Measurement and improvement
We measure the integrity culture in several ways. In 2017, we implemented compliance questions in our recruitment standards to better assess new recruits against AkzoNobel’s ethical standards. To measure employee engagement, we have introduced pulse surveys, periodically inviting large groups of employees to answer a variety of questions. These include questions relating to compliance to measure the integrity culture. The results will feed into our compliance and audit programs.
In the first quarter of the year, the Compliance function analyzes the SpeakUp! data of the previous year and uses the results of this analysis as input for their compliance plan the following year.
Internal Audit performs compliance audits to test the effectiveness of the Compliance framework. In 2017, the Internal Audit function audited the Export Control framework, resulting in an overall positive opinion.
Performance of managers and executives is incentivized and measured in that one of the leadership behaviors against which they are evaluated is role-modelling the company’s core principles. For executives, a portion of the long-term incentive is dependent on the company’s performance in the Dow Jones Sustainability Index (DJSI), which includes evaluation of Code of Conduct and human rights practices.
In 2017, AkzoNobel regained its number one ranking in the Chemical industry on the DJSI. The scores on Code of Conduct and human rights improved and contributed to this success.
Our Code of Conduct defines our core principles and how we work. It incorporates fundamental principles on issues such as business integrity, labor relations, human rights, health, safety, environment and security and community involvement.