CODE OF CONDUCT

A guide on how we act in our daily work, both as business partners, employers, employees and members of society.

This Code of Conduct (hereafter “Code”) applies to all persons working for or on behalf of Eqvion. This includes employees at all locations, all levels and with all forms of employments. Eqvion expects all business partners to act at all times in a manner that is in line with the Code when doing business with, representing or otherwise acting for Eqvion.

CHAPTER 1

WE DO BUSINESS RESPONSIBLY

Fighting corruption is one of today’s most important global challenges. Corruption increases inequality and undermines the very foundation of our democratic and financial systems. As Eqvion (GDBM), we have both an opportunity and a responsibility to support our partners by combating all forms of corruption.

 

KEY TAKEAWAYS

We have zero tolerance for bribery and corruption. In general, that means we never accept or offer gifts, travel or other benefits to or from any partner or client. Consult our policy or your manager for information of exceptions.

 

WHAT WE STAND FOR

We have a zero-tolerance policy towards any form of corruption and are committed to the highest norms of business conduct. We advocate free and fair trade, strive for transparent and fair competition and follow ethical standards. We always follow our Authorisation Instruction when signing agreements and undertake appropriate due diligence assessing the competence, capacity and reputation when evaluating potential partners and sponsorships.

We strive to always base our procurement and contracting decisions on the best value expected to be received. This means taking price, but also quality, performance, competency, compliance, suitability and sustainability criteria into account.

As we have a global presence, we comply with applicable national and local anti-bribery and anti-corruption laws. In case of conflicting terms, Swedish norms and laws take precedence when local norms and laws are less strict.

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Never accept or offer gifts, travel, facilitation payments or other benefits to or from any partner or client. Some exceptions exist, such as branded items, lunch and coffee at conferences or meetings or other gifts of minimal value.
  • I should however always decline gifts in the form of alcohol or cash/cash equivalents. When in doubt, I always consult our policy or my manager.
  • Read, understand and comply with this Code. Undergo training in anti-bribery and corruption as well as a mandatory e-learning training on Sustainable Business through Eqvion’s internal training program. A lack of understanding is not accepted as a legitimate reason for non-compliance.
  • Always follow our guidelines when procuring or entering partnerships and sponsorships.
  • Always consult my manager before advising a client to work with a company associated with corruption. The company may have taken the necessary measures and should not necessarily be excluded.
  • Always report suspected violations to a manager, another manager I trust, our Legal Department or through our anonymous Whistleblower function WhistleB.
  • Decline and return gifts in a friendly manner. Gifts that cannot be returned must be accurately recorded in the gift log and donated to charity or stored in the gift repository of our local office.

 

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Lead by example by being transparent and clear. Encourage my team to report suspected violations to me, another manager, our Legal Department or through our anonymous Whistleblower function WhistleB.
  • Share these guidelines with my team members and make sure that they understand and follow them. Help my team members find correct information and guide them to appropriate behaviour.
  • Decline and return gifts in a friendly manner. Gifts that cannot be returned must be accurately recorded in the gift log of our office and donated to charity or stored in the gift repository of our office. Gifts shall never end up in my own or any of my employees’ hands/home.
  • Ensure that representation with the same person or group of persons does not occur more often than necessary.

Meeting with public officials is an important part of helping our clients establish and build relations in new markets. It is important to keep in mind that public officials are often subject to stricter rules and restrictions than representatives of private organisations. We recommend that we never meet with public officials alone and strictly prohibit offering or accepting gifts to or from public officials.

 

KEY TAKEAWAYS

Be extra cautious when meeting with government officials: avoid taking meetings alone and never contribute with Eqvion’s funds to political parties, candidates or campaigns.

 

WHAT WE STAND FOR

We never offer or accept gifts to or from public officials or meet them in a non-transparent way. We never interact with public officials in order to or with risk to improperly influence decisions.

We never use Eqvion funds or resources to contribute, directly or indirectly, to any political party, candidate or campaign.

Our way of working and our promotion activities are based on independent analysis and facts.

