2022 Communication on Progress

Yara International ASA

Published date

June 30, 2022

No. of questions

61

CEO Statement

Signed

  • Governance

    Policies and Responsibilities

    1. Does the Board / highest governance body or most senior executive of the company:

    2. Does the company have a publicly stated commitment regarding the following sustainability topics?

    No, this is not a current priority

    No, but we plan to have a commitment within 2 years

    Yes, and the commitment is focused on our own operations

    Yes, and the commitment includes our own operations and the value chain

    Yes, and the commitment includes our own operations and the value chain along with communities and society

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    3. Does the company have in place a code of conduct regarding each of the following sustainability topics?

    No, this is not a current priority

    No, but we plan to have a code of conduct within two years

    Yes, focused on employee conduct

    Yes, focused on employees and suppliers

    Yes, focused on employees, suppliers, and other business relationships

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    4. Has the company appointed an individual or group responsible for each of the following sustainability topics?

    No one is specifically responsible for this topic

    Yes, with limited influence on outcomes (e.g., limited access to internal information, limited decision-making authority)

    Yes, with moderate influence on outcomes (e.g., has access to relevant information, reports to senior manager)

    Yes, with direct influence of some outcomes (e.g., has access to relevant information, includes one or more senior manager with decision making rights

    Yes, with direct influence at the highest levels of the organization (e.g., has access to relevant information, includes most senior members of organization)

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Optional comment
    Both the Chief Ethics and Compliance Officer and the SVP HESQ have regular meetings both at the CEO and Board levels, where progress and potential issues are discussed, and the corresponding policies are signed by the CEO.

    5. Does the company have a formal structure(s) (such as a cross-functional committee) to address each of the following sustainability topics?

    No formal structure

    Yes, and with limited influence on outcomes (e.g., limited access to internal information necessary to understand risks, poor representation from relevant departments or functions)

    Yes, with moderate influence on outcomes (e.g., it includes representatives of some functions, departments, or business units most relevant for addressing the risks concerned, has access to relevant information, reports to senior manager)

    Yes, with direct influence on some outcomes (e.g., it includes representatives of functions, departments, or business units most relevant for addressing the risks concerned, has access to relevant information, it involves one or more members of senior management)

    Yes, and with direct influence at the highest level of the organization (e.g., full access to relevant information, it involves members at highest level of organization)

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Optional comment
    The topics are addressed in the Compliance Committee, the Corporate HESQ Committee and the Sustainability Committee. All three committees are constituted by the Group Executive Board, including the CEO and President.

    Prevention

    6. Does the company have a process or processes to assess risk?

    No, this is not a current priority

    No, but we are planning to develop one in the next two years

    Yes, related to our own operations

    Yes, related to our own operations and entire value chain and other business relationships

    Human rights risks

    Labour rights risks

    Environmental risks

    Corruption risks

    6.1. During the assessment of risk, which business relationships are reviewed?

    A few suppliers or business relationships [approximately less than 25 %]

    Several suppliers / business relationships (i.e., first tier or other high priority) [approx. 25 - 50 %]

    Most suppliers / relevant business relationships [approx. 51 - 99 %]

    All suppliers / relevant business relationships outside the supply chain

    Human rights risks

    Labour rights risks

    Environmental risks

    Corruption risks

    Optional comment
    All new vendors shall be screened according to Yara's Integrity Due Diligence process. All registered vendors are screen on a daily basis against compliance databases. Some additional processes go into further details, e.g., the human rights risk analysis investigates more thoroughly the operation's and supplier/business partner risks on basis of the baseline risk in country of operation. For environmental risks, product stewardship protocols are in place to ensure HESQ all along the value chain.

    7. Does the company have a due diligence process through which it identifies, prevents, mitigates, and accounts for actual and potential negative impacts on sustainability topics?

    No, this is not a current priority

    No, but we are planning to develop one in the next two years

    Yes, related to our own operations

    Yes, related to our own operations and entire value chain and other business relationships

    Human rights risks

    Labour rights risks

    Environmental risks

    Corruption risks

    Optional comment
    The IDD procedure is primarily targeting vendors, while the Business Partner Code of Conduct is relevant for all types of business relationships. The scope of Yara's environmental disclosures is operational control.

