Since 2009, we have partnered with the non-profit BSR on HERhealth to provide our female employees with reproductive health education, life coaching and additional wellness initiatives. We have more than 86,000 Jabil employees receiving education or support from peer-health-educators since the program's inception. An additional 275,000 family, colleagues and community members have benefited from the important resources and information employees share with them.
Jabil AIM standardizes EHS performance and culture according to increasing levels of maturity, thereby incentivizing best practices and integrating EHS into the fabric of the Jabil Business model.
We have created a strong safety culture driving for ZERO recordable incidents. Jabil's EHS teams around the world oversee our safety programs, including training, risk assessments, audits, and controls. They lead Jabil's commitment to accountability, transparency, and visibility, which allows us to continuously improve and learn from root-cause events.
We focus our safety efforts in areas with the greatest risks and invest in programs and technologies that keep our people out of harms way.
At the heart of our safety-first culture is AIM, a safety maturity model and roadmap that drives sustained EHS excellence throughout the organization and at every site. Using an EHS self-assessment tool, Jabil AIM provides each site with minimum expectations that are evaluated annually. Jabil then tracks the achievement of EHS management goals according to six levels of performance, pushing sites to improve over time.
We focus our safety efforts in the areas with the greatest risks and invest in programs and technologies that keep our people out of harm's way.
We are fully committed to the fair and respectful treatment of all employees. Our approach is governed by the Jabil Code, the RBA and the United Nations Guiding Principles of Business and Human Rights. Every year we conduct internal audits and external audits are conducted by our customers and the RBA to ensure every site is complying with the Codes and expectations. We direct significant resources and attention to human and labor rights challenges facing our industry, often leading efforts to eradicate problems that harm often vulnerable workers.
CASE STUDY: Preventing Forced Labor in Malaysia
The thriving electronics manufacturing industry in Malaysia has attracted millions of people from throughout Asia seeking employment. Labor agents recruit and place many of these migrant workers in factories, requiring fees that workers often to not understand prior to their employment. Unable to pay these fees, many workers find themselves in a forced labor situation – indebted to labor agents and facing deportation.
Jabil has four factory campuses that employ approximately 6,000 people in Malaysia. In September 2012, we instituted a policy to absorb the recriutment costs for foreign workers in Penang, which eliminated more than $300,000 in payroll deductions and debt agreements with labor agents in its first year. We also took responsibility for all outstanding recruitment fees among our existing foreign workers, including those for repayment of loans in excess of the government's set maximum recruitment fee. We monitor this initiative through random payslip audits conducted monthly.