Spirit AeroSystems Global Human Rights Policy
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Introduction
At Spirit AeroSystems we’re driven by three core values—transparency, collaboration, and inspiration. Our values define how we do business whether working with our customers, suppliers, or our internal teams. Our ethical standards, and the expectation we impose on all our employees, adhere to all relevant human rights laws and regulations in accordance with the United Nations Guiding Principles on Business and Human Rights and the International Labor Organization’s Fundamental Conventions. We believe that supporting these conventions is a critical business imperative, not only for our company but also for our suppliers and all other partners with whom we engage.
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Our Operations
We provide equal employment opportunities without regard to race, religion, national original, gender, age, sexual orientation, pregnancy, disability, or any other legally protected category. Additionally, we do not tolerate any form of harassment on these protected categories, whether verbal or physical, in the workplace. (Further information can be found in our Discrimination and Harassment Policy.)
Spirit AeroSystems is committed to creating globally inclusive team where individuals from diverse backgrounds are harnessed to achieve our overarching strategy. We strive to create a diverse and inclusive workforce, and our hiring, training, promoting, compensation, discipline, and termination decisions are based on job qualifications, performance, and other appropriate factors. We are also committed to supporting all employees in their career development and to providing employees with training opportunities that support personal and professional growth.
We respect our workers’ right to join organizations that allow them to bargain collectively in accordance with the laws in their jurisdiction. Workers should not be subject to intimidation or harassment in exercising their right to join or not join these organizations. We do not tolerate any forms of child or forced labor. We also adhere to federal laws and regulations requiring reporting companies to make specialized disclosure and conduct due diligence concerning their use of conflict minerals that may have originated in the Democratic Republic of the Congo or an adjoining country. We manage due diligence processes to meet our obligations to ensure that all products are responsibly manufactured. (Further information can be found in our Modern Slavery Policy and Conflict Minerals Policy.)
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Supplier and Partner Engagement and Expectations
All suppliers and partners are expected to comply with or exceed the requirements of labor-related laws and regulations including, but not limited to, those addressing wages and working hours. We also expect third-party partners and suppliers to respect workers’ rights to unionize and to negotiate in good faith with worker-led associations and labor unions.
We expect our suppliers and partners to share our commitment to the respect and protection of human rights. We further outline our human rights expectations in Spirit’s Supplier Code of Conduct. Our Supplier Code of Conduct explicitly prohibits all forced labor regardless of its form, and all child labor pursuant to the International Labor Organization’s labor standards outlined in Convention #138 and #182. Our Supplier Code of Conduct also emphasizes the importance of ensuring that workers’ rights are respected with regards to living wages, working hours, working conditions, freedom of association, non-discrimination, and harassment prevention.
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Slavery, Human Trafficking, Forced Labor and Child Labor
Spirit AeroSystems believes that the employment relationship should be voluntary, and the terms of employment must comply with applicable laws and regulations. We are opposed to slavery, human trafficking, forced labor and child labor and are committed to complying with applicable laws prohibiting such exploitation.
Employees who believe there may have been a violation of this Code should report it through established channels, and no retaliatory action will be tolerated against anyone who comes forward to raise genuine concerns about possible violations. Spirit AeroSystems may conduct assessments, as needed, to measure compliance related to the above commitments, using systems and processes it determines necessary.
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Enforcement, Reporting and Governance
We reserve the right to monitor and audit suppliers to assess compliance with Spirit’s human rights policy and to take remediation actions as warranted, including the termination of business relationships, with parties that do not adhere with the standards set forth within our Human Rights Policy. We also encourage all stakeholders to report any potential violations or concerns, and we maintain a strict non-retaliation policy for all of our employees.
Relevant members of the Spirit AeroSystems Executive Management team oversee implementation of this Policy. We aim to incorporate stakeholder feedback to inform the advancement of our engagement activities to respect and protect human rights within our sphere of influence. We also commit to reporting publicly to our stakeholders on our progress.
For matters concerning these human rights standards, please contact us:
Online: https://secure.ethicspoint.com/domain/media/en/gui/16130/index.html
Email: compliance@spiritaero.com
Phone:
U.S. 1-888-577-9490
UK 08-000328483
Malaysia 1-800-80-8641
France 0800-902500
This policies applies to all global sites of affiliates and subsidiaries of Spirit AeroSystems Holdings, Inc.