1. About HA-Biocare AB HAB

1.1. Business and operating principles

HAB is a knowledge based biotech company with specialist capabilities and provides research and product development within osteoarthritis treatment.
HAB is a global operating company founded in Sweden and with a Swedish headquarter. We comply with local legislation in all the countries in which we operate.

1.2. Code of Conduct

HAB is dedicated to being a responsible employer and a good corporate citizen. The Code of Conduct represents our core values and reflects our continued commitment to ethical business practices and regulatory compliance.
The Code applies to all employees of HAB worldwide, and it is the responsibility of Management and all employees to ensure compliance with this Code of Conduct.
In the event of non-­‐compliance, employees are encouraged and expected to give notice to the Management, and they are assured that they will suffer no retaliation or other negative consequences in such case. We take a very serious view of any suspicion of breach of HAB’s Code of Conduct, and in any cases of non-­‐compliance with the Code of Conduct, we will act.

2. Corporate Social Responsibility (CSR)

2.1. Workplace

HAB strive to continually improve our work environment. We aim to strengthen and implement a shared corporate culture which is to help us treat all colleagues equally, regardless of culture, history and tradition. If HAB employees have good working conditions and are committed to their work, together we can do the best job possible.
In HAB we place the right people in the right job. We are looking for competencies to fill in a certain job regardless of religion, culture, colour of skin, etc.
Training and development initiatives
It is our aim to provide our colleagues with continuous and relevant education and training.
Working hours
In HAB the amount of working hours lives up to the local labour legislation.

2.2. Safety

HAB ensures that production in all phases of the supply chain is planned and organized to promote a safe, healthy and responsible working environment. The purpose is to avoid accidents and to ensure that the physical and mental condition of the employees does not deteriorate.
The work at HAB is carried out in accordance with the following principles:
Risks are controlled and managed at the source
To the extent possible, the work is adjusted to fit the individual employee in terms of equipment, as well as work and production methods.
Monotonous work is limited to minimize its impact on the employee’s health
No work methods constitute danger to the employees
HAB makes every effort to ensure that our processes are safe and that high quality standards are maintained throughout the entire supply chain, from incoming raw material to finished goods. HAB makes every effort to ensure that no employee suffers physical or psychological harm at work.

2.3. Health

It is important to HAB to have healthy employees. HAB ensures that efforts to improve the general health are part of the HAB way to act.
HAB helps improving the health of its employees by combining the efforts to improve the work environment with initiatives targeting a healthier lifestyle and an improved wellbeing.

2.4. Quality

Maintaining high-­‐quality standards is an important part of regulatory compliance and a prerequisite for our business. HAB is committed to complying with legal and regulatory requirements, internationally acknowledged good practices, e.g. Good Pharmacovigilance Practice (GVP),
Good Laboratory Practice (GLP) and Good Manufacturing Practice (GMP), and to meeting the high expectations of its stakeholders regarding the quality, safety and efficacy of its products and services. HAB ensures that our suppliers show respect of high product quality and of the environment. HAB Inspects and audits significant suppliers at least once a year.

2.5. Environment and climate

As part of our commitment towards sustainable development we proactively seek to employ new, more sustainable technologies and processes and to minimize our impact on the environment. HAB comply with all applicable laws and regulations, and we continually work to reduce our energy and consumption. Our aim is to contribute to sustainable development by focusing on:

  • Employees
  • Environment
  • Quality

3. Respect of other people, cultures and equal employment opportunities

At HAB we value and manage diversity through an inclusive environment, since we are convinced that it is critical in helping to drive innovation as well as build employee engagement. The variety in backgrounds, cultures, languages, thoughts and ideas of our people helps us to maintain a competitive edge. HAB’s inclusive culture means that we value the differences in our employees and we actively work to create an environment where all have the ability to share new ideas and ways of working and realise our full potential. We support and respect human rights and have implemented the “Protect, Respect, Remedy” approach from the UN Human Rights Council’s Ruggie Framework. We are equally committed to complying with the 10 UN Global Compact Principles; the Universal Declaration of Human Rights; and the Fundamental Labour Rights stipulated by the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work.

3.1 Discrimination

HAB is committed to fair and equal treatment of all employees and all people who seek employment at HAB, including equal opportunities for development and advancement. We do not tolerate any
form of discrimination or harassment in the workplace nor in general. All HAB employees must show respect of the values and cultures of the people with whom HAB works, both internally and externally. As a natural consequence, HAB prohibits discrimination on the basis of sex, race, colour of skin, religion and beliefs, political opinion, sexual orientation, age, handicap or national, social and ethnic origins.
HAB ensures that we do not discriminate when hiring, moving, promoting or dismissing employees, or in connection with pay reviews, training and development or other working conditions. All these elements are based on relevant and objective criteria.

3.2. Freedom of association

HAB does not interfere with the employees’ choice of union or other association and respects the employees’ right to organize and enter into collective bargaining.

3.3. Child labour

HAB does not accept child labour. HAB is aware of and respects the ban against child labour as expressed in EU Directive 94/33/EC of 22 June 1994 on the protection of young people in the workplace, the UN Convention on Economic, Social and Cultural Rights of 16 December 1966, ILO Convention No. 138 of 26 June 1973 on Minimum Age, ILO Convention No. 182 of 17 June 1999 on the Worst Forms of Child Labor as well as the UN Convention on the Rights of the Child of 20 November 1989.

4. Corruption

As a global company HAB is exposed in Asia and Europe -­‐ and thereby in different cultures. Each culture has different attitudes towards doing business. As expressed in our Code of Conduct, we pride ourselves of acting credibly and with integrity in all of our operations, and we do not accept or offer bribes.

5. External relations

5.1. Community relations

HAB is aware of and observes all applicable laws, rules and regulations in the various countries in which we operate. HAB is responsible for understanding these laws, rules and regulations and how they apply to our business and jobs, and for preventing, detecting and reporting instances of non-­‐compliance to the relevant individuals, institutions or authorities.

5.2. Suppliers and collaborators

HAB sources raw materials in different countries. Our ambition is for our suppliers to meet our Code of Conduct which governs ethical, social and environmental responsibilities. It is essential that customers trust us if we are to sell our products. By acting responsibly, communicating openly and maintaining an on-­‐going dialogue with customers, we create the right conditions for trust.
HAB has a set of ethical guidelines for all colleagues with external supplier relationships (see section 1.2. Code of Conduct)

6. Implementation

A number of the above mentioned issues are implemented by the guidelines established by the management and with flow down to the single management teams in each entity and department. Further HAB code of conduct has been signed by all relevant employees in the organization. Others are implemented by concrete action plans and ongoing measuring with monthly and quarterly follow-up.
As regards to discrimination, child labor, freedom of association and corruption these issues are met to the extent it is possible from the current knowledge. If suspicion appears to the management that any of this is violated, this will be investigated promptly.
Health, security and environment are continuously evaluated. Measures for each focus area have been defined and measured since FY 2010/11, and is available on the HAB web-­‐site. On an annual basis an evaluation of the collection of measures take place and the management sets targets for the focus areas for the coming year. Data on all measures are collected to evaluate the progress and eventually initiate corrective actions.