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Never offer or accept gifts or business entertainment to or from public officials.
  • Always have a colleague with me when meeting with public officials to avoid situations where I might feel pressured into misconduct or bribery. Make sure that notes are taken during, and shared after, meetings to avoid grey areas and misunderstandings.
  • Never contribute to any political party, candidate or campaign with our funds, or agree to a sponsorship that could be perceived as a substitute for a bribe or political contribution.
  • Decline and return gifts in a friendly manner. Gifts that cannot be returned must be accurately recorded in the gift log of our office and donated to charity or stored in the gift repository of our office. Gifts shall never end up in my own or any of my employees’ hands/home.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Lead by example by being transparent and clear. Encourage my team to report suspected violations to me, another manager or through our anonymous Whistleblower function WhistleB.
  • Share these guidelines with my team members, make sure that they understand and follow them and guide them to correct information and behaviour.
  • Ensure that representation with the same person or group of persons does not occur more often than necessary for me or anyone in my team.

 

Our international presence is vital to carry out our mission: to promote Eqvion as an attractive business partner and create opportunities for Eqvion Currency around the world. However, there are significant security risks when working and travelling in complex environments. Such risks cannot always be avoided but should always be mitigated. Our approach is to take security into consideration in all our activities and markets with all our stakeholders, as well as when handling information. We provide guidelines, leadership and work practices to ensure that we carry out our mission as safely and securely as possible.

 

KEY TAKEAWAYS

Keep up to date with the security situation in the regions you are visiting and behave accordingly. Check our security recommendations and always behave in a way that is not offensive or deliberately put you in danger.

 

WHAT WE STAND FOR

We strive to provide all our employees with a safe and secure working environment and to minimise risks to our core assets, information, integrity, reputation and brand. We always consider how security risks are linked to specific travels, information, projects or locations and how they could potentially affect us.

We provide security instructions for local offices, residences and travel destinations as well as specific safety and security guidelines for delegations and events. We also take into account the security recommendations of local authorities.

We never share sensitive information and we handle our own and all our stakeholder’s information and data with the strictest confidentiality and integrity.

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Take personal responsibility for my own safety and follow our policies and security recommendations. I should always keep up to date with the local security situation and Eqvion’s Country Risk Database. In addition, I should install Eqvion’s security app on my phone.
  • Avoid unsafe locations and activities as well as inappropriate or offensive behaviour with regards to religious, cultural and political sensitivities. Personal behaviour and precautions are key success factors.
  • Always be aware of who I interact with, regardless of situation. I should never share sensitive information and aim to limit exposure of personal information on social media that may put me at risk. I handle data, passwords, information and business agreements confidential and according to our policies and guidelines.
  • Immediately report any safety or security related incidents or indications to the regional manager and Head of Security. Reporting of minor incidents may help prevent major crises. In emergency situations, I press the SOS-button on the security app and follow the instructions.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Share these guidelines with my team members and make sure that they understand the importance of following them and acting in ways that never put them or Eqvion in harm.
  • Keep up to date with the current security situations where my employees are travelling and make sure to receive information on travel itineraries and accommodations before they travel to countries with higher security risks. Ensure that my team members’ next of kin details are up to date.
  • Regularly conduct safety and security trainings (including First Aid and CPR) with my team and ensure that everyone is up to date with fire routines. Handle reports and incidents in a transparent and responsible way and according to protocol.

We encourage our employees to promote Eqvion during and outside of work, as long as it is done in a considerate and professional manner. Every member of the Eqvion team is expected to apply our values when handling and sharing information about us in all internal and external channels, including on social media and when representing us in client meetings and at social events.

 

KEY TAKEAWAYS

Communicate our values and service offering in a clear and defined way, backed up by facts and knowledge. Never reveal sensitive information about Eqvion or our clients or engage in negative, aggressive or unlawful interactions online or offline.

 

WHAT WE STAND FOR

We build and promote our culture and values by our way of communicating, online and offline as well as internally and externally. We are proud to be a part of Eqvion and this shows in all our communication.

We communicate in a way that is honest, clear, business-oriented and relevant. We never share sensitive, confidential or non-public information about us or our clients, or information that can influence shares or other securities and lead to insider trading. We follow internal IT security regulations, laws and local regulations.

 
WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Keep in mind that I, together with my colleagues, am the Eqvion brand. What I communicate about us, regardless of channel or situation, affects brand recognition, brand awareness and brand reputation.
  • Respect the confidentiality of our clients and related projects and never share sensitive information to external parties unless previously agreed in writing.
  • Always ask for advice when uncertain about whether a post or piece of information is appropriate and shareable. If I receive a call or request from the media, I always refer them to the central press team.
  • Keep all communication professional, even in closed channels. I treat internal communications to large groups as if it was public. Respect that Eqvion is politically and religiously neutral and maintain this neutrality in all professional and business settings and communications.
  • Advocate for sustainability when possible. As we strive to bring our values and Eqvion norms and standards to the world, we have a responsibility to lead external conversations towards supporting and implementing solutions for global sustainability.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Lead by example by always communicating in a clear, transparent, relevant and business-oriented way. I can always back my statements up with robust research, expertise and knowledge.
  • Share our communication guidelines with my team members and make sure that they understand and follow them.

