Etik og compliance
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Hvorfor etik og compliance er vigtig
GRI 302: 103-1 | 103-2 | 103-3; 305: 103-1 | 103-2 | 103-3
103-1
Forklaring af det materielle emne og dets afgrænsning
103-2
Forklar komponenterne i ledelsestilgangen
103-3
Evaluer ledelsestilgangen
201-2
Financial implications and other risks and opportunities due to climate change
Principperne fremsat i The Greif Way at vejlede vores forretning og etablere en virksomhedskultur forankret i etik og compliance. Vi tror på, at adfærd påvirker kulturen, og at kultur bestemmer præstation, og derfor er det vigtigt for vores forretning at etablere positiv adfærd. Hver dag implementerer vores kolleger disse principper, som er formaliseret gennem de politikker, der styrer vores organisation.
Styring
Greif opretholder et bredt sæt af politikker, der fremmer etisk adfærd og støtter os i at opfylde vores compliance-forpligtelser:
- Politik om overholdelse af antibestikkelse
- Politik mod chikane og forskelsbehandling
- Politik om overholdelse af antitrust-/konkurrencelovgivningen
- Politik om børnearbejde
- Adfærdskodeks og etik
- Retningslinjer for virksomhedsledelse
- Databeskyttelsespolitik
- Politik for økonomiske og handelsmæssige sanktioner
- Politik om retfærdig behandling af andre
- Menneskerettighedspolitik
- Politik for insiderhandel
- Politik for dokumenthåndtering og opbevaring
Each policy is managed, reviewed and implemented by a diverse team comprised of representatives from human resources, finance and legal. We regularly review our policies and revise them as necessary to strengthen language, address emerging risks and communicate best practices. Greif leverages training and audits to actively implement our policies. We require each of Greif’s over 2,800 manager-level and above colleagues to complete policy training. We actively encourage our colleagues to anonymously report ethics and compliance violations through our Ethics Hotline. The Hotline is administered by a third-party provider to protect the anonymity of our colleagues and is available 24 hours a day, seven days a week. Information on the Hotline, and related policies, is included in the Code of Conduct – which all colleagues receive training on through our internal colleague portal and via posters at each facility. Complaints can also now be reported via an online portal or e-mail as well as by phone globally. All reported incidents are sent to our newly formed Ethics Committee, chaired by Greif’s General Counsel, for review. Incidents are reported to the Audit Committee of Greif’s Board of Directors quarterly. In 2020, we investigated and resolved 97 percent of the complaints from our Ethics Hotline.
To validate our compliance to our established policies, we conduct annual Sarbanes-Oxley Act (SOX) audits for all our facilities that are material to our financial statements. Each year we ensure that facilities accounting for at least 75 percent of our revenue are included in our Sarbanes-Oxley scope. In total, Greif has 281 auditable entities. In addition to required SOX audits, Greif conducts risk-based audits at each of our facilities at least once every five years. Facilities that are audited are identified through a multi- layered process that includes management surveys, discussions, approval by executive leadership and reports to the Ethics Hotline. Following this process, in 2020 we completed 21 risk-based audits. We continue to strengthen our internal control environment as we leverage shared processes across locations.
In 2020, we published an updated Code of Conduct communicating our commitment to The Greif Way and defining globally applicable standards of conduct. The updated Code of Conduct presents this information in a more easily understood and digestible format, which more clearly reinforces the key behaviors we desire our colleagues to demonstrate. We accompanied the updated Code of Conduct with a new online training course that will also be included in Greif University. During 2020, we also developed an updated Supplier Code of Conduct for publication in early 2021. The updated Supplier Code of Conduct will better outline our business ethics expectations.
Under hele COVID-19-pandemien mødtes vores globale og regionale taskforcer mindst ugentligt for at udvikle protokoller, kommunikations- og overvågningsmekanismer for at sikre vores kollegers sundhed og sikkerhed og opretholde overholdelse af nationale og lokale regler. Gennem samarbejde med eksterne rådgivere var vores HR-, sundheds- og sikkerhedsteams og andre Greif-teams i stand til at holde sig ajour med skiftende regler og udvikle et sæt protokoller, der er ensartede på tværs af alle vores fabrikker.
Mål og fremskridt
21
SOX Audits Completed
Vi arbejder på at sikre, at vores interne politikker implementeres, og at vores aktiviteter er i overensstemmelse med relevante regler.
I 2017 fastsatte vi vores første mål for etik og compliance. Ved udgangen af regnskabsåret 2025 vil vi:
- Tilbyd online træning i Greif's adfærdskodeks og etik til 100 procent af kolleger med adgang til computere
- Sørg for træning og information om Greif's antibestikkelsespolitik til 100 procent af de kolleger, for hvem træning er relevant.
- Tilbyd online træning i politikken for fair behandling af andre til 100 procent af kolleger med adgang til computere, og sørg for tilgængelige og sporbare oplysninger til alle kolleger.
In 2020, 91.1 percent of colleagues with access to computers completed training on Greif’s Code of Business Conduct and Ethics. As we transition our training program to Greif University, we will leverage this platform to further promote and distribute training to our colleagues. Greif University will allow us to more readily push training to the relevant colleagues. In 2020, 83 percent of eligible colleagues completed anti-bribery training. In addition, 74 percent of colleagues for whom training is relevant received training on our Insider Training Policy.