G3 Content Index

We recognise that the Global Reporting Initiative (GRI) Guidelines are the international benchmark for sustainability reporting. We have used the GRI to inform our sustainability reporting and, in accordance with the GRI, we present here a content index highlighting where we have and have not covered the GRI indicators in our reporting.

We have also referred to the draft GRI Apparel and Footwear Sector Supplement. While this remains a draft, it does go some way to address concerns we have expressed in the past about the relevance of the GRI to a sporting goods company such as ours where our principal social and environmental impacts lie not under our direct control but are within our supply chain. The Sector Supplement indicators are included below the standard disclosures.

As well as this sustainability report, we do cover certain information on our corporate website at www.adidas-group.com or in our Annual Report and we have indicated where this is the case. There are however still gaps in our reporting and it is part of our commitment to transparency not to hide these by superficially addressing issues in the report that are not backed up by effective policies and programmes. Any gaps are clear from the index below.

For more information about the Global Reporting Initiative, please see www.globalreporting.org

Report application levels

Level B self declared GRI chart

STANDARD DISCLOSURES PART I: Profile Disclosures

1. Strategy and Analysis

GRI-Indicator Link
1.1 Statement from the most senior decision-maker of the organisation. CEO Statement
  Comment: Broader trends affecting our sustainability performance are covered in Challenges, vision and governance. Our Workplace Standards draw from international law and the International Labour Organization conventions.
1.2 Description of key impacts, risks, and opportunities. Challenges, vision and governance
Managing sustainability
Progress 2010
Targets

2. Organisational Profile

GRI-Indicator Link
2.1 Name of the organisation. Homepage
2.2 Primary brands, products, and/or services.  About our business
2.3 Operational structure of the organisation, including main divisions, operating companies, subsidiaries, and joint ventures. About our business
2.4 Location of organisation's headquarters. About our business
2.5 Number of countries where the organisation operates, and names of countries with either major operations or that are specifically relevant to the sustainability issues covered in the report. About our business
Corporate website/Locations
2.6 Nature of ownership and legal form. About our business
Corporate website/Corporate Governance
2.7 Markets served (including geographic breakdown, sectors served, and types of customers/beneficiaries). About our business
Corporate website/Strategy
2.8 Scale of the reporting organisation. About our business
2.9 Significant changes during the reporting period regarding size, structure, or ownership. About our business
2.10 Awards received in the reporting period. Corporate website/Awards and recognition

3. Report Parameters

GRI-Indicator Link
3.1 Reporting period (e.g., fiscal/calendar year) for information provided. About the report
  Comment: Information provided in the report cover fiscal/calendar year 2010.
3.2 Date of most recent previous report (if any). About the report
  Comment: The 2009 Sustainability Report was published on 3 March, 2010.
3.3 Reporting cycle (annual, biennial, etc.) About the report
  Comment: The adidas Group publishes a report annually.
3.4 Contact point for questions regarding the report or its contents. Contact
3.5 Process for defining report content. About the report
3.6 Boundary of the report (e.g., countries, divisions, subsidiaries, leased facilities, joint ventures, suppliers).  About the report
3.7 State any specific limitations on the scope or boundary of the report. About the report
  Comment: See any notes to specific data in the Performance section.
3.8 Basis for reporting on joint ventures, subsidiaries, leased facilities, outsourced operations, and other entities that can significantly affect comparability from period to period and/or between organisations. About the report
  Comment: See any notes to specific data in the Performance section.
3.9 Data measurement techniques and the bases of calculations, including assumptions and techniques underlying estimations applied to the compilation of the indicators and other information in the report. Explain any decisions not to apply, or to substantially diverge from, the GRI Indicator Protocols. Performance 
  Comment: See any notes to specific data in the Performance section.
3.10 Explanation of the effect of any re-statements of information provided in earlier reports, and the reasons for such re-statement (e.g. mergers/acquisitions, change of base years/periods, nature of business, measurement methods). Performance 
  Comment: See any notes to specific data in the Performance section.
3.11 Significant changes from previous reporting periods in the scope, boundary, or measurement methods applied in the report. About the report
  Comment: See any notes to specific data in the Performance section.
3.12 Table identifying the location of the Standard Disclosures in the report.  GRI Index
3.13 Policy and current practice with regard to seeking external assurance for the report.  About the report