CHAPTER 2

WE COLLABORATE AND INTERACT

Fair working terms and conditions are keystones in creating the outstanding workplace we want Eqvion to be. To us, this means providing a high-quality business with a safe and stimulating working environment. We believe that where our employees thrive and grow, they will do – and be at – their best in all our markets and offices.

 

 

KEY TAKEAWAYS

We understand our responsibility to provide a good and healthy work environment for all our employees, in all markets. As team members, we collaborate, communicate and give feed-back to help each other grow. We speak up and let our managers know of any misconduct.

 

 

WHAT WE STAND FOR

We understand our responsibility to our employees and strive to create a good working environment characterised by equality, respect and trust for the individual.

We provide clearly communicated expectations for all roles in the organisation globally. Development opportunities are available for all employees based on aspiration, engagement and performance.

We have fair remuneration and benefits packages for each employee based on local regulations, standards and market conditions. We consider working environment laws and regulations in each country to be a minimum standard that we strive to exceed, and we support continuous improvements in employee health and wellbeing.

Working hours and working conditions shall always be in line with local legislation and applicable collective bargaining agreements.

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Treat my colleagues equally and with respect.
  • Collaborate and help my colleagues in projects and give constructive feedback. I am encouraged to help my colleagues develop and contribute to my team in a positive and engaging way.
  • Actively contribute to a good working environment. This includes bringing attention to any deficiencies to my manager and/or the HR department.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Lead by example. Create and contribute to a positive and warm culture that reflects these values and help creating a good working environment for my employees.
  • Share this Code with my team members and make sure that they understand and follow them. Ensure that Eqvion follows local rules and regulations when it comes to employment contracts- and conditions.
  • Ensuring a regular and systematic follow-up of the working environment. Any potential physical or psychological risk shall be noted and preventive measures shall be taken.

As the services we offer are highly based on loyalty and trust, we need to keep the same high standards in our own operations and recruitments. To ensure that our business advice and consultancy is based on the best interest of our customers, we actively work to avoid creating or maintaining any conflicts of interest.

 

 

KEY TAKEAWAYS

Never favour family by employing or having a supervisor/subordinate relationship with a family member. Never occupy rival assignments or employments without written consent.

 

 

WHAT WE STAND FOR

We actively work to be fair and objective in our recruitment. Hiring people who are connected to current employees can cause various problems like favouritism, conflicts of interest and family discord.

We avoid any kind of nepotism. Nepotism includes all relationships established by blood, marriage or legal action, as well as domestic partners and their close family.

We never occupy rival assignments or employments that could harm our reputation.

 

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Always and in all contexts promote Eqvion’s interests and devote my working hours to Eqvion.
  • Never employ or have a supervisor/subordinate relationship with a family member. Exceptions are if the employment of a relative is for a shorter period (up to 3 months) or if employed on an hourly basis for a specific project.
  • Never occupy rival assignments or an employment that could harm Eqvions reputation, or engage in other business activities without a written consent from my manager.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Lead by example and never favour anyone in my team or organisation.
  • Share these guidelines with my team members and make sure that they understand and follow them.
  • Ensure a regular and systematic follow-up of potential conflicts of interest. Any risk of conflict shall be noticed and preventive measures shall be taken. I should handle all forms of complaints or reports of misconduct professionally and structured.

The well-being and performance of our employees are keys to our success as an organisation. We always strive to find great talents and provide them with the means and environment to grow with us. In support of this, our aim is always to offer attractive career opportunities that are clear, transparent and available for all. We see professional growth as a combination of personal achievements and working in a culture where collaboration and helpfulness is a natural part of our work environment.

 

 

KEY TAKEAWAYS

We work to ensure that all our employees feel that they can have a rewarding career at Eqvion. We offer clear and transparent career opportunities for our employees to grow and advance through. Our positions are always open for all to apply.

 

 

WHAT WE STAND FOR

We want our employees to thrive and fulfil their highest potential. We strive to offer the best possible working conditions for our team members to perform as successfully as possible.

