Declaration of Principles on Human Rights

Respect and a sense of responsibility towards consumers, employees and business partners characterise Storck's corporate philosophy. Sincerity, integrity and fairness have guided our corporate actions for more than 100 years.

Storck products are made by people for people – people are, therefore at the center of everything we do. Storck respects the dignity and personality of individuals, their rights and their need to look after their own interests.

Storck is also aware that, as part of society, it has a role to play in shaping it and gears its corporate activities with this responsibility towards society as a whole.

The following internationally recognised standards and conventions serve as guidelines in this respect:

• TheThe United Nations Universal Declaration of Human Rights (UDHR) ‒ The Universal Declaration of Human Rights (UDHR), adopted by the United Nations in 1948, is the first document to advocate the rights and freedoms of all people, regardless of nationality, place of residence, gender, national or ethnic origin, colour, religion, language or other status. The UDHR consists of a total of 30 articles on freedoms (civil and political rights) and social rights (economic, social and cultural rights). The most important freedoms include the prohibition of discrimination, the right to life, the prohibition of torture and slavery, freedom of expression and religion and the right to a fair trial. Social rights include the right to work and fair working conditions, the right to join trade unions, the right to social security, protection of family, motherhood and children, the right to an adequate standard of living, and the right to education and participation in cultural life. Although the UDHR is not legally binding, it has positively influenced legal, political and social developments at global level and is considered the foundation of international human rights protection. the The International Covenant on Civil and Political Rights (ICCPR) ‒ The International Covenant on Civil and Political Rights (ICCPR) was adopted in 1966 and has been officially valid since 1976. In conjunction with the International Covenant on Economic, Social and Cultural Rights (ICESCR), it is one of the first two binding human rights treaties under international law. Accordingly, the contracting states undertake to respect and guarantee the rights of protection and freedom described in the ICCPR to all persons under their jurisdiction without any discrimination. The Covenant thus guarantees fundamental human rights such as the right to life and physical integrity, protection against torture, slavery and arbitrariness on the part of a state, gender equality and the rights to freedom of religion, expression, assembly and association. The Covenant also contains provisions on the protection of minorities. Compliance with the ICCPR is monitored by the UN Human Rights Committee. In conjunction with the Universal Declaration of Human Rights and the International Covenant on Economic, Social and Cultural Rights, the International Covenant on Civil and Political Rights forms the International Bill of Human Rights. and the The International Covenant on Economic, Social and Cultural Rights (ICESR) ‒ The International Covenant on Economic, Social and Cultural Rights (ICESCR) was adopted with the International Covenant on Civil and Political Rights (ICCPR) in 1966 and entered into force in 1976. It is legally binding for all contracting states. In conjunction with the ICCPR, it covers all human rights listed in the Universal Declaration of Human Rights. The ICESCR defines human rights in the economic, social and cultural spheres. It describes, inter alia, the right to work, education and health, the right to an adequate standard of living as well as the right to social security and participation in cultural life. Compliance with the Covenant is monitored by the UN Committee on Economic, Social and Cultural Rights. In conjunction with the Universal Declaration of Human Rights and the ICCPR, the ICESCR forms the International Bill of Human Rights.
• The The United Nations Guiding Principles on Business and Human Rights (UNGPs) ‒ The UN Guiding Principles on Business and Human Rights (UNGPs) were adopted by the UN Human Rights Council in 2011. They constitute the first global standard for preventing and remedying human rights violations in the context of business activities by companies. They refer to the International Bill of Human Rights as well as the core labour standards of the ILO (International Labour Organization). The UNGPs comprise of three pillars with a total of 31 principles. They define both the duty of the state to protect human rights and the companies’ responsibility to respect human rights. In addition, victims of human rights violations should have access to a complaints procedure and effective legal remedies. They thus form an important basis for putting in place due diligence in respect of human rights in companies.
• The UN Convention on the Elimination of All Forms of Discrimination against Women (UNCEDAW) ‒ The UN Convention on the Elimination of All Forms of Discrimination against Women (UNCEDAW) is an international agreement adopted by the UN General Assembly in 1979 and which entered into force in 1981. Signing the Convention obliges the contracting states to eliminate discrimination against women and girls in all areas, and promote equal rights. In a total of 30 articles, the Convention sets standards to combat discrimination of women in the cultural, social, educational, political and legislative spheres. An additional protocol was adopted in 1999. This gives women the right to file an individual complaint in the event of violations of the Convention. Furthermore, the Committee on the Elimination of Discrimination against Women that monitors the implementation of the Convention, can initiate an inquiry procedure on its own initiative, if it has information about serious or systematic violations by a contracting state.
• The UN Convention on the Rights of the Child (UNCRC) ‒ The UN Convention on the Rights of the Child was adopted by the UN General Assembly in November 1989 and entered into force in September 1990. The UN Convention on the Rights of the Child is an international human rights treaty and is therefore binding for all contracting states. In a total of 54 articles, it lays down the obligations to respect, protect and guarantee children’s rights. The four basic principles of the UN Convention on the Rights of the Child are the prohibition of discrimination, the right to life and development, the primacy of the best interests of the child and the right to participation. The Convention defines children as persons under the age of 18 unless the applicable national law provides that the age of majority is reached earlier. The UN Committee on the Rights of the Child, made up of 18 independent experts, is responsible for monitoring implementation by Member States. The UN Convention on the Rights of the Child is currently the most frequently signed international human rights treaty.

