In keeping with one of our five guiding principles, Employee Engagement and Empowerment, “All employees are accountable for achieving environment, health and safety goals and complying with Environmental, Health and Safety (EHS) systems and policies”, we are launching a new campaign around accountability within EHS. Specifically from top leadership down to each employee, everyone is being asked to not only be accountable, but to participate in EHS activities from observations, inspections, EHS reviews and also increased communication around EHS.

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In 2016, Harris ended the year with a 27 percent reduction in recordable injuries from prior year. This means we reduced the number of injured persons from 187 to 140; 47 fewer employees not hurt at work in 2016. We also recorded 46,274,000 work hours throughout Harris, approximately 2 million greater than 2015. Increasing our manpower and at the same time, reducing injuries. Historically, Harris has reduced injury rates by over 20 percent year-over-year since 2014 by focusing on continuous improvement in EHS accountability, systems and processes and had over 100 locations finish 2016 with zero recordable injuries.

Ethics

At Harris a commitment to integrity starts at the top levels of our company. An independent Board of Directors is dedicated to strong corporate governance and serving the best interests of all shareholders. Our Board first adopted governance principles more than 45 years ago and continues to refine them.

Harris also has a mature, long-standing Ethics & Business Conduct program governed by our Board of Directors with direct oversight from senior leaders across the company. Corporate and business segment levels manage the program daily through designated ethics and compliance professionals and over 50 Ethics Advisors. Our employees work in an environment defined by a formalized Code of Conduct that goes beyond compliance with the law to focus on protecting the value we create for our stakeholders.

Inclusion & Equity of Opportunity

Harris values the diverse ideas, perspectives, experiences, backgrounds and lifestyles in our workforce. Building, maintaining and expanding a globally inclusive culture is central to our organization's continuing success. We recognize that bringing a variety of backgrounds and perspectives to the table generates the innovation that fuels our growth.

Harris has long cultivated a workplace climate of respect, equity of opportunity, superior morale and high performance. We do this by inspiring multicultural teamwork and collaboration. In addition, within Harris there are a number of Employee Resource Groups that offer development and mentoring opportunities, encourage inclusion and allow Harris to benefit from the diversity in our talent pool. For the second consecutive year, Harris Corporation has been recognized as one of the "Best Places to Work for LGBTQ Equality" by The Human Rights Campaign (HRC), assigning the company a perfect score of 100 percent in the 2017 Corporate Equality Index (CEI).

We apply our commitment to equal employment opportunity through responsive and compliant management practices and HR policies and procedures. We believe everyone should have the same access to opportunities at Harris. Our high-performing diverse employees help us to succeed.

Preventing Human Trafficking

Harris conducts business in a manner that adheres to internationally proclaimed human rights provisions. Harris will not willingly or knowingly assist in any violation of human rights. We neither benefit from human rights violations committed by another party, nor remain silent when human rights violations exist. We demonstrate through our actions that human rights violations are both avoidable and unacceptable. 

Human rights violations include, but are not limited to: the direct or indirect procurement or use of commercial sex acts, forced labor, child labor, debt bondage, involuntary servitude and sex trafficking.

Supply Chain & Conflict Minerals

We work with suppliers who embrace and demonstrate the highest ethical standards and who operate according to accepted economic principles, as well as human trafficking and environmental guidelines. We require our supply partners to conduct business in compliance with our published Supplier Code of Conduct.

Harris is also committed to supplier diversity initiatives. We have enacted strong and successful procurement programs that encourage active participation by small and disadvantaged businesses. Harris also works globally to identify and engage qualified supply chain partners.

We comply with regulations issued by the Securities and Exchange Commission requiring publicly traded companies to file annual reports disclosing their use of certain “conflict minerals” (tin, tantalum, tungsten and gold) originating from the Democratic Republic of Congo (DRC) and adjoining “covered countries.” These minerals are so named because, in some cases, they have an association with financing civil war and with human rights abuses.

Harris is working diligently with its global supply chain partners to comply with SEC regulations while managing the complexities of a global supply chain. We are:

  • Executing a phased approach with suppliers to support compliance with the SEC’s conflict mineral regulations (including conducting reasonable country of origin inquiries with the appropriate due diligence as necessary, as to the sourcing of the conflict minerals)
  • Working with suppliers and various industry groups to seek conflict-free sourcing for these minerals and to educate these groups on the Conflict Free Smelter program that promotes responsible sourcing from the DRC region
  • Filing the required annual report related to conflict minerals and posting them on our website