Human Rights Policy
Lynas is committed to protecting the human rights of our employees, business
partners and their families, the communities in which we operate, and all other people
with whom we have dealings.
Lynas recognises that our responsibility to protect human rights applies to our own
global operations and to our supply chains.
Commitment
The Lynas Human Rights Policy is based on the United Nations Global Compact
(UNGC), the International Labour Organization’s (ILO) core conventions, the OECD
Guidelines for Multinational Enterprises, the UN Guiding Principles for Business and
Human Rights, and the International Bill of Human Rights.
We are committed to respecting all internationally recognised human rights in our
operations.
This Human Rights Policy is overseen by Lynas’ Board of Directors, including the Chief
Executive Officer.
We continually evaluate and review how best to strengthen our approach to
addressing human rights. We believe that external initiatives and partnerships, for
example with other industries, community groups, suppliers and other business
partners, are often the best ways to address shared challenges.
Scope of Application
This Policy applies to all Lynas sites and to all Lynas employees and contractors on
our sites.
Declaration of Commitment
Lynas supports and adheres to the principles set out in the United Nations Universal
Declaration of Human Rights. Lynas achieves this by:
• due diligence – exercising due diligence to identify, prevent and address actual
or potential human rights impacts from our activities;
• risk situations – being aware of circumstances and environments which may
involve the risk of human rights issues arising, including when engaging security
personnel;
• complicity – ensuring that we are not complicit in behaviour that might
contravene our policy;
• grievances – maintaining mechanisms for dealing with human rights grievances;
• discrimination – not discriminating against any person based on race, origin,
religion, disability, gender, sexual orientation, medical condition, union
membership, political affiliation or age;
• civil and political rights – respecting civil and political rights of individuals
including the right to express their views and participate in organised labour
activities;
• economic, social and political rights – respecting economic, social and
political rights necessary for human dignity, including the right to personal
security, property rights and resettlement (should it be required), and indigenous
peoples’ rights;
• rights at work – providing fair working conditions for all employees and never
using forced or child labour; and
• empowering women through rights, skills and opportunities - managing
businesses where women participate on an equal basis and where women’s rights
and economic inclusion are priorities.
Quantitative Objectives
• All manager level and above employees trained on anti-discrimination and other
human rights issues;
• Zero breaches of our Human Rights Policy.
Amanda Lacaze
Chief Executive Officer
May 2020