We also apply the conventions of the International Labour Organization (ILO). This applies, in particular, to the following areas of regulation:

The prevention of child labour is specifically covered by the Minimum age for employment and protection from the worst forms of child labour ‒ ILO Conventions No. 138 and 182: The issue of child labour is an important part of the ILO (International Labour Organization) core labour standards. The international core labour standards aim to ensure minimum standards for workers worldwide. ILO Conventions No. 138 and 182 form the legal basis for the protection of children. They oblige the contracting states to establish national institutions, adapt legislation and intensify international cooperation to combat child labour. Convention No. 138 on the Minimum Age for Admission to Employment entered into force in 1976. It sets the age limits for different types of employment and determines the framework conditions in which children may work. Convention No. 182 concerning the Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labour has been in force since 2000. It defines the worst forms of child labour such as slavery or prostitution and obliges contracting states to establish a program of action against these forms of child labour. Implementation and enforcement of the provisions are reviewed by the ILO.

To prevent slavery and forced labour, we expect compliance with the ILO Conventions on the Prevention of Forced or Compulsory Labour - ILO Convention No. 29, with Protocol dated June 11, 2014, and No. 105: The prevention of forced or compulsory labour is part of the ILO (International Labour Organization) core labour standards. The international core labour standards aim to ensure minimum standards for workers worldwide. The legal framework for the prevention of forced or compulsory labour is provided by two ILO Conventions and an Additional Protocol. ILO Convention No. 29 contains the definition of forced labour and formulates the general obligation to prevent forced labour. According to the ILO, forced labour is any form of work or service that is exacted from a person under the menace of any penalty and for which the said person has not offered himself voluntarily. Convention No. 105 on the Abolition of Forced Labour of 1957 and the Additional Protocol of 2014 closed implementation gaps that existed until then and prohibited further types of forced labour. Implementation and enforcement of the provisions are reviewed by the ILO.

With regard to harassment and discrimination, the Equal Pay and Protection Against Discrimination ‒ ILO Conventions No. 100 and 111: The elimination of discrimination in respect of employment and occupation is part of the core labour standards of the ILO (International Labour Organization). The international core labour standards aim to ensure minimum standards for workers worldwide. The ILO Conventions No. 100 on Equal Remuneration for Men and Women Workers for Work of Equal Value and No. 111 on Discrimination in Respect of Employment and Occupation form the legal basis for ensuring equal remuneration and protection against discrimination. Convention No. 100 has been in force since 1953 and requires equal pay for men and women for work of equal value. Convention No. 111 has been in force since 1960 and requires contracting states to promote equal opportunities and equal treatment for all workers. Implementation and enforcement of the provisions are reviewed by the ILO. apply.

To protect freedom of association and the right to collective bargaining, we require compliance with the Freedom of Association and the Right to Collective Bargaining ‒ ILO Conventions No. 87 and 98, amended June 26, 1961: The right to freedom of association and collective bargaining is part of the ILO (International Labour Organization) core labour standards. The international core labour standards aim to ensure minimum standards for workers worldwide. ILO Conventions No. 87 on Freedom of Association and Protection of the Right to Organise and No. 98 on the Application of the Principles of the Right to Organise and to Bargain Collectively came into force in 1950 and 1951 respectively. The Conventions are designed to ensure that workers can organise themselves in trade unions, bargain collectively and strike without external interference. To ensure these rights, contracting states undertake to provide a legal framework that offers the necessary safeguards and guarantees to exercise these rights. The protection of freedom of association and the right to collective bargaining are essential levers to guarantee good working conditions. Implementation and enforcement of the provisions are reviewed by the ILO.