    7.1. During the due diligence process, which business relationships are reviewed?

    A few suppliers or business relationships [approximately less than 25 %]

    Several suppliers / business relationships (i.e., first tier or other high priority) [approx. 25 - 50 %]

    Most suppliers / relevant business relationships [approx. 51 - 99 %]

    All suppliers / relevant business relationships outside the supply chain

    Human rights risks

    Labour rights risks

    Environmental risks

    Corruption risks

    Concerns and grievance mechanisms

    8. Are there any processes through which members of the company’s workforce can raise concerns about the company’s conduct related to human rights, labour rights, environment, or anti-corruption?

    8.1. Please provide additional detail regarding the process(es) the company has through which members of the company’s workforce can raise concerns about the company’s conduct.

    No

    Yes

    Is the process communicated to all employees/workers in local languages?

    Is the process available to non-employees (e.g., contractors, vendors, suppliers)?

    Is the process confidential (e.g., whistleblowing process)?

    Are there processes in place to avoid retaliation?

    Can concerns be raised about suppliers or other business relationships (e.g., clients, partners, etc.)

    Other (Please provide additional information)

    9. Does the company provide or enable access to effective remedy to right holders / stakeholders where it has caused or contributed to the adverse impact?

    No process to enable remedy to stakeholders

    Remedy available to some stakeholders (i.e., some geographies, employees only)

    Remedy is available to all affected stakeholders

    Remedy is available to all stakeholders, and suppliers are expected to have similar policies

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Optional comment
    Remediation is embedded into Yara's grievance processes.

    Lessons

    10. How does the company capture lessons regarding each of the following sustainability topics?

    No lessons are regularly captured

    Conducts root cause analyses/investigation of major incidents

    Conducts root cause analyses/investigation and changes organizational policies, processes, and practices accordingly

    Systematically conducts root cause analyses/investigation and leverages learnings to influence both internal and external affairs

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Executive Pay

    11. Is executive pay linked to performance on one or more of the following sustainability topics?

    No, and we have no intention to change

    No, but we plan to within two years

    Yes

    Human Rights

    Labour Rights / Decent Work

    Environment

    Anti-Corruption

    Optional comment
    Business Integrity is been identified as a tier 1 material topic, and a corresponding KPI is under development.

    Board Composition

    12. Percentage of individuals within the company’s Board / highest governance body by:

    Number/Percentage

    Not applicable (Please provide additional information)

    Total number of board members (#)

    10

    Male (%)

    60

    Female (%)

    40

    Non-binary (%)

    Non-binary has not been made part of Norwegian legislation

    Under 30 years old (%)

    0

    30-50 years old (%)

    50

    Above 50 years old (%)

    50

    From minority or vulnerable groups (%)

    0

    Executive (%)

    Independent (%)

    100
    Optional comment
    There is no formal registration of minority groups' identities, e.g., non-visible medical conditions, sexual orientation or similar is at the discretion of the Board members to disclose or not. On independence, 40% of Board members are elected by and amongst Employees, which for some assessors do not constitute independence from the company, but this is in accordance with Norwegian regulations.

    13. Do you produce sustainability reporting according to:

    WEF Stakeho

    Data Assurance

    14. Is the information disclosed in this questionnaire assured by a third-party?

    In accordance with ISAE 3000
    Reasonable assurance in accordance with ISAE 3000 for all metrics except the corporate indicator on greenhouse gas (GHG) emissions intensity

  • Human Rights

    Materiality / Saliency

    1. Which of the following has the company identified as material human rights issues connected with its operations and/or value chain, whether based on their salience (i.e., the most severe potential negative impacts on people) or another basis?

    Response

    8. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the human rights principles, including any challenges faced and actions taken towards prevention and/or remediation.

