This is the eighth consecutive year HP has reported its global citizenship performance, reflecting our ongoing commitment to transparency. Our Global Citizenship Report 2008 describes the company's policies, programs and performance as we strive to balance our business goals with our impacts on society and the planet.
Data and goals dashboard
View the interactive dashboard to track our recent performance, see progress against our 2008 goals and view our targets moving forward.
Create your own report
If you'd like a hard copy of our report, use the custom report tool to generate a PDF with the information that interests you most.
Download our customer report
We developed a version of our report with customers in mind. It features HP solutions and best practices to help enterprises and other organizations address pressing global citizenship issues.
Our five pillars
We focus our global citizenship initiatives on five areas: ethics and compliance, human rights and labor practices, environmental sustainability, privacy, and social investment. Collectively, these areas span our entire business, influencing our priorities, operations, product development and brand differentiation.
Making the business case
Customers are giving global citizenship greater weight in their IT purchasing decisions, making it increasingly important to our business. Global citizenship is also key to responding to new opportunities, increasing the efficiency our operations, strengthening our relationships with stakeholders, and attracting and retaining exceptional employees.
Upholding Standards of Business Conduct
Regardless of tenure, title or responsibilities, everyone at HP is expected to be an ethical leader. Last year, we trained 97% of employees in our Standards of Business Conduct (SBC) and introduced a simpler, values-based version of the SBC in more than 20 languages.
A central hub for compliance
In 2008, we strengthened leadership of our Compliance Office to promote greater consistency across our global organization. The office works with other groups within HP to provide a holistic view of governance, risk and compliance to senior management.
Raising supply chain standards
HP is leading a new approach to strengthening social and environmental standards in the global IT supply chain. We collaborate with local NGOs to train suppliers in building capabilities and making systemic improvements to protect workers and the environment.
Fostering employee success
Our HP culture rewards performance, provides opportunities for training and advancement, and encourages open, honest communications and respect for all. We remain focused on increasing the diversity of our workforce.
Supply chain audit performance
We have made it easy to review in-depth results of our supplier audits—either globally or by region—with an interactive tool that presents data, explains major causes of nonconformance and highlights challenges and HP’s response.
Engaging society
HP unconditionally supports human rights and promotes higher standards in our employment practices and throughout our supply chain. We collaborate with others to share our progress in these areas and raise awareness of human rights issues.
Sustainable design
In 2008, we introduced the HP Eco Highlights label, which helps customers understand the environmental attributes of more than 115 products. Through our Design for Environment program, we focus on energy efficiency, materials innovation and design for recyclability.
Climate and energy
HP was the first IT company to report the greenhouse gas emissions of key suppliers, and we are on track to reduce the energy consumption and associated greenhouse gas emissions of our operations and products to 25% below 2005 levels by 2010.
Showcasing impact
Visit our gallery of sustainable design example—new to this year’s report—highlighting HP solutions that increase productivity and lower costs while improving environmental sustainability.
Reuse and recycling
In 2008, we recovered for reuse 75 million pounds (34,000 tonnes) of hardware units and recycled 265 million pounds (120,000 tonnes) of electronic products and supplies, increases of 16% and 6% compared with 2007.
HP’s accountability model
Our groundbreaking approach to protecting privacy goes beyond legal and industry norms. We review all decisions related to privacy not only for compliance but also for our values, customer expectations and a range of potential business risks, and hold ourselves accountable for our actions.
Collaborating on solutions
HP works with regulators and nongovernmental organizations such as the Asia-Pacific Economic Cooperative and the European Commission to advance thinking and develop new frameworks for protecting the electronic flow of information across borders.
Innovations in education
We believe technology can be a catalyst in addressing inequalities in education and fostering the next generation of skilled workers and entrepreneurs. In 2008, HP invested nearly $20 million in programs that apply technology in creative ways to transform the learning experience, particularly in science, technology and engineering, and math.
Entrepreneurship education
HP supports organizations and programs that help cultivate socially minded entrepreneurs, particularly in developing regions. Our goal is to increase the number of entrepreneurs using technology to launch and grow small businesses, crucial to creating jobs and spurring economic growth in local communities.
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 HP employee travel includes business commercial air travel, the HP air fleet and company cars. In 2008, employees traveled nearly 1.5 billion miles by air, more than 90 percent of which was long-haul (greater than 990 miles in distance). Employee business travel produced approximately 425,800 tonnes of CO2e emissions in 2008, 8 percent less than in 2007 in absolute terms and 16 percent less normalized to revenue. We are working to reduce them further. HP maintains a small number of aircraft and a fleet of company cars for sales and services employees. See detailed travel data in the data dashboard. Under our Green Fleet Contra Emission Program, we have set strict CO2e emissions limits for all new cars we purchase in some countries in our Europe, Middle East and Africa region. The limits will decrease each year. Through this measure and other components of the program, we want to eliminate high-fuel-consumption cars from our fleet. We encourage employees to use teleconferencing facilities, including the HP Virtual Room and HP Halo Telepresence Solutions, whenever possible to cut down on travel, GHG emissions and costs. Halo allows our employees around the world to meet virtually while still feeling as if they are in the same room. Halo is installed in HP locations around the world. Most studios are used on average 150 hours per month, but in some locations usage is as high as 250 hours per month. HP is now quadrupling the number of studios at HP locations. Once the expansion is complete, we anticipate that this will enable us to eliminate more than 20,000 trips each year, reducing CO2e emissions by about 35,000 tonnes and saving millions of dollars in travel costs. On a per studio basis, the net CO2e savings is more than 230 tonnes each year. In FY08, travel dollar savings and the number of trips saved at HP both exceeded original estimates by 30 percent. Halo also includes energy-saving features, such as displays and lights that automatically turn off when not in use. The acquisition of EDS in 2008 will likely increase our absolute and per employee emissions from business travel because many EDS employees travel regularly to provide services to clients. We will integrate this into our reporting in FY09. Employee commutingWhile GHG emissions from employee commuting are not directly within HP's control, we offer programs designed to reduce those emissions. Our mobile professionals work at home, at customer locations and at free address spaces, often dividing their work time between any of these locations. This allows the mobile professional to choose where he or she is going to work, greatly increasing their work efficiency and reducing commutes to the office. In the United States, HP employees can purchase public transit and vanpool services through a payroll deduction with tax benefits. We encourage employees to cut down on single-occupied vehicle trips into HP offices, by bicycling, compressing work schedules and carpooling. Carpoolers can often park in designated parking spots. Most of the sites with cyclists offer showers, bike locks and storage. In 2008, our Bangalore site launched a carpooling initiative. Participating employees receive privilege parking and a free return-journey shuttle bus. In Grenoble, we ran a “Green Day” to encourage employees to car-share or bicycle to work. We offered prizes to people who did so, and provided them with a free breakfast. In 2008, HP implemented a simple and flexible commuter benefits program in the United States that encourages employees to consider alternative transport such as buses, trains and van pools. The program helps employees save money by paying for eligible alternative commuting costs through automatic, pre-tax payroll deductions. The program also offers an online system that makes ordering transit passes quicker and easier. |