As an international company with complex supply chains, we are aware that our activities are, at all times, associated with the potential risk of human rights and environmental standards being endangered or even violated within the supply chain.

Our goal is to identify such risks at an early stage and minimise them, prevent violations or be able to respond to them appropriately. To this end, we have adopted a variety of measures for effective risk management.

In a company of Storck’s size and scope, pursuing and achieving the above-mentioned goals can only be done collectively. The members of the Executive Board are, therefore, responsible for implementing in their respective business units the standards set out in our Management Manual. They delegate responsibilities to an appropriate extent to the respective managing directors/general managers as well as division heads and monitor the fulfilment of duties. In addition, a human rights officer has been appointed as a central and overarching authority who monitors risk management throughout the company, ensures compliance with duties and objectives, and reports to the management at least annually and on an ad hoc basis.

The purchasing department plays a special role in minimising risks in our supply chain pertaining to environment and human rights. It is responsible for selecting suppliers, shaping business relationships and monitoring compliance with human rights and environmental standards at our suppliers. For this reason, we have also appointed a procurement risk management officer.

If violations occur despite our preventive measures, the responsible bodies can only take action if they learn about them. We have set up a digital reporting system through which information about violations of human rights or environmental obligations can be communicated in an uncomplicated and risk-free manner. The reporting system is open to our employees, suppliers and their employees, as well as to all third parties who become aware of such a violation in our own business or in our supply chain, or who have a reasonable suspicion of such a violation. Reports are treated confidentially and can also be made anonymously. The system can be accessed at the following internet address: storck.integrityline.com.

Reporting persons can use this channel to contact our impartial complaints officers who are bound to secrecy. They will discuss the facts of the case with the reporting person and internally take appropriate measures together with those responsible.

An explanation of the procedure can be found in the Rules of Procedure.

Our own business division comprises all activities of August Storck KG as the parent company of the Storck Group as well as all subsidiaries and associated companies worldwide.

Storck manufactures its confectionery exclusively at three production plants in Germany. These have been certified in accordance with the internationally recognised Social Accountability 8000 (SA8000) Standard since 2011. This applies to the manufacturing areas, the administration and, in particular, the purchasing department, which holds central responsibility for all resource procurement. Storck also aims to achieve such certification for the independent subsidiary Helmut Löser GmbH & Co KG Waffelfabrik.

A company that is assessed and certified according to SA8000 demonstrates a socially responsible management system in which the rights of workers, their workplace conditions and fundamental human rights are taken into account in the company’s business activities. Part of this management system is a location-based risk analysis carried out by cross-departmental social performance teams. The different areas of expertise in the social performance teams facilitate a comprehensive view of social standards and issues that are directly relevant at the locations. Where applicable, the social performance teams also initiate remedial measures.

The basis of the SA8000 commitment and certification is the Storck Code of Conduct, which sets out all relevant human rights obligations for all companies in the Storck Group.

The Storck Code of Conduct also applies to the activities of our subsidiaries and associated companies abroad that are involved in upstream production stages and are active in hazelnut cultivation in Chile, cocoa cultivation in the Dominican Republic and cocoa processing in Ecuador. We verify compliance based on audits performed by third parties in accordance with social standards, e.g. SMETA, or with the help of certification processes, e.g. Fairtrade. In both cases, responsible and ethical business practices are verified and documented on site.

Storck communicates the rules and expectations for respecting human rights to its employees and supports this through training.

The analysis of risks in the case of our suppliers and the structuring of business relationships with them are of essential importance for compliance with human rights and environmental due diligence obligations.

In our relationships with our direct suppliers, we strive for long-term cooperation based on partnership. We see long-term partnerships as a cornerstone of sustainable business. They provide in-depth knowledge of the partner’s business activities and form a basis of trust, especially with regard to human rights and environmental risks.

In addition, we systematically monitor potential risks at our suppliers. To that end, we conduct regular and ad hoc risk analyses. 