    Each year, we update our global human rights risk assessment and rank our countries of operation, as well as countries from which we source raw materials, in terms of human rights risk exposure. This guides our focus on where to conduct more targeted human rights impact assessments (HRIA). In addition, HRIA findings form our understanding of what Yara’s main risks to people’s human rights are, as presented in our Code of Conduct. We recognize that this landscape might change, and that we continuously need to monitor the potential impacts from our operations and supply chain. The 2021 Yara human rights risk assessment identified 19 high-risk countries, up from 18 in 2020. All highand medium-risk countries are monitored through our Compliance Program and specific action plans are developed to mitigate identified impacts. Previous human rights impact assessments (HRIA) have identified risk of negative impact from our operations in connection with contracted labor performing services for Yara, especially where manual labor is combined with heat exposure. Mitigating actions are in place to address these issues locally, and in cases where findings are relevant to Yara globally, actions have been initiated to implement or develop new policies to lift our standards in all locations. One example is the global policy on Physical Requirements to the Work Environment, which was introduced in 2021. It is relevant for all employees working on our sites, including contracted workers. In 2021, we also initiated a project to assure living wages for all Yara employees globally. In 2021 we conducted HRIA’s on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas (see below) Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization. Addressing the findings related to child and adolescent exploitation has priority. This is one of the major social issues identified in the local communities surrounding some of Yara’s operations. These negative impacts arise from the influx of labor at ports and in industrial areas, including road freight activities possibly linked to Yara’s activities. A Yara multi-disciplinary team has been established to engage in dialogue with key stakeholders for the prevention of sexual exploitation of children and adolescents and to develop a country-level strategic plan to help identify, prevent, and address this risk in connection to our operations. Stakeholders involved include local communities, NGOs, local service stations, road freight users, transportation companies, and drivers’ unions.

  • Labour

    Commitment

    1. Does the company have a policy commitment in relation to the following labour rights principles?

    No, and we have no plans to develop a policy

    No, but we plan to in the next two years

    Yes, included within a broader policy

    Yes, articulated as a stand-alone policy

    Not applicable (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    2022

    Forced labour

    2022

    Child labour

    2022

    Non-discrimination in respect of employment and occupation

    2022

    Occupational safety and health

    2022

    Working conditions (wages, working hours)

    2020
    Optional comment
    In 2020, we launched our global Work-Life Balance and Well-being Framework to take a more active role in enabling our employees to balance work with outside interests and family life, and to live healthier lives. The framework established company-wide practices of giving all employees access to counseling, ensuring six months parental leave for primary caregivers globally, and supporting flexible working. It also clarifies our position on family caregiver leave, meeting times, frequent travelling, and the availability of multipurpose rooms. All local units were asked to develop new or amend existing policies and practices in line with the WorkLife Balance and Well-being Framework in 2021. We have also developed practical guides for employees and managers on selected topics to support the adaptation to new practices. We intend to review the framework and its implementation in 2022, taking into consideration feedback received through an employee survey we ran late in 2021. Wage levels are not yet covered by a company policy, other than a broad principle of being competitive but not market leading on wage levels. An ongoing Living Wage project can form the basis for such policies in the future.

    1.1. For each labour rights policy, is it:

    Aligned with international labour standards?

    Publicly available?

    Approved at most senior level of the company?

    Applied to the company’s own operations?

    Applied to the company’s supply chain and/or other business relationships?

    Developed involving labour rights expertise from inside and outside the company?

    Other (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    Optional comment
    Ref. to above comments on Work-life Balance and Wellbeing at Work, these are internal programs. The Living Wage project is ongoing, and will be included in future disclosures.

    Prevention

    2. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following labour rights issues?

    No engagement on this topic

    To better understand the risks/ impacts in question

    To discuss potential ways to prevent or mitigate the risks/ impacts in question

    To agree on a way to prevent/ mitigate the risks/ impacts in question

    To assess progress in preventing/ mitigating the risks /impacts in question

    To collaborate in the prevention/ mitigation of the risks/ impacts in question

    Other (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    Forced labour

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    Child labour

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    Non-discrimination in respect of employment and occupation

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    Occupational safety and health

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    Working conditions (wages, working hours)

    Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    3. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with this labour rights issue?

    Provided internal training/ capacity building for the direct workforce

    Building capacity among relevant business relationships (e.g., partners, suppliers, clients, etc.)

