About our programme

Roadmap to sustainability

No company becomes sustainable overnight. Individual people can be inspired in a moment to take action or to engage in the debate. But for a company as a whole, it is a long journey. Along the way it is useful to recall milestones that have been passed (please see above). And it is even more important to set targets for the future. To plot out the next steps on the road to sustainability.

Looking further ahead allows us to identify the key 'step changes' we need to make, rather than more incremental one-year targets. So we have a strategy for 2015 that has targets attached to it. For more than ten years we have been working with our suppliers to ensure they comply with our Workplace Standards. This experience allows us to set robust goals for 2015 in the social compliance area of our work.

Setting targets to improve our environmental performance across every link in our value chain is not so easy. In some areas, we are still carrying out assessments of the scale of our impact and understanding how we can reduce it. So some of our 2015 environmental targets will not be set until the end of 2010.

2015 targets

Core areas 2015 Targets (against a baseline of 2008 unless specified)
Environment  
Own operations
  • 20% relative reduction in energy consumption
  • 30% relative reduction in carbon emissions
  • 20% water savings/employee
  • 25% waste reduction/employee
Social Compliance  
Labour/Health & Safety
  • 80% of direct supplier factories to meet '3C' (good) or better under our social compliance KPI rating (currently 50% of the direct suppliers meet this rating).
  • 25% of direct suppliers are in a self-governance compliance model (where they take responsibility for their own performance) that includes reporting of key social and health and safety indicators.
  • Common industry-wide monitoring platform used to check workplace conditions.
  • Top 10 publicly listed suppliers are independently producing sustainability reports.
Employees  
 
  • To ensure succession readiness on all key leadership positions - 80% of senior management positions to be filled by internal employees.
  • To be a World Class Recruiter (in terms of quality, cost, speed, ranking) - with a strong internal focus.
  • To be a Top 10 employer in every key market and for our employees (based on market surveys and employee engagement scores).