Human rights management

With basis in the review, the salient issues have been updated and mapped across the Scania value chain, and Scania has created a new framework for tracking progress and deviations in the human rights area, as well as a roadmap for the work moving forward. 

The framework is organised around three pillars:

• Commit – with clear actions planned to improve policies and guidelines, and developments of targets for training of prioritised staff groups such as compliance officers and management in high risk markets.
• Know – making sure that human rights is integrated into decision-making processes, such as the Scania corporate risk process.
• Show – improving Scania’s ability for grievance and remediation as well as in communication, with the aim to increase transparency regarding human rights related information and data. 

With  the German Supply Chain Act implemented in 2023, Volkswagen and TRATON are also active in building up a risk-based approach to human rights, and in the work described above lies opportunities for synergies and joint approaches within the Group. Scania is taking part in the work in the Group and has for 2022 published the TRATON Human Rights Statement. 

Several of Scania’s salient human rights issues relate to Scania’s responsibility as an employer. Scania has a solid ground and experience to stand on within these areas, but has also identified improvement needs with regards to visibility and alignment of approaches at the global level. 

In the area of working conditions, Scania has a global Group policy that regulates minimum standards such as working hours, weekly rest periods, vacation and sick leave for employees. The policy also contains requirements for recruitment and termination of 

employment. During 2021, Scania developed a human rights e-learning course that is available for all Scania employees. The e-learning focuses on education within the concept of human rights, as well as Scania’s impacts and responsibilities in the area.