    Conducting an audit process and/or corrective action plan

    Collective Action with peers or other stakeholders, in particular workers' organizations, to address the issue

    Collaboration with governmental or regulatory bodies

    Other (Please provide additional information)

    No action within reporting period

    Freedom of association and the effective recognition of the right to collective bargaining

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    Forced labour

    Child labour

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    Non-discrimination in respect of employment and occupation

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    Occupational safety and health

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    Working conditions (wages, working hours)

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    4. Who receives training for the following labour rights issues?

    No training provided

    Select employees

    All employees

    Contractors

    Direct suppliers of the organization

    Indirect suppliers of the organization

    Other – such as partners, clients, etc.

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    Optional comment
    Yara's Code of Conduct e-learning is mandatory to all new hires with access to a PC within the first 3 months of employment. Current employees repeat the training biannually. The CoC e-learning includes all topics in the CoC, including human rights. In addition - E-learning courses: available in 15 languages on several topics of the Code of Conduct - Face-to-face training program: interactive sessions covering topics from the Code of Conduct including Anti-corruption, Facilitation payments, Conflict of interest, Ethical leadership, Gifts & Hospitality, and Human Rights. Who receives the different training modules is determined by a training risk matrix based on your role and your responsibilities which guides our regional compliance managers in determining who should get training and when. - Ethics and Compliance introduction: mandatory as part of the human resources onboarding - Guidance sheets, newsletters, and manuals: on all topics covered by the Code of Conduct and available in several languages

    5. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following labour rights issues?

    No monitoring of progress

    Review issues on ad-hoc basis

    Set annual targets/ goals, track progress over time (internal programs only)

    Set annual targets/ goals, track progress over time (internal and external programs)

    Other (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    Performance

    6. What is the percentage of employees covered under collective bargaining agreements?

    Percent of employees (%)

    Unknown

    Employees covered under collective bargaining (%)

    66

    7. What is the percentage of employees in a trade union or other workers' organization?

    Percent of employees (%)

    Unknown

    Not applicable (Please provide additional information)

    Employees in a trade union or on a worker committee (%)

    66.8
    Optional comment
    Yara does not track union membership per se, but rather use the number of employees covered by collective bargaining agreements as a indicator.

    8. In the course of the reporting period, what was the percentage of women in:

    Percent of women (%)

    Unknown

    Senior leadership level position

    29.1

    Non-executive board

    40

    9. What was the average ratio of the basic salary and remuneration of women to men (comparing jobs of equal value) during the reporting period?

    Salary ratio (%)

    Unknown

    Choose to not disclose

    Women / Men (%)

    The methodology is being rolled out into the organization, meaning figures are not comparable year by year. We disclose the result per country analyzed, but for this reason, not the aggregated total.
    Optional comment
    Yara is committed to paying employees fairly, regardless of personal beliefs or any individual characteristics. In accordance with the compensation policy, individual remuneration will vary based on specific factors such as country of employment, market conditions, position, performance, and competence. To ensure that this policy is applied consistently, we have monitored and published developments of our gender pay gap analysis since 2018. Our study follows the methodology suggested by Glassdoor, using ordinary least squares (OLS) regression to measure the impact of gender on pay after we have statistically controlled differences in other factors, such as job level (grade), job role, local market conditions, performance, and time in the role. Due to new variables included in the analysis, results from 2021 are not comparable with previous years, but the outcome insights are still valuable to understand how we can improve pay equality in our locations of operation. The 2021 study covered 25 countries and more than 7,000 employees in positions graded by Willis Towers Watson methodology and not covered by tariff agreements, as tariff schemes provide strong protection against gender bias. The gaps reported ranged from zero in several countries to 10% in Singapore.

    10. In the course of the reporting period, how frequently were workers injured (injuries per hour worked)?

    Frequency of injury

    Unknown

    Choose to not disclose

    Frequency of injury

    0.64
    Optional comment
    We use LTI rate, which is calculated as total lost time injuries per million hours worked.

    11. In the course of the reporting period, what was the company’s incident rate?

    Incident rate

    Unknown

    Choose to not disclose

    Incident rate

    0.99
    Optional comment
    Total recordable injuries (TRI) is the sum of loss time injuries (LTI), restricted work cases (RWI), and medical treatment cases (MTC). The TRI rate is calculated as the TRI per million hours worked for employees and contractors combined.

