Code of conduct
The Generali Group Code of Conduct, together with our Values (Value our people, Deliver on the promise, Be open, Live the community) constitutes the foundation of the Group’s cultural identity aimed at delivering long-term success and sustainability, to contribute positively to the well-being of all stakeholders and, ultimately, to realize the purpose of enabling people to shape a safer future by caring for their lives and dreams.
Our Code sets out the behaviours that must be adopted, and provides specific guidance related, for example, to: the promotion of fair conduct of business, diversity and inclusion, sustainability, personal information and privacy, fair competition and antitrust, the prevention of conflicts of interest, bribery and corruption, money laundering, terrorist financing and international sanctions violations. It states the right to be treated fairly and without discrimination as well as to work for an organization that consistently promotes and rewards work ethics.
Our Code of Conduct is adopted also by our joint ventures and constitutes a point of reference for our consultants, suppliers, agents, etc.
Please find below the translations of the Code of Conduct applicable in the countries where the Group operates:
We want people to feel free to ask questions and to report any concerns about a practice or conduct considered as inappropriate or inconsistent with the law, the Code of Conduct or other internal regulation.
Reporting of concerns (whistleblowing)
We encourage people to report any concerns through the following channels:
- by post: Group Compliance - Business Integrity - Via Machiavelli, 3, 34132 Trieste.
- by freephone numbers or web forms for all the countries we operate in via secure.ethicspoint.eu
For detailed information on how concerns are handled see the “Process on managing reported concerns”
We guarantee the utmost confidentiality and, where permitted, we also accept anonymous reporting.
Generali Group is committed to maintaining a work environment free of harassment, intimidation, discrimination and retaliation for engaging in protected activities such as reporting violations or participating in an investigation pertaining to alleged violations of the law, the Code or other internal regulation.
The Group strictly prohibits any form of retaliatory action against employees who raise issues or ask questions, make reports, participate in an investigation, refuse to participate in suspected improper or wrongful activity.
Retaliation is misconduct. Any form of retaliation is subject to penalties up to employment termination.
In 2019, 149 allegations were received by the Compliance Function, with the main topics broken down as follows: business conduct issues such as conflict of interest (54); discrimination and harassment (27); internal frauds perpetrated by administrative personnel or intermediaries (27); distribution network (17).
127 allegation have been closed in 2019, of which 82 substantiated leading to the adoption of the following measures: dismissal or termination of the contract (30); warning (24); training (13); disciplinary measures other than termination (11); change of role (2).
The monetary value of damages stemming from the above cases in considered negligible.
TRAINING ON THE CODE OF CONDUCT
- As of the end of 2019, 52,197 employees have completed the Introductory Code of Conduct training course.