4. Governance, Commitments and Engagement

GRI-Indicator Link
4.1 Governance structure of the organisation, including committees under the highest governance body responsible for specific tasks, such as setting strategy or organisational oversight. Challenges, vision and governance
Corporate website/Corporate Governance
4.2 Indicate whether the Chair of the highest governance body is also an executive officer. Corporate website/Corporate Governance
4.3 For organisations that have a unitary board structure, state the number of members of the highest governance body that are independent and/or non-executive members. Corporate website/Corporate Governance
  Comment: Not applicable since the adidas Group doesn't have a unitary board structure. The highest governing body is the Supervisory Board (Aufsichtsrat).
4.4 Mechanisms for shareholders and employees to provide recommendations or direction to the highest governance body.  Employee involvement
Corporate website/Corporate Governance
4.5 Linkage between compensation for members of the highest governance body, senior managers, and executives (including departure arrangements), and the organisation's performance (including social and environmental performance). 2010 Annual Report, pp. 30 ff.
Corporate website/Corporate Governance
4.6 Processes in place for the highest governance body to ensure conflicts of interest are avoided. 2010 Annual Report, pp. 25 ff.
Corporate website/Corporate Governance
  Comment: German Code on shareholding/publicly traded companies (AktG), Code of Conduct.
4.7 Process for determining the qualifications and expertise of the members of the highest governance body for guiding the organisation's strategy on economic, environmental, and social topics. Corporate website/Corporate Governance
  Comment: German Code on shareholding/publicly traded companies (AktG), Code of Conduct.
4.8 Internally developed statements of mission or values, codes of conduct, and principles relevant to economic, environmental, and social performance and the status of their implementation. Challenges, vision and governance
4.9 Procedures of the highest governance body for overseeing the organisation's identification and management of economic, environmental, and social performance, including relevant risks and opportunities, and adherence or compliance with internationally agreed standards, codes of conduct, and principles. Challenges, vision and governance
2010 Annual Report, pp. 20 ff.
  Comment: The Supervisory Board is formally informed at least five times a year by the Executive Board. Ad hoc information is provided on a case by case basis. The CEO is in permanent contact with the responsible functions, especially with the General Counsel, Chief Compliance Officer and Group Risk Officer.
4.10 Processes for evaluating the highest governance body's own performance, particularly with respect to economic, environmental, and social performance. 2010 Annual Report, pp. 25 ff.
Corporate Governance
  Comment: The Annual General Meeting evaluates the performance of the Supervisory Board and the Executive Board. The Audit Committee of the Supervisory Board checks on the respective performance of the Executive Board in five sessions a year.
4.11 Explanation of whether and how the precautionary approach or principle is addressed by the organisation.  2010 Annual Report, pp. 158 ff.
Challenges, vision and governance
4.12 Externally developed economic, environmental, and social charters, principles, or other initiatives to which the organisation subscribes or endorses.   
  Comment: Our Workplace Standards are informed by the International Labour Organization (ILO) conventions.
4.13 Memberships in associations (such as industry associations) and/or national/international advocacy organisations in which the organisation has positions in governance bodies, participates in projects or committees, provides substantive funding beyond routine membership dues and/or views membership as strategic. Collaborations and memberships
4.14 List of stakeholder groups engaged by the organisation.  Engaging our stakeholders
4.15 Basis for identification and selection of stakeholders with whom to engage.  Engaging our stakeholders
4.16 Approaches to stakeholder engagement, including frequency of engagement by type and by stakeholder group.  Engaging our stakeholders
4.17 Key topics and concerns that have been raised through stakeholder engagement, and how the organisation has responded to those key topics and concerns, including through its reporting. 2010 engagements