    Response and Reporting

    12. In the course of the reporting period, has the company been involved in providing or enabling remedy where it has caused or contributed to the adverse impact associated with the following labour rights issues?

    Yes

    No

    Choose to not disclose

    Not applicable (Please provide additional information)

    Freedom of association and the effective recognition of the right to collective bargaining

    Forced labour

    Not identified any issues

    Child labour

    Non-discrimination in respect of employment and occupation

    Occupational safety and health

    Working conditions (wages, working hours)

    Optional comment
    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

    13. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the labour rights principles, including any challenges faced and actions taken towards prevention and/or remediation.

    Conducting human rights impact assessments (HRIA) in high risk locations is part of Yara's human rights due diligence work. In 2021 we conducted HRIA's on our main production sites in Brazil, including selected fertilizer blending units and bagging warehouses. All human rights were in scope. The main concerns identified were related to: • Occupational health and safety issues on site, including manual labor in hot working conditions • Working conditions for contracted logistics providers • Working conditions for contractors and other business partners on our sites • Child and adolescent sexual exploitation in local communities due to influx of labor at ports and in industrial areas Mitigating actions are in place to address these issues. Site-specific findings are followed up locally, and progress is reported regularly to the Executive Committee in Brazil. Findings and actions are also formally discussed at the highest levels in the organization.

  • Environment

    Commitment

    1. Does the company have a formal policy on the following environmental topics?

    No, and we have no plans to develop a policy

    No, but we plan to in the next two years

    Yes, included within a broader policy

    Yes, articulated as a stand-alone policy

    Not applicable (Please provide additional information)

    Climate Action

    2022

    Water

    2022

    Oceans

    2022

    Forests / Biodiversity / Land Use

    2022

    Air Pollution

    2022

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    2022

    Energy & Resource Use

    Optional comment
    2022

    1.1. For each environmental policy, is it:

    Aligned with international environmental standards?

    Publicly available?

    Approved at most senior level of the company?

    Applied to the company’s own operations?

    Applied to the company’s supply chain and/or other business relationships?

    Developed involving environmental expertise from inside and outside the company?

    Other (Please provide additional information)

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    Prevention

    2. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following environmental issues?

    No engagement on this topic

    To better understand the risks/ impacts in question

    To discuss potential ways to prevent or mitigate the risks/ impacts in question

    To agree on a way to prevent/ mitigate the risks/ impacts in question

    To assess progress in preventing/ mitigating the risks/ impacts in question

    To collaborate in the prevention/ mitigation of the risks/ impacts in question

    Other (Please provide additional information)

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    3. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with these environmental topics?

    Provided internal training/ capacity building for the direct workforce

    Building capacity among relevant business relationships (e.g., partners, suppliers, clients, etc.)

    Conducting an audit process and/or corrective action plan

    Collective Action with peers or other stakeholders to address the issue

    Collaboration with governmental or regulatory bodies

    Other (Please provide additional information)

    No action within reporting period

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    4. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following environmental topics?

    No monitoring of progress

    Review issues on ad-hoc basis

    Set annual targets/ goals, track progress over time (internal programs only)

    Set annual targets/ goals, track progress over time (internal and external programs)

    Other (Please provide additional information)

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    5. In the course of the reporting period, has the company been involved in providing or enabling remedy for any actual impacts associated with the following environmental issue(s)?

    Yes

    No

    Choose to not disclose

    Not applicable (Please provide additional information)

    Climate Action

    Water

    Oceans

    Forests / Biodiversity / Land Use

    Air Pollution

    Waste (e.g., chemical spills, solid waste, hazardous, plastic, etc.)

    Energy & Resource Use

    Climate Action

    6. What were the company’s gross global greenhouse gas emissions for the reporting period?

    Scope 1 Emissions

    Emissions (tCO2e)

    16500000

    Scope 2 Emissions

    Emissions (tCO2e)

    1000000

    Scope 3 Emissions

    Emissions (tCO2e)

    57800000
    Optional comment
    See Yara's Sustainability Report 2021

    7. What percentage of the company's revenue was invested in R&D of low-carbon products/services during this reporting period?

