GPM Global · Policy Document · Updated February 2025

GPM® Employment and Labor Rights Policy

1. Introduction

This policy establishes GPM’s commitments to fair employment, labor rights, and safe working conditions. It applies to all GPM employees, contingent workers, and suppliers and partners acting on GPM’s behalf.

GPM’s employment and labor practices are governed by the following principles, consistent with UN Global Compact Principles 3–6 and applicable national and international labor law:

Freedom of association and the right to collective bargaining.
Prohibition of forced labor, bonded labor, and child labor.
Equal employment opportunities and non-discrimination.
Safe, healthy, and flexible working conditions.
Fair compensation and access to professional development.

2. Freedom of Association and Collective Bargaining

GPM supports the right of employees to freely associate, organize, and engage in collective bargaining without intimidation or retaliation. This right is guaranteed through policy and through supplier contracts where applicable.

GPM maintains structured forums through which employees can raise concerns, share input, and negotiate working conditions.
GPM does not interfere with lawful union activities or employee organizations.
Where collective bargaining applies, GPM engages in good faith negotiations on wages, working conditions, and employment terms.

3. Prohibition of Forced and Child Labor

GPM maintains a zero-tolerance policy for forced labor, bonded labor, and child labor across its operations and supply chain. In 2025, zero incidents of forced or child labor were reported across GPM operations and the supplier network.

All work at GPM is freely chosen. Employees have the right to terminate employment upon reasonable notice without penalty.
GPM does not confiscate passports, work permits, or other personal documents as a condition of employment.
Anti-forced labor training is provided to employees, management, and suppliers to support identification and elimination of risk.
Regular supply chain due diligence is conducted to verify supplier adherence to GPM’s Human Rights and Anti-Trafficking Policy. 100% of suppliers affirmed compliance in 2025.

4. Talent Acquisition, Retention, and Development

GPM’s employment practices are designed to support equitable career development, meaningful work, and professional growth across the organization.

Merit-based hiring and advancement All hiring, promotion, and compensation decisions are based on skills, contributions, and demonstrated potential. Equal advancement opportunities apply across all roles.
Employee participation in decisions Employees at all levels are able to contribute to decisions affecting their work. Structured engagement forums provide formal channels for input.
Career development GPM provides mentorship programs, cross-functional training, and leadership development. All employees have access to career advancement pathways aligned with their roles and ambitions.
Workplace well-being Employee satisfaction and well-being are assessed regularly. GPM maintains an inclusive working environment that supports mental health and work-life balance.
Continuous learning GPM invests in ongoing education and training, including access to GPM’s own sustainability and project management programs. Employees are supported in developing cross-disciplinary competencies.

5. Non-Discrimination and Equal Opportunity

GPM prohibits discrimination in all aspects of employment. No employee or candidate will be treated less favorably on the basis of race, color, gender, sexual orientation, religion, national origin, age, disability, or any other protected characteristic.

GPM enforces zero tolerance for harassment, bullying, and retaliation in the workplace. Confidential reporting channels are available to all employees.
GPM actively promotes diversity in leadership and equitable access to growth opportunities across all levels of the organization.
Equal pay practices are embedded in the Employment and Labor Rights Policy and applied across equivalent roles.

2025 Workforce Outcomes

Leadership roles held by women >50%
Incidents of discrimination or labor rights violations 0
Ethics and human rights training completion 100%
Staff completing labor rights training within 90 days of onboarding 100%

6. Safe, Flexible, and Healthy Working Conditions

Health and safety compliance

GPM complies with all applicable health and safety regulations. Workspaces are maintained to be safe, hazard-free, and ergonomically appropriate. Safety training, risk assessments, and emergency preparedness are provided to all employees.
 

Flexible work arrangements

GPM operates on output-focused work structures, with remote work options, flexible scheduling, and alternative arrangements available where role requirements permit. Working arrangements are assessed at the individual and team level.
 

Mental health and well-being

GPM provides access to mental health resources and well-being support. Workload expectations are managed to avoid systematic overwork, and concerns can be raised through confidential channels.

7. Fair Compensation and Performance Development

Compensation standards

All employees are compensated at or above applicable living wage benchmarks for their location. Compensation is reviewed regularly to ensure alignment with market conditions and internal equity.
 

Performance reviews

Employees are assessed based on contributions, impact, and professional development. Regular performance reviews include career mapping discussions to align individual development with organizational needs.
 

Recognition

Employees demonstrating excellence, leadership, and sustained contribution are recognized through structured programs that include advancement pathways and performance-based incentives.

8. Governance, Compliance, and Reporting

GPM’s employment and labor rights commitments are reviewed annually alongside its broader sustainability and governance disclosures. Performance against these commitments is reported publicly through the UNGC Communication on Progress and the GRI 2021 Sustainability Report.

Compliance Reference Scope
UNGC Principles 3–6 Freedom of association, forced labor, child labor, discrimination. Reported annually in the UNGC Communication on Progress.
GRI 401–409 Employment, labor-management relations, occupational health and safety, training, diversity, forced labor, and human rights. Disclosed in annual GRI Report.
ILO Core Conventions Fundamental labor standards including freedom of association, collective bargaining, forced labor, child labor, and non-discrimination.
GPM Ethics Policy Internal enforcement of labor rights commitments through GPM’s Ethics, Accountability, and Workplace Integrity Policy, including disciplinary procedures and whistleblower protections.

This policy is reviewed annually by the Executive Leadership Team and approved by the Board of Directors. Concerns or reports relating to labor rights may be submitted to This email address is being protected from spambots. You need JavaScript enabled to view it. or through GPM’s confidential reporting channel.

GPM Global · Employment and Labor Rights Policy · Updated February 2025 · This email address is being protected from spambots. You need JavaScript enabled to view it.