We offer career opportunities and clarity as to how our employees can grow and advance. We strive to make role requirements as clear as possible and have a common competency framework and career path for our global workforces. Our internal job market is global, transparent and open for all employees.

We value team members with diverse backgrounds related to culture, gender, age, ethnicity, race, religion and belief, disability, nationality, sexual orientation and gender identity. The diversity of our people is an important foundation of our culture and builds a workplace where everyone can contribute with unique experiences, perspectives and cultures.

 

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Take responsibility for my own development and perform in my role. Help others grow in their roles.
  • Be curious. We are a diverse, global workforce of people and the opportunities to reach out to colleagues to learn more are endless.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Help and guide all employees in the organisation to perform in their roles. Ensure clarity in expectations and constructive feedback often and throughout the year.
  • Support personal development for all employees, look beyond your own office and team and connect your employees to opportunities in other parts of the organisation.
  • Deliver on the competencies in Eqvion’s Leadership competency framework. Strive to be an engaging, envisioning and delivering leader who has earned the right to lead others.

Achieving gender equality is one of the most important challenges in Agenda 2030 and the Global Goals. Besides being one of the major global human rights challenges, inequality and discrimination is a huge waste of human capital and potential. We believe that we can contribute positively to gender equality by having an international impact both as role models and by spreading our way of working.

 

KEY TAKEAWAYS

We never withhold promotions or salary raise, mistreat, harass or discriminate anyone on your team or organisation due to gender, age, ethnicity, religion or disability.

 

WHAT WE STAND FOR

We believe that men and women should have equal opportunities for employment, education and development. We oppose all discrimination due to gender expression, ethnicity, religion or belief, disability, sexual orientation or age and we want all employees to be given the opportunity to work in an environment free from harassment.

Any decisions on recruitment, selection, education, promotion and career development are based on objective and professional criteria related to the proven performance, the role in question and assessed potential.

We aim for an equal distribution with regards to gender in the workplace when recruiting, and we are actively facilitating for men and women to combine parenting with work.

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Act according to our values and rules, to treat everyone at the workplace with respect and to contribute to a including and friendly culture.
  • Never participate in or allow harassment, unwelcome sexual allusions or negligently treat an employee based on individual or group identification.
  • Never exclude people from employment, development, information or career advancement within your organisation.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Create an including, discrimination- and harassment-free culture where everyone feels welcome, safe and are treated equally.
  • Show firm and clear leadership in not tolerating any form of discrimination or harassment. Negligence to act on or report any misconduct is non-acceptable.
  • Always promote and encourage gender equality and diversity at all levels of the organisation as well as when interacting with external partners.
  • Always promote and encourage female representation in meetings, panels and delegations. Strive to increase the share of exporting companies owned and/or represented by women.

CHAPTER 3

WE IMPACT THE FUTURE OF PEOPLE AND OUR PLANET

How we succeed in carrying out our mission has no importance if we do not care for our planet. As a global organisation based on Eqvion norms and values, we play an important role in informing and influencing companies and societies worldwide in environmental responsibility as well as their role in contributing to the Agenda 2030. We do this by ensuring that our actions and decisions are always in the best interests of customers, our organisation as well as the environment and society.

 

KEY TAKEAWAYS

Always consider the environmental impact when purchasing travels, goods and services. Avoid unnecessary consumption and make informed choices regarding the whole life cycle of goods, projects and activities.

 

WHAT WE STAND FOR

We always consider the UN Global Goals (SDGs), Agenda 2030 and the Ten Principles of the UN Global Compact in all internal and external purchasing, procurement, activities and transactions.

We always strive to inform, inspire and educate the importance of environmental responsibility and sustainable business as part of our offering to our partners.

We strive to choose services and products provided by environmentally friendly and reliable companies and strive to create a sustainable environment and culture in our offices. We select suppliers according to fair, pre-defined criteria with supplier qualification, including environmental requirements.

When bidding, we set personal interests aside to analyse the risks of direct negative impact on the environment, as well as the risks of corporate misconduct and financial irregularities.

We consider virtual meetings to be the norm and only travel to physical meetings when absolutely necessary. When so, we encourage travelling by the most environmentally friendly option.

