In our attempt to be a more sustainable company, Avery Dennison has set 2030 sustainability goals that include initiatives for advancing the circular economy and reducing the environmental impact of our operations and supply chain. Included in these goals are initiatives around enhancing the livelihood of our people and communities — because a sustainable business is one in which its people are nurtured, valued and their voices are easily heard.
Making it easier to speak up
Making a direct, meaningful impact on our people starts with creating a diverse and inclusive workforce. One way we’re doing this is by improving workplace safety and prioritizing our people’s health.
A big part of creating a healthy workplace is nurturing an environment where people feel comfortable voicing opinions and concerns. Our Values and Ethics program supports our employees in ethical decision making in the workplace. This includes supporting our people on topics around when and how to speak up when they’d like to see change or make their voices heard.
For example, when employees have concerns regarding a potential violation of law, our Code of Conduct, or company policies, they can speak to their manager, HR, their Regional Ethics Counsel, or any other member of the Avery Dennison law department. They can also contact our Business Conduct Guideline, a hotline that’s available 24 hours a day for employees and third parties to report potential violations — even anonymously, if they choose to do so. The Business Conduct GuideLine is operated by an independent third party and accepts reports in any language. We actively encourage our Employees to speak up and show our commitment to hearing their voices by prohibiting retaliation for reports made in good faith.
We’re very proud of these initiatives,but we also understand that supporting our people only when issues arise isn’t enough. It’s equally as important to try and resolve issues and create a sense of psychological safety in which collaboration and fearless feedback is welcome before concerns get to the point of escalation. Even better, we want to support an environment where our people always feel comfortable speaking up — whether it’s about a new idea for a big budget project or a small change they’d like to see in the office.
So, how are we doing this?
Creating a psychologically safe workplace
Our manufacturing teams are the spine of our business, which is why one of our global Diversity, Equity and Inclusion (DEI) pillars is the “inclusion of manufacturing employees”. It’s important to the strength of the business that their voices are heard and accounted for and that this global workforce feels part of our overall Avery Dennison employee community.