    Percent of revenue (%)

    8. Has the organization acted to support climate change adaptation and resilience?

    Energy / Resource Use

    9. Please report the company's renewable energy consumption as a percentage of total energy consumption in the reporting period.

    % of total energy consumption

    75

    Technology

    10. What percent of the company's revenue came from environmentally friendly products / services during this reporting period?

    Percent of total revenue (%)

    Optional comment
    Yara is not using the SASB or WEF criteria to define "green products".

    Sector-specific Questions

    11. Which sector(s) does the company operate in? If diversified, choose top 3 by revenue.

    Sector-specific: Water

    12. Please provide details regarding the company's water withdrawal and consumption (own operations) during the reporting period.

    Water withdrawal (volume of water in megaliters):

    Mega-liters

    Unknown

    Not applicable (Please provide additional information)

    Total

    966182

    Groundwater:

    9700

    Surface water:

    879226

    Rainwater:

    Wastewater:

    Waste water is not withdrawn to be used as a water source. Please note: Internal recovery and reuse of water is not considered as wastewater withdrawal.

    Percentage of water withdrawn in regions with high or extremely high water stress (%)

    2

    Water consumption (volume of water in megaliters):

    Mega-liters

    Unknown

    Not applicable (Please provide additional information)

    Total

    99879

    Groundwater:

    Surface water:

    Rainwater:

    Wastewater:

    Percentage of water consumed in regions with high or extremely high water stress (%)

    13. Please provide details about the company’s water intensity of products in regions with high or extremely high water stress.

    Water intensity of products (cubic meter/$):

    Sector-specific: Air pollution

    17. Where applicable, please report the company's emissions of the following pollutants during the reporting period.

    Emissions (tCO2e)

    Unknown

    Not applicable (Please provide additional information)

    NOx

    8700

    SOx

    Volatile Organic Compounds (VOC)

    Not relevant at inorganic fertilizer plants

    Hazardous air pollutants (HAP)

    Not relevant at inorganic fertilizer plants

    Particulate matter (PM10)

    Not monitored at our inorganic fertilizer plants. Total dust emission monitored, 2900 t.

    Persistent organic pollutants (POP)

    Not relevant at inorganic fertilizer plants.

    Other (please specify in text box)

    Optional comment
    NOx reported as NO2, SOx as SO2.

    Sector-specific: Waste

    18. Please report the company's total weight of waste generated in metric tonnes during the reporting period.

    Waste Generated (t)

    93928

    19. Please report the percentage of the company's waste that was hazardous waste (i.e., hazardous waste ratio) during the reporting period.

    Hazardous Waste Ratio (%)

    23

    20. Please report the company's estimated metric tonnes of single-use plastic consumed wherever material along the value chain during the reporting period.

    Single-use plastics (tonnes)

    Overall Environment

    21. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the environment principles, including any challenges faced and actions taken towards prevention and/or remediation.

    Our ambition is to become nature-positive and climate-neutral by 2050. Decarbonizing our own operations is critical, but we also want to contribute to reducing emissions and impacts on nature from farmers, other customers, and in other sectors. Precision farming technology and enabling the hydrogen economy are key focus areas for Yara. See Yara's Sustainability Report 2021 describing our ambitions, targets, performance and governance related to these.

  • Anti-corruption

    Commitment

    1. Does the company have an anti-corruption compliance programme?

    2021
    Optional comment
    The effectiveness of the Compliance Program is evaluated annually in the business plan process and an annual maturity assessment of the program is presented to the Board of Directors.

    2. Does your company have policies and recommendations for employees on how to act in case of doubt and/or in situations that may represent a conflict of interest, e.g. with regard to gifts and hospitality, donations, sponsorship, or interactions with public officials?