STANDARD DISCLOSURES PART II: Disclosures on Management
Approach

Disclosures on Management Approach

GRI-Indicator Link
DMA EC Disclosure on Management Approach EC
(Economic performance; Market presence; Indirect economic impacts)
2010 Annual Report, pp. 80 ff.
DMA EN Disclosure on Management Approach EN
(Materials; Energy; Water; Biodiversity; Emissions, effluents and waste; Products and services; Compliance; Transport; Overall)
Strategy 2015
Performance
Green Company
DMA LA Disclosure on Management Approach LA
(Employment; Labour/management relations; Occupational health and safety; Training and education; Diversity and equal opportunity)
Employees
Corporate website/Corporate Governance
2010 Annual Report, pp. 115 ff.
DMA HR Disclosure on Management Approach HR (Human Rights)
(Investment and procurement practices; Non-discrimination; Freedom of association and collective bargaining; Child labour; Forced and compulsory labour; Security practices; Indigenous rights)
Suppliers
Workplace Standards
Managing our suppliers
Employees
Corporate website/Corporate Governance
2010 Annual Report, pp. 115 ff.
DMA SO Disclosure on Management Approach SO
(Community; Corruption; Public policy; Anti-competitive behaviour; Compliance)
Community
Corporate website/Corporate Governance
DMA PR Disclosure on Management Approach PR (Product Responsibility)
(Customer health and safety; Product and service labelling; Marketing communications; Customer privacy; Compliance)
Product safety
2010 Annual Report, pp. 25 ff and pp. 158 ff

STANDARD DISCLOSURES PART III: Performance Indicators

Economic

GRI-Indicator Link
Economic performance  
EC1 Direct economic value generated and distributed, including revenues, operating costs, employee compensation, donations and other community investments, retained earnings, and payments to capital providers and governments. Corporate website/Key financial data
2010 Annual Report, pp. 130 ff.
EC2 Financial implications and other risks and opportunities for the organisation's activities due to climate change.   
EC3 Coverage of the organisation's defined benefit plan obligations.  2010 Annual Report, pp. 188 ff.
  Comment: Other benefits include our 401-K pension plans in the USA and the adidas Group pension plan for our employees in Germany. In 2010, 2,060 employees participated in the latter, which represents 58% of all eligible employees.
EC4 Significant financial assistance received from government.   
  Comment: No financial assistance of that kind given.
Market presence  
EC5 Range of ratios of standard entry level wage compared to local minimum wage at significant locations of operation.  
  Comment: Not reported.
EC6 Policy, practices, and proportion of spending on locally-based suppliers at significant locations of operation.   
EC7 Procedures for local hiring and proportion of senior management hired from the local community at significant locations of operation.   
  Comment: At the adidas Group we follow an equal opportunity recruiting policy. We recruit at senior management level (i.e. positions that are responsible for people and budget) preferably from inside the organisation with a declared target of at least 80% internal development. When recruiting from outside, we consider the best fit for the role, taking diversity and inclusion aspects into consideration.
Indirect economic impacts  
EC8 Development and impact of infrastructure investments and services provided primarily for public benefit through commercial, in-kind, or pro bono engagement.  Community
EC9 Understanding and describing significant indirect economic impacts, including the extent of impacts.   