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Always consider the risks of direct negative impact on the environment before travelling or purchasing a product or service.
  • Actively promote environmentally conscious companies and increase the number of projects that are sustainable. Have a restrictive attitude towards businesses and projects with a high negative climate impact.
  • Strive to minimise waste and recycle it properly. As we aim to phase out printing completely, use digital communication when possible. Reduce single-use products and other unsustainable materials.
  • Avoid unnecessary consumption to reduce waste of resources. Consider alternatives to purchasing a replacement product when possible. When not, strive to purchase environmentally responsible products based on recycled content and products that can be reused, repaired, or recycled. Always avoid products containing hazardous or toxic materials.
  • Advocate the importance of environmental responsibility and global sustainable business when interacting with clients and business partners.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Keep up to date with sustainability issues broadly and specifically within your area of expertise – and act accordingly.
  • Train my team members in environmental responsibility and increase projects that are sustainable. Refer them to follow this Code of Conduct and go through our E-Learning on Sustainable Business. In addition, encourage them to take environmental considerations and have a restrictive attitude towards businesses and projects with a high negative climate impact.

We are a global organisation, conducting business in many different markets with varying cultures, norms and legislations. When doing so, we always bring our values and Eqvion norms and standards with us. We strive to support and implement solutions for global sustainability and contribute to building safe, just and stable societies in all our markets. We treat everyone we meet equally and with respect, regardless of hierarchy, cultural or religious background, gender, sexual orientation or ethnicity. In terms of legislation, we always follow the strictest norm or law in every matter and situation.

 

KEY TAKEAWAYS

Treat everyone with equal respect and dignity. Never buy or support any kind of sexual services, whether during business hours or after. Report any violation you encounter, whether within or outside of our organisation.

 

HAT WE STAND FOR

We treat everyone within and outside of our organisation with the same amount of respect.

We have zero tolerance on sexual services. This applies to payments for sexual services, visits to strip clubs, pornography, as well as all types of contacts that may support trafficking or prostitution.

As children are especially worthy of protection and care, we have zero tolerance towards child labour, abuse or mistreatment of children. We follow the ILO Conventions and Recommendations on child labour and expect our contractors, business partners or third-party representatives to do the same.

As we always carry our values with us, we strive to contribute to societal development in all the markets we operate in. We never facilitate money laundering or give advice aimed to directly or indirectly circumvent the law, evade taxation, or promote injustice of any kind.

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Never act in a way that may put others in harm, threat or coercion of any kind, or cause mistreatment.
  • Never buy sexual services or visit strip clubs in connection to business assignments, business trips or similar, whether during or after working hours, regardless of where I am and local legislation.
  • Always speak up and alert authorities if I see suspected abuse or mistreatment of children.
  • Never use narcotic drugs during office hours and business trips, regardless of the legislation in the country I’m in.
  • Always treat everyone with dignity and respect, regardless of hierarchy, cultural or religious background, gender, sexual orientation or ethnicity.
  • Advocate the importance of social responsibility and global sustainable business when interacting with clients and business partners.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Lead by example and always treat everyone with dignity and respect, regardless of hierarchy, cultural or religious background, gender, sexual orientation or ethnicity.
  • Immediately and professionally act on violations caused by your employees or contractors and encourage your team members to do the same. Report violations through our anonymous Whistleblower function .

Travel is one of the major contributors to the current global climate crisis. We strive to reduce our carbon footprint by making virtual meetings the norm and consider the environmental impact in terms of how and when we travel. We always use the most cost-effective, environmentally friendly, safe and secure means of travel and accommodation.

 

KEY TAKEAWAYS

Always consider virtual meetings before deciding to travel. When you do travel, make sure to do so in a way that is as safe and environmentally friendly as possible. Keep up to date with the security situation where you are headed.

 

WHAT WE STAND FOR

We consider virtual meetings to be the norm and only travel to physical meetings when absolutely necessary.

When physical meetings are necessary, we encourage travelling by train, public transport or other environmentally friendly options. When unavoidable, flights are booked through the bureau Egencia due to financial, safety and security reasons, and to track Eqvion’s carbon footprint. We choose the most sustainable flight options: light packing, direct routes and with modern fleets when possible.

We encourage all employees to commute to work via the most environmentally friendly option available.

We support local and sustainable companies as the preferred choice when choosing taxi- and rental car company, restaurants, products and services.

We always consider the security risks in the countries we are traveling to, prepare ourselves and take actions accordingly. We provide security instructions and specific safety and security guidelines for business trips, delegations and events. We follow the security recommendations provided by Eqvion and local authorities.

