADDRESSING OUR SALIENT ISSUES:
0.58 27.57(e) to enhance understanding and implementation of our
health and an adequate standard of living. The feedback
0.51 stakeholder management process by our practitioners
UPDATE AND NEXT STEPS
UPDATE AND NEXT STEPS
from these training sessions has helped us to further
in the business units and sites. In June 2017, we issued
improve our governance processes. It has also provided
a Stakeholder Engagement Guide and Manual for our
a platform for peer learning and experience sharing on
Exploration & Production business segment.
how various business units are managing human rights
We seek to apply international best practice in our land issues related to local communities.
1 1 access and acquisition processes so as to avoid or Notably, in 2017 we organized two-day sessions
minimize human rights impacts. For example, in December facilitated by a third party firm for our community liaison
2016, we finalized – in conjunction with the Government of officers (CLOs) in Papua New Guinea (PNG) and Uganda.
2017 2016 2015 2017 2016 2015 2017 2016 2015
Uganda and other oil and gas operators in the country – a This CLO training has now become an example of good
Land Acquisition and Resettlement Framework (LARF) for practice in our industry.
(a)
TRIR: Total Recordable Injury Rate. (c)
LTIR: Lost Time Injury Rate.
(b)
Any employee of a service provider working at a Group- (d)
SIR: Severity Injury Rate.
operated site or assigned by a transportation company under (e)
Excluding SAFT.
a long-term contract.
The Community Liaison Officer (CLOs) maintains a dialogue between the business unit and the local
communities. CLOs, who are employees of Total and come from the local community and therefore speak the
local language and understand local customs. As such they often play a key role in integrating the company
Spotlight on Transportation Safety as a Salient Issue into the local context.
In the area of road safety, improved performance by our transporters in terms of accidents, particularly in By way of example, in the East African Crude Oil Pipeline (EACOP) project to build a pipeline between Uganda
countries where traffic regulations are weak and/or transportation infrastructure is poor, remains a constant and Tanzania, two additional CLOs were recruited on the Ugandan side, and six on the Tanzanian side, to
concern for us. This includes preventing accidents that could harm road users. establish ongoing dialogue with the impacted communities. There are plans to recruit nine more CLOs in 2018.
Our actions to promote awareness and training on transportation safety, carried out in recent years, reduced
serious accidents relating ot our activities by more than 50% in the rate of serious accidents relating to our
activities between 2013 and 2017. In our Marketing & Services business segment, a transporters’ inspec- In addition, in December 2017, we organized a societal, security, ethics and human rights workshop with a National
tion program is being rolled out in Africa, Asia Pacific / Middle East and the Americas and is expected to Oil Corporation, a joint venture partner.
be gradually extended to Eastern European countries in 2018.28 • TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE TOTAL’S HUMAN RIGHTS BRIEFING PAPER UPDATE • 29
Cooperation with National Oil Corporation in Libya Proactive Stakeholder Dialogue – The example of Total E&P Egypt
“Total has been active in Libya for more than 60 years, with a focus on onshore and offshore oil exploration In 2015, Total E&P Egypt was awarded an onshore exploration block in the Nile Delta.
and production. In light of the fragile security situation, our operations in the country have been interrupted The block covers a densely populated rural region where around 53,000 people live.
at various times. Prior to starting its drilling campaign, and taking into consideration the dense population of the
We permanently work with the Libyan National Oil Corporation (NOC), our partner in all the joint ventures, area, TEP Egypt started its social and environmental baseline studies and impact assessment
through ongoing dialogue and experience-sharing to build knowledge and capacity in a meaningful and studies almost one year and a half before the exploration activities were to be launched.
understandable way on the responsibility to respect all ethical principles that Total has committed to. For Total E&P Egypt has also put in place its grievance management procedure that was widely
example, in December 2017, we organized a Societal, Security, Ethics and Human Rights Workshop with the communicated in the surrounding villages through town hall meetings and the distribution of
NOC and Mabruk Oil Operations, the joint venture company we have with flyers that explained the grievance management process. This prepared community residents
the NOC to operate some of our assets in Libya. The workshop provided an to be able to report any concerns and/or complaints they may have regarding the company’s
opportunity to listen to the NOC’s difficulties and constraints, and share with upcoming operational activities.
