Researched Sep 27, 2026
Unilever
Unilever commits to merit-based employment decisions, freedom of association and collective bargaining, necessary and purpose-limited personal-data collection, responsible product innovation, and environmental-impact reduction. It also reports global operations and frames value creation around shareholders, customers, employees, suppliers, and society.
Public evidence is more than 30 days old.
Closest models
7-way tie
78-84% on 7 of 12 dimensions
- Mistral Large 384%
- GPT-6 Astra83%
- GPT-5.6 Terra83%
- DeepSeek V4.1 Flash82%
- Kimi K381%
- Grok 4.680%
- Gemini 3.8 Flash78%
These models are too close to separate: each is within three points of the leader, would lead if one dimension were left out, or has a repetition envelope that overlaps the leader's. For scale, a model answering 50 on every one of these dimensions would score 68%.
Values map
Unilever and Mistral Large 3
Solid company lines join verified positions. Dashed sections cross unknown axes without assigning a value.
Distribution
Purpose
Worker voice
Equality
Speech
Privacy
Regulation
Global outlook
Social change
Environment
Tech pace
AI autonomy
A higher position means closer to the second endpoint. It does not mean better. The Concord Index measures agreement, not quality or safety.
The score covers 7 of 12 dimensions. The others have no verified public position and are not measured.
Most in sync
Global outlook
Worth a closer look
Equality
67% match. Inspect the questions and evidence below.
Compare every model.
The envelope combines the lowest and highest agreement on each dimension across repetitions. Those extremes may come from different repetitions. The headline compares average model positions and can fall outside this envelope. It is not a confidence interval.
Evidence summary.
Each verified dimension starts with the company position and its citations. Open a dimension only when you want the underlying questions or model answers.
Distribution
Market allocation ↔ Redistribution
How pay and windfalls are shared, by individual contribution and market benchmarks or more evenly.
Not verified
No company position
No qualifying pay-allocation, market-executive-pay, pay-equity-correction, or broad-ownership policy is established.
Purpose
Shareholder returns ↔ Stakeholder welfare
Whether major decisions weigh financial return alone or also employees, customers, communities and the environment.
75%
Company position toward stakeholder welfare
Its business model explicitly frames value creation for stakeholder groups beyond shareholders.
“Our business model leverages our organisational structure, deep operational know-how and industry-leading expertise to create value for: Shareholders Consumers Customers Our People Suppliers & Partners Planet & Society.”
unilever-annual-report-and-accounts-2025.pdf
Worker voice
Management discretion ↔ Employee influence
Who has the final say on working conditions and staffing, management or employees through channels, bargaining and committees.
100%
Company position toward employee influence
The Code expressly supports employee representation and collective bargaining.
“We seek to create an environment that enables diversity, inclusion, equal opportunity, freedom of association, and collective bargaining.”
code-of-business-principles-and-code-policies-english.pdf
“Respect employees’ rights to form or join legally recognised unions or other representative bodies.”
code-of-business-principles-and-code-policies-english.pdf
Equality
Uniform treatment ↔ Targeted measures
Whether hiring, promotion and development use one standard for everyone or include measures reserved for particular groups.
0%
Company position toward targeted measures
The Code requires employment decisions, including recruitment and promotion, to be based on merit.
“Base all decisions related to employment – such as recruitment, reward, benefits, promotion, redundancy, and training – on merit.”
code-of-business-principles-and-code-policies-english.pdf
Speech
Broad expression ↔ Protective moderation
Whether workplace and platform speech is left to individuals or moderated to remove harassment and abuse.
Not verified
No company position
The corpus does not establish a qualifying dissent-protection or anti-harassment expression policy.
Privacy
Individual privacy ↔ Collective oversight
Whether personal data is minimized and deleted, or kept and disclosed for security and legal investigations.
Not verified
No company position
The verified quotation does not contain the wording its evidence anchor requires.
“Collect only proportionate and necessary personal data required for the intended purpose.”
code-of-business-principles-and-code-policies-english.pdf
Regulation
Voluntary standards ↔ Public regulation
Whether safety and compliance rest on voluntary standards and self-assessment or on public rules and independent verification.
Not verified
No company position
No qualifying voluntary-standard adoption beyond law or advocacy for binding public regulation is established.
Global outlook
Local priority ↔ International openness
Whether a company tailors to and favors its home or local context, or applies one standard and hires and invests across borders.
75%
Company position toward international openness
Unilever reports sales and teams across 190 countries.
“Global footprint 190 countries where our products are sold.”
unilever-annual-report-on-form-20-f-2025.pdf
“Talented teams in 190 countries redefine the way we do business and set new standards for our brands.”
Working at Unilever
Social change
Continuity ↔ Experimentation
How readily existing policies, processes and structures are replaced when evidence or alternatives appear.
75%
Company position toward experimentation
Unilever describes learning and innovation as ongoing ways of operating.
“Always learning, always innovating, always playing to win.”
Working at Unilever
Environment
Near-term growth ↔ Ecological restraint
Whether investment goes to near-term growth and cost, or to environmental commitments beyond the law.
75%
Company position toward ecological restraint
It commits to reducing environmental impact and moving toward net-zero emissions.
“We work to reduce our environmental impact and are moving towards net zero emissions, ending plastic waste, and building resilient and regenerative ecosystems.”
code-of-business-principles-and-code-policies-english.pdf
Tech pace
Rapid advancement ↔ Precaution
Whether technology ships quickly with monitoring, or waits for risk review proportionate to its impact.
75%
Company position toward precaution
It identifies responsible innovation and rigorous safety standards as product-development principles.
“We design, make, and sell products based on sound science, technology, and responsible innovation, applying rigorous standards of safety and superior quality for consumers and customers.”
code-of-business-principles-and-code-policies-english.pdf
AI autonomy
Delegated autonomy ↔ Human authority
Whether AI systems may act and decide on their own, or a human keeps oversight and the final say.
Not verified
No company position
No company-wide policy requiring human oversight, final approval, or human appeal for consequential AI use is established.
Leadership context and reported tensions
Personal opinions are kept separate from the company profile. Reported conduct does not silently replace stated commitments.
Fernando Fernandez: Each of us must ensure we read and apply Our Code, and we must speak up and raise concerns with confidence. Corporate statement Source: retrieved Sep 27, 2026
Protocol values-2026-09-v8. Panel representative-2026-09-v11. Report version a96b8b8c-a139-481e-8eb8-d05cb84eac01.