Environmental

GRI-Indicator Link
Materials  
EN1 Materials used by weight or volume.   
EN2 Percentage of materials used that are recycled input materials.   
Energy  
EN3 Direct energy consumption by primary energy source.  
  Comment: Partial coverage - most of our sites are now gathering this data but we do not have a complete dataset for all our facilities. Reporting 2010 covers between 70-80% of the total emissions.
EN4 Indirect energy consumption by primary source.  
EN5 Energy saved due to conservation and efficiency improvements. Green Company
  Comment: Partial coverage - most of our sites are now gathering this data but we do not have a complete dataset for all our facilities.
EN6 Initiatives to provide energy-efficient or renewable energy based products and services, and reductions in energy requirements as a result of these initiatives. 
EN7 Initiatives to reduce indirect energy consumption and reductions achieved. Green Company
  Comment: Partial Coverage
Water  
EN8 Total water withdrawal by source.  Green Company
  Comment: Partial coverage - most of our sites are now gathering this data but we do not have a complete dataset for all our facilities. Reporting 2010 covers between 70-80% of the total water withdrawals.
EN9 Water sources significantly affected by withdrawal of water.   
EN10 Percentage and total volume of water recycled and reused.   
  Comment: Not reported.
Biodiversity  
EN11 Location and size of land owned, leased, managed in, or adjacent to, protected areas and areas of high biodiversity value outside protected areas.  
  Comment: No sites owned by the adidas Group are in or adjacent to protected areas.
EN12 Description of significant impacts of activities, products, and services on biodiversity in protected areas and areas of high biodiversity value outside protected areas.   
EN13 Habitats protected or restored.   
EN14 Strategies, current actions, and future plans for managing impacts on biodiversity.  
EN15 Number of IUCN Red List species and national conservation list species with habitats in areas affected by operations, by level of extinction risk.   
Emissions, effluents and waste  
EN16 Total direct and indirect greenhouse gas emissions by weight.  Green Company
Global travel
Performance
  Comment: Partial coverage - most of our sites are now gathering this data but we do not have a complete dataset for all our facilities. Reporting 2010 covers between 70-80% of the total emissions.
EN17 Other relevant indirect greenhouse gas emissions by weight.   
EN18 Initiatives to reduce greenhouse gas emissions and reductions achieved. Green Company
Global travel
Performance
EN19 Emissions of ozone-depleting substances by weight.   
EN20 NOx, SOx, and other significant air emissions by type and weight.   
EN21 Total water discharge by quality and destination.   
EN22 Total weight of waste by type and disposal method. Green Company
  Comment: Partial coverage
EN23 Total number and volume of significant spills.   
EN24 Weight of transported, imported, exported, or treated waste deemed hazardous under the terms of the Basel Convention Annex I, II, III, and VIII, and percentage of transported waste shipped internationally.   
EN25 Identity, size, protected status, and biodiversity value of water bodies and related habitats significantly affected by the reporting organisation's discharges of water and runoff.   
Products and services  
EN26 Initiatives to mitigate environmental impacts of products and services, and extent of impact mitigation. Product safety
  Comment: Partial coverage
EN27 Percentage of products sold and their packaging materials that are reclaimed by category.   
Compliance  
EN28 Monetary value of significant fines and total number of non-monetary sanctions for non-compliance with environmental laws and regulations.   
  Comment: No non-compliances have been identified which led to sanctions or fines.
Transport  
EN29 Significant environmental impacts of transporting products and other goods and materials used for the organisation's operations, and transporting members of the workforce.  Transport
Global travel
Performance
  Comment: Partial coverage
Overall  
EN30 Total environmental protection expenditures and investments by type.  
  Comment: Not reported.

Social: Labour Practices and Decent Work

GRI-Indicator Link
Employment  
LA1 Total workforce by employment type, employment contract, and region.  2010 Annual Report, pp. 115 ff.
LA2 Total number and rate of employee turnover by age group, gender, and region.  2010 Annual Report, pp. 115 ff.
Performance
LA3 Benefits provided to full-time employees that are not provided to temporary or part-time employees, by major operations.   
  Comment: Benefits that adidas Group entities provide to employees (e.g. life and accident insurance, additional health care, company pension schemes, company cars) are granted by internal guidelines and legal regulations.
In our benefits provisions we are legally compliant in all locations which we generally provide at market median. Respective full benefits packages are provided to all full-time and permanent employees. Wherever it is required to equally treat part-time/non-permanent employees, we adhere to this.
Labour/management relations  
LA4 Percentage of employees covered by collective bargaining agreements.  
  Comment: Data recording is currently in progress. Collective bargaining agreements are in place at least in Group entities in the following countries: France, Germany, Finland, Lithuania, Greece, Norway, Portugal, Spain, Sweden, Latvia, South Africa, UAE, Korea, Brazil, and Chile (partial).
LA5 Minimum notice period(s) regarding significant operational changes, including whether it is specified in collective agreements.   
  Comment: Not reported.
Occupational health and safety  
LA6 Percentage of total workforce represented in formal joint management-worker health and safety committees that help monitor and advise on occupational health and safety programmes.   
  Comment: Not reported.
LA7 Rates of injury, occupational diseases, lost days, and absenteeism, and number of work-related fatalities by region. Performance
Health & safety 
LA8 Education, training, counselling, prevention, and risk-control programmes in place to assist workforce members, their families, or community members regarding serious diseases.  
  Comment: The adidas Group has a Major Incident Response Policy, a Global Risk Management Policy and an HIV-Aids Policy in place.
LA9 Health and safety topics covered in formal agreements with trade unions.   
  Comment: Health and safety topics are covered through specific local laws.
Additional bargaining agreements are in place regarding preventive medical check-ups and allowance for personal protective equipment (Germany).
Training and education  
LA10 Average hours of training per year per employee by employee category.  Performance
LA11 Programmes for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings. Developing employees
2010 Annual Report, pp. 115 ff.
LA12 Percentage of employees receiving regular performance and career development reviews. Developing employees
2010 Annual Report, pp. 115 ff.
Diversity and equal opportunity  
LA13 Composition of governance bodies and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity. Performance
2010 Annual Report, pp. 24 ff. and pp. 115 ff.
  Comment: Breakdown reported by male/female.
LA14 Ratio of basic salary of men to women by employee category.   
  Comment: Salary levels are paid according to pay grade, not according to gender.

