At Ball, we understand the increasing importance of an international company in a global society. Ball endorses the principles set out in the Universal Declaration of Human Rights and the International Labour Organization (ILO) based on respect for an individual’s dignity without distinction of any kind. Ball supports these human rights and employees' rights in line with the legitimate role of business.  

HUMAN RIGHTS POLICY

Ball established a new company-wide Human Rights Policy in 2013 to ensure that we foster and maintain a responsible and safe work environment for our employees and in our supply chain. The policy sets out the principles for our actions and behaviors in relation to human rights.

We are proud of our rich history of delivering value to all of our stakeholders through our core values of uncompromising integrity, being close to our customers, behaving like owners, focusing on attention to detail and being innovative. Respect for human rights is a basic tenant of Ball's beliefs and is consistent with our values and our goal to be a more economically, socially and environmentally sustainable enterprise. Our Human Rights Policy aims to support and guide our management and employees in achieving our goals.  

EMPLOYEES

We respect the human rights of our employees. We develop our worldwide employment policies in compliance with the relevant aspects of international human rights declarations. We are committed to training our employees to be aware of, respect and protect human rights in the workplace and in the communities directly impacted by our operations.

We expect all of our employees, at every level of the organization, to demonstrate consistent respect for the human rights of their co-workers, suppliers, customers, contractors and other people with whom they come into contact. Each Ball location offers support programs and local initiatives tailored to employee needs and the various cultural issues and challenges affecting each plant and its surrounding communities.

We do not tolerate discrimination, harassment, child or forced labor or other human rights abuses in our operations and we align with customers and suppliers who share our policies and avoid such practices. We recognize our employees’ right to freedom of association and open communication, including the rights of employees to bargain collectively. We respect and comply with all applicable laws in the jurisdictions in which we do business.  

BEYOND OUR OWN OPERATIONS

Ball seeks to avoid indirect involvement in human rights abuses. In the value chain of our products, we are identifying where adverse human rights impacts from human trafficking and Conflict Minerals may occur. We respect and promote human rights when engaging with subcontractors, suppliers, customers, joint venture and other partners. We do this, as appropriate, through proactive engagement, monitoring and contractual provisions.

We also seek to respect human rights and to develop an understanding of the cultures, customs and values that prevail in our local communities by developing an inclusive and open dialogue with the people affected by our operations.  

SMETA Audits 

One third of Ball plants (excludes Russian and closed US sites) have undergone a Sedex Members Ethical Trade Audit (SMETA) audit, since January of 2021, which must be completed every two years. For suppliers, this is a work in progress to incorporate non-metal suppliers into Sedex. We are starting with critical suppliers with an annual spend of $5 million or more. In 2022, Ball assessed 20 tier-one suppliers who met this threshold.

NONDISCRIMINATION AND EQUAL OPPORTUNITY

It is the policy of Ball Corporation to attract and retain the best qualified people available without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, physical or mental disability, veteran status or any other status protected by law.

Our nondiscrimination policy applies to applicants and employees, and covers all terms and conditions of employment, including recruiting, hiring, transfers, promotions, terminations, compensation and benefits. Discrimination or harassment based on any of the above factors is prohibited, as is retaliation against a person who has made a complaint or given information regarding possible violations of this policy.

We recognize, respect and embrace the cultural differences found in the worldwide marketplace. We have zero tolerance for discrimination or harassment of any kind.