Grievance procedures

Sampo Group provides a culture of open discussion in which grievances can be aired and addressed proactively.

Sampo Group’s employees are the most important source of insight into possible misconduct or irregularities. The Sampo Group companies have several reporting channels which are accessible to all employees. Sampo Group encourages employees to report grievances, unethical practices, and possible violations of laws, regulations, or internal policies through these channels.

Company-level information

If’s intranet contains links to If’s incident and suspicion reporting tools which are accessible to everyone with an If computer and user ID. The purpose of each tool is defined to ensure an efficient management of relevant actions for incidents relating to IT incidents, personal data breaches, suspicion of fraud, suspicion of money laundering, threats, and harassment. In addition, If has in place a channel called 'Oops' for collecting statistics as well as identifying and following up on risks. Oops it is the main database for all business incidents which have or could potentially have had a negative impact on If’s operations, financial position, customers, the public’s confidence in If, as well as the safety of If’s employees. All issues are managed according to relevant procedures by the employee and leader, with the support of HR, if needed. Cases relating to ethical breaches are also reported to the Ethics committee.

If’s incident reporting tools are readily available to make it easy to report errors and non-compliance, as it provides valuable learning in further developing and improving If’s business processes and work environment. If employees are primarily encouraged to report openly but are also offered the opportunity to report anonymously through the whistleblowing system managed by an external party and available to individuals outside If, through If’s website.

The grievance mechanisms are developed in line with If’s policies to ensure an open and trusting climate in line with If’s culture and values. The annual psychosocial work environment survey questions “I am able to voice a contrary opinion without fearing consequences” and “I believe disputes and conflicts are handled in a good manner in my work environment” help assess the willingness to openly voice opinions and misconduct, and whether the available reporting tools are fit for purpose.

Topdanmark employees are encouraged to report unethical practices or possible violations of the Code of Conduct and its principles, of laws, regulations, or internal policies directly to a manager, to the HR department or through a whistleblowing channel depending on the type and nature of the contravention. Grievances related to bullying, harassment, and threats can also be reported through the company’s intranet and grievances related to pay, workload, unclear promotion processes, or other matters regarding working conditions to the union representatives.

Hastings has a grievance procedure which colleagues can use to submit concerns in relation to their employment. The procedure focuses on informal resolution as a priority but does have a formal process which is invoked where an informal resolution has not been possible. Hastings’ approach is to work with employees to resolve any grievances and as such the process is not currently anonymous.

Should employees wish to raise any suspected illegal or serious, inappropriate activity Hastings provides an anonymous whistleblowing system, with supporting process and policy available to all employees through the company’s intranet.