Social: Human Rights

GRI-Indicator Link
Diversity and equal opportunity  
HR1 Percentage and total number of significant investment agreements that include human rights clauses or that have undergone human rights screening.   
HR2 Percentage of significant suppliers and contractors that have undergone screening on human rights and actions taken.  Suppliers
  Comment: 100% of our key first tier suppliers are monitored on labour, health, safety and environmental standards and human rights.
HR3 Total hours of employee training on policies and procedures concerning aspects of human rights that are relevant to operations, including the percentage of employees trained.  Performance
Training our suppliers
  Comment: The most significant area is training our suppliers. The number of hours is not included but the number of training sessions conducted is.
Non-discrimination  
HR4 Total number of incidents of discrimination and actions taken.  
  Comment: As for our own adidas Group employees, no incidents were reported through existing lines of communication. Regarding our external supply chain, no exact number can be reported, but any incident is always subject to investigation by our own Social and Environmental Affairs team and external monitors. Action plans are developed together with the supplier in order to remediate the non-compliance.
Freedom of association and collective bargaining  
HR5 Operations identified in which the right to exercise freedom of association and collective bargaining may be at significant risk, and actions taken to support these rights.  Workplace Standards
Rights and rules
Challenges, vision and governance
  Comment: External supply chain is covered through the Workplace Standards and related programmes. Employees of the internal organisation are covered by the Labour Rights Charter and related programmes.
Child labour  
HR6 Operations identified as having significant risk for incidents of child labour, and measures taken to contribute to the elimination of child labour.  Workplace Standards
Rights and rules
Challenges, vision and governance
  Comment: External supply chain is covered through the Workplace Standards and related programmes. Employees of the internal organisation are covered by the Labour Rights Charter and related programmes.
Forced and compulsory labour  
HR7 Operations identified as having significant risk for incidents of forced or compulsory labour, and measures to contribute to the elimination of forced or compulsory labour.  Workplace Standards
Rights and rules
Challenges, vision and governance
  Comment: External supply chain is covered through the Workplace Standards and related programmes. Employees of the internal organisation are covered by the Labour Rights Charter and related programmes.
Security practices  
HR8 Percentage of security personnel trained in the organisation's policies or procedures concerning aspects of human rights that are relevant to operations.   
  Comment: Security personnel are regularly trained on their specific rights and obligations.
Indigenous rights  
HR9 Total number of incidents of violations involving rights of indigenous people and actions taken.  
  Comment: No incidents were reported.

Social: Society

GRI-Indicator Link
Community  
SO1 Nature, scope, and effectiveness of any programmes and practices that assess and manage the impacts of operations on communities, including entering, operating, and exiting.   
Corruption  
SO2 Percentage and total number of business units analysed for risks related to corruption.   
SO3 Percentage of employees trained in organisation's anti-corruption policies and procedures.  Rights and rules
  Comment: In 2010, 3,711 employees participated in the Code of Conduct training. By the end of 2010, 48% of the global workforce was covered by adidas Group Code of Conduct training.
SO4 Actions taken in response to incidents of corruption. Rights and rules
Public policy  
SO5 Public policy positions and participation in public policy development and lobbying.  Collaborations and memberships
  Comment: Activities through trade associations for sustainable development and fair trade without barriers and protectionism.
SO6 Total value of financial and in-kind contributions to political parties, politicians, and related institutions by country.  
  Comment: According to our Corporate Giving Guidelines we do not make donations to political parties.
Anti-competitive behaviour  
SO7 Total number of legal actions for anti-competitive behaviour, anti-trust, and monopoly practices and their outcomes.   
  Comment: None.
Compliance  
SO8 Monetary value of significant fines and total number of non-monetary sanctions for non-compliance with laws and regulations.   
  Comment: No significant non-compliance issues which led to fines and non-monetary sanctions under laws or regulations.