    Optional comment
    Included in the Code of Conduct

    Prevention

    3. Who receives training on anti-corruption and integrity?

    Optional comment
    Yara's Code of Conduct e-learning is mandatory to all new hires with access to a PC within the first 3 months of employment. Current employees repeat the training biannually. The CoC e-learning includes all topics in the CoC, including anti-corruption and integrity. In addition - E-learning courses: available in 15 languages on several topics of the Code of Conduct - Face-to-face training program: interactive sessions covering topics from the Code of Conduct including Anti-corruption, Facilitation payments, Conflict of interest, Ethical leadership, Gifts & Hospitality, and Human Rights. Who receives the different training modules is determined by a training risk matrix based on your role and your responsibilities which guides our regional compliance managers in determining who should get training and when. - Ethics and Compliance introduction: mandatory as part of the human resources onboarding - Guidance sheets, newsletters, and manuals: on all topics covered by the Code of Conduct and available in several languages

    3.1. How often is such training provided?

    One time only

    Every year

    Every two or more years

    We do not collect this data

    All employees

    Select employees

    Contractors

    Direct suppliers of the organization

    Other – such as partners, clients, etc.

    Indirect suppliers of the organization

    Optional comment
    Yara's Code of Conduct e-learning is mandatory to all new hires with access to a PC within the first 3 months of employment. Current employees repeat the training biannually. Regarding the face-to-face training, this is determined by a training risk matrix based on your role and your responsibilities which guides our regional compliance managers in determining who should get training and when.

    4. Does the company monitor its anti-corruption compliance programme?

    The effectiveness of the Compliance Program is evaluated annually in the business plan process and an annual maturity assessment of the program is presented to the Board of Directors. Policies and procedures follow the established renewal cycle of three years at a minimum in the Yara Steering System. An internal Ethics Survey measuring Yara’s culture of integrity is conducted every three years and helps guide the focus areas for the Ethics and Compliance department. The last survey was conducted in 2021.
    Optional comment
    The effectiveness of the Compliance Program is evaluated annually in the business plan process and an annual maturity assessment of the program is presented to the Board of Directors. Policies and procedures follow the established renewal cycle of three years at a minimum in the Yara Steering System. An internal Ethics Survey measuring Yara’s culture of integrity is conducted every three years and helps guide the focus areas for the Ethics and Compliance department. The last survey was conducted in 2021.

    Response and Reporting

    5. Please report the company's total number and nature of incidents of corruption during the reporting year.

    Number of incident(s)

    Unknown

    Choose to not disclose

    Confirmed during the current year, but related to previous years

    6
    Related to sub-categories Briberies and Conflicts of Interest. Of the six reported cases, two were substantiated.

    Confirmed during the current year, and related to this year

    27
    Related to sub-categories Anti-trust, Briberies and Conflicts of Interest. Of the 27 reported cases, 12 were substantiated.
    Optional comment
    In 2021, we recorded 155 notifications to the Ethics and Compliance Department. 34 of the notifications were classified within the risk category of corruption, covering the sub-categories Conflicts of interest, Bribery, and Anti-trust. Of these notifications, 27 were resolved within the reporting period, and 12 were substantiated according to Yara’s Investigation Procedure. Disciplinary actions as a result of investigations in 2021 led to 14 dismissals and 15 warnings.

    6. Within the reporting period, what measures has the company taken to address suspected incidents of corruption independently or in response to a dispute or investigation by a government regulator?

    Disciplinary actions Training

    7. Does your company engage in Collective Action against corruption?

    8. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the anti-corruption principle, including any challenges faced and actions taken towards prevention and/or remediation.

    All of Yara’s operations are assessed for compliance risks through the Enterprise Risk Management process and specific Ethics and Compliance risk assessments. At a Yara Corporate level, risk of bribery and corruption continued to be a key risk in 2021. As a result of the pandemic and the subsequent decline in interaction between employees , we saw a decrease in the number of notifications of misconduct in 2021, increasing our reliance on internal controls. We implemented actions to mitigate identified risks. Training and communication are key elements of our Compliance Program. In 2021, the total number of employees who had completed the CoC e-learning was 14,202 (of the 15,117 employees who had access to the learning platform). The mandatory e-learning covers all topics in the CoC, including anti-corruption and human rights. 3,592 employees received face-to-face risked based Ethics and Compliance trainings. In 2021 we also hosted our first Yara Ethics Week. Please read more about how we work to implement the anti-corruption principle in our 2021 Sustainability Report.