Employee training and development

Training and development tools are provided through curricula developed both internally and by third parties for compliance, enrichment, and upskilling. See more in the Human capital management section of our 2025 Proxy Statement.

Mandatory training for employees covers human rights parameters, including safety, information and personal security, inclusion, ethics and Code of Conduct, anti-corruption, harassment prevention, wellbeing, and other topics.

Each mandatory training has a targeted audience, many of which are Company-wide requirements (examples include vehicle safety, harassment prevention, Code of Conduct), as well as other targeted regional, country, business, or task-specific audiences (examples include anti-trust training, procurement procedures). Company-wide requirements are typically focused on the full-time and part-time workforce, whereas some training is also required of contractors within the organization (for example, information security and vehicle safety). In addition to training, other benefits such as paid tuition programs are offered.

We also offer comprehensive training and coaching programs to support leadership development at all levels. These initiatives are designed to foster high performance by enhancing leaders’ understanding of our vision and strategy, while also strengthening core competencies and fostering growth.

Non-discrimination and harassment

In 2024, there were 39 substantiated reportable incidents globally of violations to the Discrimination, Harassment, and Retaliation Prevention Policy or the Respect & Responsibility Policy. As a result of these cases, 14 involuntary termination actions were taken, and 25 cases had disciplinary action and/or remediation plans implemented.

We internally maintain detailed non-discrimination policies outlining expectations that apply to all employees globally. These policies discuss specific non-discrimination topics, including prohibiting sexual and non-sexual harassment, and reinforcing escalation processes and corrective or disciplinary actions that may result. Employees are required to complete trainings on workplace discrimination and harassment at least every two years or annually when required by law.

Incidents are reviewed regularly; we disclose incidents to the Board on at least an annual basis and usually quarterly. To further reinforce ethical conduct, we encourage employees to speak up about any questionable or unethical behavior. Reports can be made confidentially, and retaliation against those who raise concerns in good faith is strictly prohibited. Employees have multiple reporting avenues, including their leader, HR, legal, or an anonymous global hotline.

We maintain policies and controls to comply with all employee laws in the countries where we operate by jurisdiction, most of which prohibit activities that involve child labor, forced or compulsory labor, violations of the rights of Indigenous people, and other human rights issues.

To enforce these human rights principles in action, we post signage in physical offices to convey our zero-tolerance stance on child labor, forced or compulsory behavior, discrimination, and other unethical workforce practices. For example, we take a proactive approach to these concerns in India, with certain measures such as community training guided by the UN Declaration on Human Rights, the International Labour Organization Declaration on Fundamental Principles and Rights at Work, and the Indian legal provisions on child labor.