Social: Product Responsibility

GRI-Indicator Link
Customer health and safety  
PR1 Life cycle stages in which health and safety impacts of products and services are assessed for improvement, and percentage of significant products and services categories subject to such procedures.  Product creation
  Comment: Partial coverage
PR2 Total number of incidents of non-compliance with regulations and voluntary codes concerning health and safety impacts of products and services during their life cycle, by type of outcomes.   
  Comment: No product recalls due to health and safety issues took place in 2010.
Product and service labelling  
PR3 Type of product and service information required by procedures, and percentage of significant products and services subject to such information requirements.   
  Comment: The adidas Group complies with local laws and regulations regarding the provision of information on products and services.
PR4 Total number of incidents of non-compliance with regulations and voluntary codes concerning product and service information and labelling, by type of outcomes.   
PR5 Practices related to customer satisfaction, including results of surveys measuring customer satisfaction.   
Marketing communications  
PR6 Programmes for adherence to laws, standards, and voluntary codes related to marketing communications, including advertising, promotion, and sponsorship.   
  Comment: The adidas Group complies with local laws and regulations related to marketing communications. A Code of Conduct, Marketing Guidelines and local policies are in place.
PR7 Total number of incidents of non-compliance with regulations and voluntary codes concerning marketing communications, including advertising, promotion, and sponsorship by type of outcomes.   
  Comment: None.
Customer privacy  
PR8 Total number of substantiated complaints regarding breaches of customer privacy and losses of customer data.   
  Comment: No substantial complaints received from outside parties or regulatory bodies.
Compliance  
PR9 Monetary value of significant fines for non-compliance with laws and regulations concerning the provision and use of products and services.   
  Comment: No issues of that kind.

Apparel and Footwear Sector Supplement

SUPPLY CHAIN STANDARDS AND PRACTICES SECTION

Disclosure on Management Approach

GRI-Indicator Link
AF1. Code of Conduct - Code of conduct content and coverage.** Workplace Standards
AF2. Audit Process - Parties and personnel engaged in code of conduct compliance function.** Monitoring compliance
AF3. Audit Process - Compliance audit process.** Monitoring compliance
AF4. Grievance Procedures - Policy and procedures for receiving, investigating, and responding to grievances and complaints.** Managing our suppliers
Worker hotlines
AF5. Capacity Building - Strategy and scope of efforts to strengthen capacity of management, workers and other staff to improve in social and environmental performance.** Training suppliers
AF6. Business Integration - Policies for supplier selection, management, and termination.** Managing our suppliers
Performance
Rating our suppliers
Sourcing decisions

Performance Indicators

GRI-Indicator Link
AF7. Code of Conduct - Number and location of workplaces covered by code of conduct.** Performance
AF8. Audit Process - Number of audits conducted and percentage of workplaces audited.** Performance
AF9. Non-compliance findings - Incidents of non-compliance with legal requirements or collective bargaining agreements on wages.** Monitoring compliance
  Comment: The numbers are presented as a percentage of the total non-compliances found.
AF10. Non-compliance findings - Incidents of non-compliance with overtime standards.** Monitoring compliance
  Comment: The numbers are presented as a percentage of the total non-compliances found.
AF11. Non-compliance findings - Incidents of non-compliance with standards on pregnancy and maternity rights.**  
  Comment: Not reported.
AF12. Non-compliance findings - Incidents of the use of child labour.** Monitoring compliance
  Comment: The numbers are presented as a percentage of the total non-compliances found.
AF13. Non-compliance findings - Incidents of non-compliance with standards on gender discrimination.**  
  Comment: Not reported.
AF14. Non-compliance findings - Incidents of non-compliance with code of conduct.** Monitoring compliance
  Comment: The numbers are presented as a percentage of the total non-compliances found.
AF15. Non-compliance findings - Analysis of data from code compliance audits.** Monitoring compliance
  Comment: The numbers are presented as a percentage of the total non-compliances found.
AF16. Remediation - Remediation practices to address non-compliance findings.** Managing our suppliers
Rating our suppliers
AF17. Business Integration - Actions to identify and mitigate business practices that affect code compliance.** Managing our suppliers
Strategic developments