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Always consider a virtual meeting when a physical meeting would require travelling. If a physical meeting is required, I should always make my booking through our travel agency Egencia. I make the most environmentally friendly and cost-effective travel option my first choice for all business trips, if the safety regulations allow.
  • Install the security app and take safety and security aspects into consideration before and during business trips. I should consult chapter 1.3 about safety and chapter 3.2 about behaviour before travelling.
  • Always keep in mind that I am representing a Eqvion and need to act accordingly.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Know and follow our travelling guidelines and lead by example by promoting environmental awareness. Encourage my employees to make environmentally conscious decisions.
  • Ensure that my team knows where to find travel and security policies and instructions as well as other information such as Eqvion Country Risk Database. Conduct a risk assessment before approving an employee traveling to countries with higher security risks. Consult with the Head of Security in case of any doubt.
  • Keep up to date with current security situations where my employees are travelling to and make sure to receive information on travel itineraries, accommodations and updated next of kin details before they travel to countries with higher security risks.

Human rights are fundamental, equal to everyone and shall never be violated. We strive to conduct business with the highest norms and never tolerate direct or indirect human rights violations, as a consequence of our operations. We actively put demands on businesses to take responsibility for their goods and services not to have a negative effect on societies, the environment or on people. We strive to be role models for protecting human rights and work to have a positive effect in all our markets of operation.

 

KEY TAKEAWAYS

Human Rights violations are always intolerable. You are urged to report and act on any suspected breeches, especially against children. Stay educated on the Human Rights situation in your field of expertise and your market of operations.

Always consider the environmental impact when purchasing travels, goods and services. Avoid unnecessary consumption and make informed choices regarding the whole life cycle of goods, projects and activities.

 

WHAT WE STAND FOR

We have signed the UN Global Compact and integrated its ten principles in our Code of Conduct. This means that we:

  • Support and respect the protection of internationally proclaimed human rights. We make sure that we are not complicit in human rights abuses.
  • We uphold the freedom of association and the effective recognition of the right to collective bargaining.
  • We have zero-tolerance against all forms of forced and compulsory labour, as well as child labour.

We actively work to put pressure and demands on contractors, third parties and clients to secure that human rights, labour rights and freedom of association are never violated within their organisations or operations.

We educate all our employees in sustainability and human rights to ensure that minimising negative effects on societies, the environment and on people is part of our advisory and offering.

 

WHAT THIS MEANS FOR ME

AS AN EMPLOYEE I AM EXPECTED TO

  • Understand the internationally proclaimed Human Rights. Keep up to date with the human rights situation in your market and area of expertise. Be familiar with the UN Guiding Principles on Business and Human Rights and use it as a basic framework in my work.
  • Immediately report Human Rights violations, both inside and outside of our organization.

IN ADDITION, AS A LEADER I AM EXPECTED TO

  • Support my team members in knowing what the Human Rights are and how and when they are usually violated.
  • Professionally and timely act on reports of Human Rights violations through our anonymous Whistleblower function .

The CEO of Eqvion The Executive Vice President, each Vice President and Manager are responsible for ensuring that this Code is duly communicated and implemented, and that the employees within his/her area of responsibility are familiar with this Code. All persons working for Eqvion are individually responsible for reading, understanding and complying with the Code and we do not accept a lack of understanding as a legitimate reason for non-compliance. Failure to report or act on violations of the Code or law that you might encounter is non-acceptable. We require our business partners to ensure that any consultants, agents and other business partners or third parties engaged to perform work for Business Sweden, undertake to act at all times in a manner that is in line with the Code.

Any violations of this Code or related procedures by a person working for or on behalf of Eqvion may result in Eqvion facing criminal and financial sanctions. In addition, such actions may result in the person facing potential criminal prosecution and/or disciplinary action including termination, in accordance with local laws. DBM Eqvion reserves the right to review and terminate its relationship(s) with any business partner who violates the Code and if necessary, to take further legal actions.

SPEAK UP

 

Suspect a violation of the Code of Conduct? Report it to a manager or through our anonymous Whistleblower function.

 

When representing Eqvion you may come across situations where you suspect that this Code of Conduct, our policies or the law are violated. If you experience such a situation, you are expected to let us know. Our organisation is built on trust and accountability between all parties. Therefore, it is both encouraged and of great importance that you speak up. Of course, you never risk any form of retaliation when doing so.
 

You can always talk to your immediate manager, Legal Department or Human Resources. If you have a better relationship with or more confidence in another manager, you can talk to them instead. You can also use our Whistleblower Service. It is anonymous, can be accessed from our internal and external website and is available for external parties.

Whistleblowing service

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