Citycon Code of Conduct
The Citycon Code of Conduct (Code of Conduct)lays the foundation for business operations, environmental issues, human rights and relations with our employees and stakeholders.
10 Basic rules
|1.Openness and transparency in all operations.|
|2. Adhering to legal requirements.|
|3. No corruption and bribery.|
|4. Promoting operations that support sustainable development.|
|5. Operating in a socially and environmentally responsible manner.|
|6. Offering a safe and healthy working environment for all employees.|
|7. Respecting human rights.|
|8. Recognising the right to assembly and the right to collective bargaining.|
|9. Banning the use of child and forced labour.|
|10. Removing discrimination from workplace and professional life.|
Integrity, compliance with legal requirements, transparency and openness
Citycon’s key purpose is to develop and maintain an economically sound and prosperous business. Citycon operates with a high degree of integrity and ethics, shall not engage in fraudulent activity, and is committed to comply with applicable legal requirements in all of its operating countries. Within the scope of its operations, Citycon assumes responsibility for all issues it has the authority to control. Citycon provides its stakeholders with information on the company’s status and performance in compliance with law, transparently and openly.
Contributions to political parties and groups
Citycon does not support activities of any political parties or other political groups. Political parties can, however, arrange electoral campaign events in Citycon's shopping centres, in accordance with the centre’s normal leasing practices.
Conflicts of interest
Citycon directors and employees must avoid any activity that could lead to a conflict between their own personal interests and the interests of Citycon. Private activity in Citycon’s area of business, secondary employment or entrepreneurship, private business relationship with Citycon’s stakeholders or other such activity may lead to a conflict of interest. No director or employee may seek to acquire personal benefit by taking advantage of his or her position or Citycon’s property or information.
‘No’ to corruption and bribery
As one of its ethical business principles, Citycon is utterly opposed to corruption and bribery. Citycon and persons acting on its behalf must not offer or accept any benefits, apart from gifts of only token monetary value or reasonable hospitality offered during the ordinary course of business, or in any other way engage in activity, which could influence one’s ability to make objective and honest decisions, or which are aimed at affecting objective and honest decision-making by Citycon director or employee or by a public authority, client, business partner or any other party.
Environment, Health and Safety
Citycon’s directors and employees are committed to promoting the achievement of the environmental targets set by the company. Citycon’s long-term environmental targets are introduced on company’s website. (http://www.citycon.fi/sustainability/environmental_responsibility/long-term_objectives/)
In order to achieve its environmental targets, Citycon
- takes the environment into account in all operative functions;
- complies with all legal requirements, and prepares in advance for future regulatory changes through active monitoring of developments within society;
- continuously develops the steering, management and reporting of environmental practices;
- expects its business partners to operate in a way that supports the fulfilment of Citycon’s environmental targets; and
- guides its personnel towards taking responsibility for environmental issues through continuous training and internal communications.
Citycon is committed to providing a safe and healthy working environment for the entire Citycon personnel. All directors and employees of Citycon are required to comply with applicable legal requirements and instructions relating to health and safety in their workplace.
Respect for Human Rights and Labor Rights
Within its sphere of influence and legal requirements in the countries where Citycon operates, Citycon respects and supports internationally acknowledged human rights as expressed in the United Nations Universal Declaration of Human Rights and the basic labour rights stated in the ILO Declaration on Fundamental Principles and Rights at Work. Citycon will not employ forced labour or child labour. Citycon respects the right of all personnel to decide on joining trade unions and other associations.
Citycon gives high priority to promoting and maintaining equal opportunities and treatment in the working community and employment. Each individual is respected and treated fairly and equally, regardless of gender, belief, age or similar factors. Any kind of harassment within the work environment is forbidden.
Within its sphere of influence, Citycon encourages its tenants, contractors and other partners to adhere to similar high ethical principles as set forth in this Code of Conduct. This is the foundation of all business relationships, both new and those already in existence.
Compliance with the Code of Conduct and Reporting violations
Citycon requires its directors and employees to fully embrace the principles set forth in Citycon’s Code of Conduct and act accordingly. The meaning of the principles is explained to the personnel through internal communications and training.
Citycon directors and employees are encouraged to raise questions and concerns regarding Citycon’s Code of Conduct with their supervisors. It is the responsibility of each director and employee of the company to report on any violation or suspected violation of the Code of Conduct. It is the responsibility of supervisors to give advice on the proper procedures in case of actual violations.
Any situation involving a potential violation of the ban on corruption, bribery or fraud must be reported immediately to the company’s Head of Legal Affairs and/or the Chairman of Audit and Governance Committee of the Board of Directors. The specific procedure for reporting such situations is set forth in Citycon’s Whistleblowing procedure. Any reporting will be treated strictly confidential and anonymously to the extent possible.
Actions inconsistent with Citycon’s Code of Conduct must be corrected promptly and are subject to disciplinary action within the company. Citycon will ensure that no adverse work-related consequences befall a director or employee reporting violations of Citycon’s Code of Conduct in good faith.
“Citycon Code of Conduct” has been approved by the Board of Directors on 12 July 2011 and updated on 9 July 2013.