them our commitments, methods and constraints as well as opportunities to
implement these topics in relation to our operations in Libya. We were also An onsite Community Liaison Office (CLO) was also appointed to ensure ongoing dialogue
able to share our learnings and experience from other countries with similar with the communities, a big part of the CLO’s responsibility being the identification of weak
conflict-sensitive contexts where we have operations and have been able to signals and providing first level response to concerns and grievances.
make some modest progress in implementing our principles.
NOC is promoting the needs for transparency and support of local commu-
nities and is eager to continue its co-operation with Total and other foreign
companies in the above-mentioned areas.”
Jean-Daniel Blasco,
Access to Land
Managing Director, Total E&P Libya We recognize that land acquisition and resettlement
in relation to our projects can be quite complex and
that a comprehensive land tenure identification
framework is usually key to effectively managing
the issues. This remains work in progress for us.
OUR DUE DILIGENCE ACTIONS In our Marketing & Services business
Stakeholder Relations segment, a specific module on stakeholder
relations, developed in 2012, has now
Access to Land: Focus on the Tilenga Oil Development Project and
ADDRESSING OUR SALIENT ISSUES:
ADDRESSING OUR SALIENT ISSUES:
Our Stakeholder Relationship Management Tool+ (SRM+) been deployed widely. In 2016 and 2017 the East African Crude Oil Pipeline (EACOP) Project
is an effective tool for defining and regularly re-adjusting it was deployed in Bangladesh, Brazil,
UPDATE AND NEXT STEPS
UPDATE AND NEXT STEPS
the societal/CSR strategy of our business units. Based China, Côte d’Ivoire, France, Poland, “Our Exploration & Production teams are currently developing two onshore projects in Uganda
on identifying and mapping our main stakeholders and Romania and Vietnam. and Tanzania: the Tilenga oil development project and the EACOP export pipeline project.
a clear understanding of local expectations and issues, One characteristic of these two onshore projects is that land is needed for the infrastructure.
We also developed MOST (Management
the aim is to assess the quality of the relationship and The project occupies a lot of land, for its roughly 400 production and injection wells, central
Operational Societal Tool) which allows
then jointly define an action plan to build a long-term processing facility (CPF), which will span 300 hectares, and, of course, the pipeline that will
societal/CSR teams at the business units
trusting relationship grounded in respect for human rights. link the CPF to the port of Tanga, in Tanzania. Several local communities will therefore be
level to manage stakeholder relations,
Since 2006, SRM+ has been implemented in over 100 community-related grievances and socio- affected. This human aspect is one of the most sensitive aspects of our work.
entities, Deployment continued in 2017: economic projects. Specific modules As a company aiming to be the responsible energy major, we must take a demanding and
(access to land, compensation and transparent approach to such a process. For both host countries, Tilenga and EACOP are
• In two Exploration & Production business units
community employment) can be added to projects in the public interest and fundamental to the socio-economic development of the
(in Nigeria, focusing on an onshore asset in the
this common framework. In 2016, the tool region. The downside of this footprint is that some communities will be relocated. We have
production phase, and in Uganda, where the
was deployed in three new countries (Angola, to make sure that as few people as possible are affected.
business unit is currently in the pre-project phase);
Argentina and Papua New Guinea), bringing
• In Refining & Chemicals, at the Grandpuits to 15 the number of Exploration & Production The keys to acceptance are a method governed by stringent
international standards, listening and dialogue, diligent infor-
Gargenville and Carling complexes in France. business units that use it.
mation sharing, ongoing sensitization and fair compensation
to create a significant consensus about the project. In doing
this, we pay close attention to each country’s specific requi-
rements and practices as well as international best practices,
as we do everywhere Total operates. It’s a tangible application
of one of our values “Respect for Each Other.””
Ahlem Friga-Noy,
Vice President, Public Affairs, Africa, Total Exploration & ProductionYou can also read
