Human rights

For TI, protecting human rights is the responsible and ethical thing to do. This protection affords the dignity, freedom, respect and acceptance that each of us deserve. We work diligently to treat our employees fairly and ethically, and we encourage our suppliers to treat their own workers with respect and dignity as well.

We also are committed to enhancing the quality of life in the areas where we operate. To our knowledge, our operations do not have a negative impact on the rights of employees or contractors in local communities.

Governance

Our leaders support maintaining a respectful and dignified workplace, and the Audit Committee of our board of directors oversees related efforts. Annually, our ethics director updates committee members on human rights-related issues. If a serious issue occurs between board meetings, the chief compliance officer or the Ethics Office promptly notifies the Audit Committee chair.

Management strategies

We have established an integrated approach to managing human rights across our business. We:

  • Use our own business practices statement and TI Code of Conduct, along with our membership in organizations such as the Electronic Industry Citizenship Coalition (EICC), as reference points for our approach to managing human rights issues.
  • Have policies that address diversity and nondiscrimination, workplace safety, child labor, forced labor and human trafficking, working hours and minimum wages, and data privacy. Additional policies guide our actions in specific areas, such as supply chain, environmental health and safety, and privacy.
  • Have several operating procedures in place to safeguard the rights of employees, suppliers and contractors, including labor standards, training and awareness-building practices, freedom to associate and incident reporting tools.

Labor standards

We have an unwavering pledge to uphold human rights, comply with labor laws and provide an ethical and safe environment at all of our operations, regardless of location. We require all of our worldwide manufacturing sites to complete third-party self-assessment questionnaires that include a focus on human rights practices. These are shared with interested customers.

Our business practices statement includes:

  • Non-discrimination.
  • Safe and healthy work conditions.
  • Fair and reasonable hours, wages and benefits in compliance with applicable legal requirements in the jurisdictions where we operate.
  • No child, indentured or prison labor.
  • No inhumane treatment.
  • No animal testing.
  • Periodic monitoring and review.
  • Full support for the legal rights of workers.
  • Protection of the environment.
  • No metals from known conflict sources.

Other guidelines for our business practices are included in TI's Code of Conduct, our values and ethics.

Training and awareness

All of our sites are required to build awareness of human rights among employees, identify risks and put processes in place to manage them. We expect our entire workforce to continually monitor and report potential issues to management, human resources or our Ethics Office, and to abide by our values.

Any individual's noncompliance with our standards and related labor laws is not tolerated and will result in corrective action, including termination. Site management and human resources personnel monitor and enforce appropriate behavior.

We provide training modules related to human rights, ethics and compliance to help managers, security personnel and employees worldwide – including those in higher-risk countries where we operate. This training helps create and maintain a respectful, humane and nondiscriminatory workplace. Training programs cover topics such as cross-cultural awareness, bullying, security and human rights risks.

To build awareness, the TI Diversity Network provides another comprehensive resource through which we can initiate open and constructive dialogue on issues, myths and perceptions of various cultures. Fostering a diverse and inclusive work environment is essential for creativity, problem-solving and, ultimately, innovation. We are as focused on assembling a diverse candidate pool in our recruiting efforts as we are on building an environment that celebrates diversity. Senior leaders promote diversity and inclusiveness throughout our workforce and expect employees to do the same. To learn more about our diversity and inclusion approach and efforts, see our Diversity and Inclusion e-book, which highlights our diversity and inclusion commitments, initiatives and recognition.

Additionally, our equal employment opportunity policy prohibits discrimination based on race, color, religion, sex, gender, gender identity and expression, sexual orientation, marital status, national origin, ancestry, age, disability, genetic information, protected medical condition, pregnancy, military and veteran status, or any other characteristic protected by applicable law (collectively, “protected characteristics”). This also is stated in our Code of Conduct, our values and ethics ebook, which applies to all employees globally. We are committed to complying with local laws and holding all sites accountable to company standards.

Collective bargaining

Employees at any global operation have the freedom to associate and/or the right to collective bargaining as provided by local statute. To convey workplace concerns and improvement opportunities, employees have multiple channels to contact internal authorities. We also periodically conduct global employee surveys and roundtable discussions during on-site visits to better understand site-specific work climates.

Incident reporting

Our company makes it easy and safe for employees to anonymously report allegations of human rights abuse, discrimination or other complaints through their direct supervisor, human resources, TI's ethics director or by calling our ethics line. When we learn of employee concerns, we immediately evaluate the situation and work to address it.

In addition, contractors, suppliers, distributors or customers who have reason to believe that TI or a TI employee, contractor or other person(s) acting on TI’s behalf has violated a law, statutory regulation, TI’s Code of Conduct or corporate policy, should report the suspected violation. Concerns may be reported to:

  • Managers or supervisors.
  • Human resources representatives.
  • TI’s Ethics Office.
  • TI’s law department.

More information about how we manage human rights issues in our supply chain can be found in management of suppliers.

Evaluation mechanisms

In addition to yearly self-assessment questionnaires completed by all of our manufacturing sites, we also audit select sites for human rights risks. In those third-party audits of our facilities, we have encountered no major or priority findings on human rights.

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