ENVIRONMENTAL SECTION

Environmental Disclosure on Management Approach

GRI-Indicator Link
AF18. Materials - Programmes to replace organic-based adhesives and primers with water-based adhesives and primers. Materials overview
AF19. Materials - Practices to source safer alternative substances to those on the restricted substances list, including description of associated management systems. Product safety

Environmental Performance Indicators

GRI-Indicator Link
AF20. Materials - List of environmentally preferable materials used in apparel and footwear products.  
AF21. Energy - Amount of energy consumed and percentage of the energy that is from renewable sources.  

SOCIAL SECTION

Labour Disclosure on Management Approach

GRI-Indicator Link
AF22. Employment - Policy and practices regarding the use of employees with non-permanent and non-fulltime status.** Supporting guidelines
  Comment: The Guidelines on Employment Standards set out standards, case studies and examples of common non-compliance, suggested systems and solutions for avoiding non-compliance, documentation requirements, and relevant international laws.
AF23. Employment - Policy regarding the use of home working.** Supporting guidelines
  Comment: The Guidelines on Employment Standards set out standards, case studies and examples of common non-compliance, suggested systems and solutions for avoiding non-compliance, documentation requirements, and relevant international laws.
AF24. Employment - Policy on the use and selection of labour brokers, including adherence to relevant ILO Conventions.** Supporting guidelines
  Comment: The Guidelines on Employment Standards set out standards, case studies and examples of common non-compliance, suggested systems and solutions for avoiding non-compliance, documentation requirements, and relevant international laws.
AF25. Wages and hours - Policy and practices on wage deductions that are not mandated by law.** Supporting guidelines
  Comment: The Guidelines on Employment Standards set out standards, case studies and examples of common non-compliance, suggested systems and solutions for avoiding non-compliance, documentation requirements, and relevant international laws.
AF26. Wages and hours - Policy on working hours, including definition of overtime, and actions to prevent excessive and forced overtime.** Supporting guidelines
  Comment: The Guidelines on Employment Standards set out standards, case studies and examples of common non-compliance, suggested systems and solutions for avoiding non-compliance, documentation requirements, and relevant international laws.
AF27. Diversity and Equal Opportunity - Policy and actions to protect the pregnancy and maternity rights of women workers.** Supporting guidelines
  Comment: The Guidelines on Employment Standards set out standards, case studies and examples of common non-compliance, suggested systems and solutions for avoiding non-compliance, documentation requirements, and relevant international laws.

Labour Performance Indicators

GRI-Indicator Link
AF28. Employment - Percentage of foreign migrant workers as a portion of total workforce, broken down by region.  
  Comment: Not reported.
AF29. Labour/Management Relations - Percentage of workplaces where there is one or more independent trade union(s), broken down by:
- Workplaces with a collective bargaining agreement
- Workplaces without a collective bargaining agreement
Also provide information broken down by country.**
 
  Comment: We promote the importance of freedom of association to our suppliers. It is part of our Workplace Standards and features in our training and regular engagements with our suppliers. However, we do not collect the numbers of workplaces where unions operate.
AF30. Labour/Management Relations - Percentage of workplaces where, in the absence of a trade union, there are worker-management committees, broken down by country.**  
  Comment: We promote the importance of worker-management relations but we do not gather this data.
AF31. Occupational Health and Safety - Initiatives and programmes to respond to, reduce, and prevent the occurrence of musculoskeletal disorders. OHSO Programme
AF32. Diversity and Equal Opportunity - Actions to address gender discrimination and to provide opportunities for the advancement of women workers.  

Society Performance Indicators

GRI-Indicator Link
AF33. Community Investment - Priorities in community investment strategy. Projects in supplier countries
AF34. Community Investment - Amount of investment in worker communities broken down by location.  
  Comment: Not reported.

** Reporting organisations must also include entities that they monitor (i.e. those defined as under significant influence by the Report Boundary guidance).

Reading this report

Performance counts and reporting is about making performance clear to readers.

So in this year's report each page identifies which Global Reporting Initiative (GRI) indicators it addresses, complementing the GRI Index.