Gabriel_Annual_Report_2024-25 - Flipbook - Page 74
CONTENTS // SUSTAINABILITY STATEMENT // BUSINESS CONDUCT
Gabriel Code of Conduct
Gabriel has joined the UN Global Compact, and the
Group’s Code of Conduct sets the standard for how
Gabriel does business. The Gabriel Code of Conduct
includes the internationally recognised UN standards
and practices and applies to all employees in the Group.
The Executive Board has the overall responsibility for it.
In compliance with its Code of Conduct, Gabriel has
implemented a Supplier Code of Conduct focusing on
due diligence processes in relation to the Group’s key
suppliers.
The objective of the Supplier Code of Conduct is to communicate to the suppliers those principles and ethical
values which Gabriel wants to maintain and which its
employees are pursuing. The Supplier Code is based on
the same guidelines as the Gabriel Code of Conduct.
It incorporates the OECD Guidelines for Multinational
Enterprises and the UN Global Compact and describes
labour rights and human rights, prohibition of human
trafficking, forced or compulsory labour and child labour,
non-discrimination and the prevention of harassment.
Grounds for discrimination include but are not limited
to race and ethnic origin, colour, sex, sexual orientation,
gender identity, disability, age, religion, political opinion,
national descent or social origin and other forms of
unequal treatment.
The Supplier Code of Conduct also contains animal
welfare provisions. Since Gabriel uses wool from sheep
in some of its fabrics, wool suppliers must ensure that the
wool comes from animals that were treated in accordance with all applicable rules, conventions and standards. The animals must be fed and treated with dignity
and respect. No animal must deliberately be injured or
exposed to pain in its lifetime.
Principal suppliers of goods and components must sign
the Supplier Code of Conduct, thereby undertaking to
observe Gabriel’s ethical standards and applicable legislation. The related policies which describe the corporate
culture and business conduct that Gabriel stands for and
fosters are integrated into Gabriel’s management system.
No incidents or breaches of Gabriel’s Code of Conduct
were recorded in the financial year, see page 70 for more.
Prevention of corruption and bribery
Gabriel has policies and processes in place to prevent,
identify and address risks of corruption and bribery in
the organisation. The objective of the anti-corruption and
anti-bribery policy is to counter corruption and bribery
through guidelines for how the company and employees should address any such situations. The Gabriel
Code of Conduct and Supplier Code of Conduct specify
that neither employees nor suppliers may be party to or
accept any form of bribery or corruption. Gabriel also
has a whistleblower policy enabling all stakeholders to
anonymously report legal offences without any risk of
retaliation.
Education and training in policies, business conduct and
preventive processes countering corruption and bribery
are provided through training in Gabriel’s management
system and compliance training. This training is targeted
at the groups of Gabriel employees who are exposed
to the highest potential risk of corruption and bribery.
The employees are given case studies in which they
examine different scenarios and applicable policies and
the consequences of non-respect of policies. Participants
in Gabriel’s compliance training study applicable policies, including the Gabriel Code of Conduct, Supplier
Code of Conduct and whistleblower policy. The training
is case study-based and contains dilemmas in which the
employees must decide on concrete situations related
to anti-corruption, business conduct and personal data
protection. The selection of participants is based on their
powers, contacts and areas of responsibility. Participating functions include the Board of Directors, Executive
Board, middle management, salespeople and administrative employees in functions in contact with suppliers
and customers. Training takes place online every year
for the selected individuals. All the answers they give
during the annual training are reviewed afterwards to
improve internal policies and evaluate the effectiveness
of the training and its form. If needed, employees who did
not deliver satisfactory answers receive special training.
The functions selected in 2024/25 represented 25%, equivalent to 259 of all of Gabriel’s employees (including
Board of Directors and Executive Board). Compliance
training was completed by 97% of the selected at-risk
functions in 2024/25.
approves. The working procedure with the external
partner ensures that if a report submitted via the hotline
involves an employee in Gabriel’s Compliance function
who would normally be involved in a whistleblower incident, then the external party reports directly to the chair
of the Board instead.
Reports falling outside the scope of the policy are processed in accordance with the Group’s ordinary reporting
channels and Gabriel’s management system. No specific
policies are in place regarding the protection of individuals such as employee representatives against retaliation, because those employees enjoy general protection
under applicable law.
Gabriel’s Code of Conduct, Supplier Code of Conduct and
whistleblower policy are available on Gabriel’s website.
Whistleblower scheme
Gabriel’s whistleblower policy supports Gabriel’s corporate culture by ensuring transparency and accountability. The whistleblower scheme can be used to report offences against applicable law, and Gabriel encourages
all stakeholders to report such violations.
The whistleblower scheme complies with Danish law.
Stakeholders who report offences are protected under
the whistleblower scheme against retaliation. The scheme
is handled by an external partner via an agreed process
that ensures anonymity and efficient follow-up and processing of reports made.
The Governance, Remuneration & Nomination Committee
has the overall responsibility for the whistleblower
scheme, which the Board of Directors determines and
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