Human Rights & Labor
Risks involving human rights and labor rights are inherently present throughout the semiconductor value chain, most notably in the supply chain. Marvell has a responsibility to take action to protect human rights and labor rights. We have a range of global policies and programs in place to ensure we identify and address any risk of violations of human rights and labor rights.
Our policies and commitments
We strive to conduct our business in a manner that respects the rights and dignity of all people. Our policies reflect our commitment to respect and protect internationally recognized human rights and labor rights.
- We are members of the following collaborations and are committed to upholding their standards:
- Our Human Rights Policy reflects our commitment to protecting the human rights of all people. The policy applies to all Marvell employees worldwide, anyone doing business for or with Marvell, and others acting on Marvell’s behalf.
- Our Code of Business Conduct calls out our position on child labor, forced labor, and human rights. The Code applies to all Marvell employees and members of the Board of Directors. We expect all Marvell independent contractors, consultants, suppliers, and others who do business with Marvell to comply with this or a comparable code, as set forth in Marvell’s Supplier Code of Conduct. It also states Marvell’s four Core Behaviors, one of which is “Act with integrity and treat everyone with respect.”
- The Code of Business Conduct explicitly refers to our Human Rights Policy and to the Marvell Concern Line, where individuals can anonymously report any violations of human rights. Human Rights are defined on the Concern Line as “basic rights inherent to all human beings, regardless of race, color, sex, national origin, religion, age, disability, gender identity or expression, marital status, pregnancy, sexual orientation or preference, political affiliation, union membership, or veteran status. Companies must respect human rights, avoid infringing the human rights of others, and address any negative human rights impacts related to their business, activities and relationships.”
- We are committed to providing equal opportunity in all aspects of employment, including equitable compensation for work performed, and we do not tolerate unlawful or unethical workplace conduct, such as discrimination, intimidation, harassment, or retaliation. In addition, our employees enjoy the freedom of association.
- Our Supplier Code of Conduct explicitly calls out our supplier requirements for protection of human rights and fair labor practices. See our Supplier Responsibility page for more information.
- Our Conflict Minerals Policy Statement outlines our commitments to source conflict-free minerals.
We regularly review our policies and Codes of Conduct to ensure we continue to uphold best practices.
Actions to address human rights and labor rights
We undertake a range of activities to ensure we implement our policies, reduce our risks, and respond to any violations:
1) Implementing human rights and labor policies
- Training and certification of the Code - All employees must certify their commitment to the Marvell Code of Business Conduct each year and go through training every two years. We actively monitor employee training and certification against the Code and follow up with employees to ensure compliance.
- Executive leadership - Our leaders frequently communicate about our core behaviors, the Code of Conduct, and the imperative of acting ethically.
- Grievance mechanisms - Effective grievance mechanisms, as described in the UN Guiding Principles, are critical in ensuring that human rights, including labor rights, are respected. The Marvell Concern Line offers employees, business partners and other stakeholders an opportunity to report any suspected ethical issues, or to report illegal or unethical activities, including violations of human rights or labor rights. The Concern Line is confidential, and may be used anonymously. The Concern Line is provided by an independent service provider and is a toll-free service available worldwide, 24 hours/7 days a week. Marvell prohibits retaliation against anyone making a good faith report of suspected ethical issues or to report illegal or unethical activities.
- Conflict minerals due diligence - Our Conflict Minerals Report provides a detailed description of on this topic.
- Supplier code of conduct - See our approach below.
2) Reducing human rights and labor risks
- Employee empowerment - We work to ensure that, through regular trainings and certifications, every employee at Marvell understands what human and labor rights are and how they relate to the company as a whole and to their individual responsibilities. For example, Marvell's first core behavior to act with integrity and treat everyone with respect implicitly incorporates the basic right to enjoy just and favorable work conditions, to exercise rights without discrimination, and to enjoy freedom of opinion and expression. Our training provides employees with a strong directive that we want everyone to raise concerns if they witness others not living up to these values.
- Supplier risk management - As member of the RBA, we track our suppliers’ Self-Assessment Questionnaires and Validated Audit Program reports for adherence to the RBA Code of Conduct and to identify risks relating to human rights and labor rights. We engage with suppliers to work towards closure of VAP findings.
3) Responding to human rights and labor violations
- Grievance review process - In accordance with our Investigations Policy, all concerns or grievances reported, including those that include allegations of infringement on human rights, are assigned for investigative review and are conducted in a fair, impartial, thoughtful manner, with confidentiality and professionalism. Further, Marvell prohibits retaliation against anyone who makes a good-faith report of actual or possible wrongdoing.
- Repercussions of violations - Violations of the Code of Conduct will subject employees to disciplinary action, up to and including termination. Violations of the Code by independent contractors, consultants and others who do business with Marvell may subject that individual’s company to contract termination or require Marvell to refer such violation for criminal prosecution or civil action.