For the regular risk analysis, we first determine abstract risks for our business partners, which are derived from country and industry risks. For this initial assessment, we use a risk assessment tool that draws on a variety of publicly accessible and reliable sources, such as the World Bank, the International Labour Organization and the German Federal Ministry of Labour and Social Affairs. It enables an initial assessment of human rights as well as environmental risks. The identified abstract risks are categorised in risk classes.

A higher risk class is expected to have a higher probability of occurrence, which is why the second step entails a detailed review of such risks and the associated suppliers. Firstly, an extended risk assessment is conducted by the specialist staff in the procurement department. If the risk is confirmed, specific information relating to the respective supplier is also obtained and evaluated. Evidence such as supplier audits or sustainability programs performed by the supplier are used as sources of information for the specific assessment. The experiences and findings of our specialist buyers as a result of direct dialogue with suppliers are also incorporated in the assessment. Buyers are regularly trained internally for this purpose. If no corresponding evidence or empirical values are available that show the identified risk to be unfounded, we assume that a risk situation at the supplier is confirmed in line with the precautionary principle. If risks actually persist at the supplier, appropriate measures are agreed with the supplier, such as awareness-raising measures or audits, taking into account the ability to exert influence.

Suitable measures are not only introduced in a targeted manner based on the risk analysis results, but also in a preventive sense for suppliers with no (priority) risk. For example, we place direct suppliers under obligation in contracts to comply with the human rights and environmental requirements set out in our Supplier Code of Conduct.

In addition to regular risk analysis, we also identify and evaluate potential risks. Occasions can arise both from internal information and external reports (e.g. news, reports from industry initiatives). They can relate to direct suppliers, but also to indirect suppliers. If we receive a potentially relevant notification, we first check whether or not it is related to our supply chain. If this is the case, we ask the supplier in question for a statement. We then perform a risk assessment based on the available evidence and initiate any necessary remedial measures and performance reviews with the supplier.

We are aware that – especially with regard to our raw materials – human rights as well as environmental risks occur primarily in the upstream supply chain, with indirect suppliers. Regarding our procurement needs, this applies in particular to cocoa, a raw material that is an indispensable basis for many of our products. To produce high-quality chocolate products, while at the same time minimising the human rights risks for cocoa farmers and continuously improving their working conditions, we are involved in the German Initiative on Sustainable Cocoa (GISCO), a multi-stakeholder organisation in which the German government, represented by the Federal Ministry for Economic Cooperation and Development (BMZ), the Federal Ministry of Food and Agriculture (BMEL), the German confectionery industry, the German food trade and civil society have joined forces to pursue the common goal of improving the living conditions of cocoa farmers and their families and increasing the cultivation and marketing of cocoa certified according to sustainability standards in close cooperation with the governments of cocoa-producing countries. We are committed to the goals of the Forum and source a significant proportion of our cocoa from sustainably certified or appropriately verified cultivation. Storck sources cocoa from almost all growing regions in the world. In West Africa, a region where Storck does not maintain its own organisations, the human rights problems in cocoa cultivation, such as abusive child labour, are particularly serious. We address this situation by sourcing cocoa from Africa exclusively in a certified sustainable or appropriately verified manner. By 2030, at the latest, this should apply to all the cocoa we buy. We are also implementing and expanding Child Labour Monitoring and Remediation Systems (CLMRS) in conjunction with our suppliers. These systems protect children at risk of child labour in the cooperatives. They uncover cases of child labour and establish a variety of preventive measures to improve the living conditions of children and their families, e.g. by paying school fees, issuing birth certificates, education and measures aimed at raising awareness.

We see the implementation of human rights and environmental due diligence as an ongoing process. We accept this challenge and regularly review our strategic approaches and measures with a view to continuous improvement. The appropriate remedial measures for identified violations in the supply chain are also considered in this context. We will conduct our risk analysis on an annual and ad hoc basis, incorporating findings from an annual review of the effectiveness of our preventive measures and any remedial measures that become necessary. The findings reporting persons are also be taken into account.

Compliance with due diligence obligations is documented internally on an ongoing basis. Our annual reporting on this is performed in line with legal requirements and is forwarded to the German Federal Office for Economic Affairs and Export Control (BAFA) and simultaneously made available on our website in fulfilment of this reporting requirement.