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Compliance processes of high standing

Geberit takes compliance extremely seriously. The relevant processes are continually optimized by the departments involved. The five topic areas “antitrust legislation”, “prevention of corruption”, “employee rights”, “product liability” and “environmental protection” are at the forefront of these efforts. Price-fixing, cartels and other competition-distorting activities are categorically rejected. Adherence to the compliance guidelines in all organizational units is subject to binding controls each year as part of the report on the employee Code of Conduct. The reporting process involves a total of around 50 questions on the five topic areas mentioned. This survey has been carried out annually since 2009 and forms the basis for the annual compliance report submitted to the Group Executive Board. In addition, on-site audits are performed and corrective measures taken in the event of misconduct. The results are published in the  Sustainability Performance Report. In 2012 a breach of the Code of Conduct was identified and corresponding measures were taken to remedy the situation.

After training on the subject of antitrust legislation was given to around 700 employees in Europe (managing directors, employees in the sales companies at management level and field service employees) in 2011, the comprehensive e-learning program was made available at further locations in the reporting year. In the first quarter of 2013 training will be held at the sites in China, India, South Africa, Singapore, Australia and the US.

As an active member of Transparency International, Geberit is committed to high standards in combating corruption, which it implements accordingly. In 2012, all managing directors in all countries were questioned in detail about their practice of donations (last survey: 2009). The questionnaire was revised and expanded for this purpose. The survey results serve as input for the compliance report.

A code of conduct can only be effective if it is actually “lived”. For that reason an “Integrity Line” was set up in 2012 and begin operating on January 1, 2013. The aim is to identify breaches of the Code and to either put a stop to them or introduce sanctions (for further details see  section on Employees). Overall, since the introduction of the Code of Conduct and the related training, employees' awareness of misconduct and their understanding of compliance topics have been considerably strengthened.