Human Resources

Cheminova wants to be perceived as an efficient and attractive workplace, and the company endeavours to recruit and develop skilled employees with the relevant training and experience for the jobs. At the same time, a management and cooperation structure ensures the company’s effectiveness. It sets out to stimulate, challenge and provide exciting jobs and working environments in the respective functions. In connection with growth and increased globalisation, it has been perfectly natural to promote these policies in relation to the CSR reporting. This has, among other things, been reflected in the formulation of the Code of Business Principles and its implementation.

Management, diversity and Code of Business Principles

As a global company operating in many countries worldwide, each with their own culture and business framework, it is important that the company is organised accordingly. Consequently, last year a Code of Business Principles was also drawn up (see 2006 report and diagram), which has been prepared in a variety of languages to cater for the many different employees around the world.

At the annual international sales and marketing meeting in 2007, at which all the Group’s company directors were gathered, the Code of Business Principles was presented to the individual directors, and each director signed a statement obliging him/her to observe the principles. The statement can be seen below.

Immediately after the sales and marketing meeting, the translated Code of Business Principles was sent out to all employees in the Group. In future, all new employees, whichever country they are employed in, will receive the Code of Business Principles in their local language

The code has been printed in 12        together with their contract of

languages and distributed to all         employment. The Code of Busi-

employees.                                     ness Principles and its various implications were subsequently discussed at the meetings of the Board of Directors in the individual companies.

At Cheminova’s subsidiary in France, a legal assessment has delayed the Code of Business Principles being distributed to all employees.

OZ/-                                                         August 2007   Code of Business Principles   The entire management of the Cheminova Group wants to ensure that the way in which the company is run complies with local legislation and the management values which it wishes to promote throughout the Group worldwide. In connection with the decision to implement CSR reporting in future, we adopted a “Code of Business Principles” before the first report, which will be observed from now on throughout the entire Group.   As the responsible company director, you have reviewed this code (enclosed as an appendix to this document), and it is now your responsibility to ensure that everyone in your organisation reads and understands it. The Code of Business Principles will be printed in a small folder and can be ordered by contacting Cheminova A/S’s information department. The leaflet will be handed to all new employees in future.   CSR will be one of the items on the agenda at the first meeting of the Board of Directors in the autumn, as we want to discuss both the implementation of the code and the stewardship activities in your organisation.   Approved, date:                                         Approved, date:   ________________________                      Kurt Pedersen Kaalund                                                                 Executive Vice President   Enclosure: Code of Business Principles.

Employees
In the HR area, there are different policies, guidelines, procedures and systems in the individual companies depending on the size and geographical location of the company. In spite of the differences, the overall aims are the same – that the companies must be able to attract, retain and develop competent employees at all levels. This must take place in accordance with the company’s own Code of Business Principles as well as the objectives in Responsible Care, so that it is possible to live up to the ILO’s human rights convention throughout the company. In relation to occupational health and safety, please refer to page 25.

The outside world

Cheminova wants to be an attractive workplace and to play an active role in the local communities where the company is represented. This is expressed in many different ways depending on the company’s size and location. For example:

• Support for social events.
• Offer of a number of internships and giving young people an idea of future educational and career opportunities.
• Involving local organisations
  (trade organisations, interest    Company visits by years 9 and 10
  groups etc.).                           schollchildren to give them an idea
• Jobs for employees with re-     of future educational and career
  duced working capacity.          opportunities.

The activities express the social responsibility the company wants to display, not just to its own employees, but also to the local community where the company operates.

Targets for 2008

• Revision of Cheminova’s mission and values, for example with a view to ensuring that CSR is firmly rooted and disseminated further throughout the organisation.
• Carrying out a global HR audit process.
• Conducting a follow-up on the Code of Business Principles. Distributing the Code of Business Principles to all employees in Cheminova France.