אתיקה וציות
יצירת תרבות, The Greif Way.
פַּסִים
- With more acquisitions in 2024, Greif has continued to prioritize efficient transitions with a strong emphasis on The Greif Way, colleague engagement, and our people-first, customer-driven philosophy.
- We strengthened our training initiatives with additional human rights and fair labor practices training for all colleagues on the Greif University platform.
- This year we introduced a new team responsible for overseeing Food Safety, Human Harm, and Sustainability Regulations across our global operations.
- In 2024, business conduct awareness remained a priority, and 99 percent of management and administrative colleagues completed Code of Conduct training.
מדוע אתיקה וציות חשובים
Greif’s everyday operations are driven by our colleagues’ commitment to The Greif Way. The Greif Way sets the standard for our business conduct approach and our internal culture, stemming from strong ethical values. Our policies and procedures govern the ways we work, providing a foundation for carrying out our mission responsibly and in compliance with applicable regulations. Our colleagues drive our culture, and we expect our colleagues to meet our ethical standards. By following high ethical standards, we mitigate potential negative impacts on our colleagues and the communities in which we operate.
Our Approach
Greif has established a broad set of corporate policies that promote ethical behavior and support us in meeting compliance obligations detailed on our Governance, Policies, & Partnerships עַמוּד.
Our policymaking process utilizes a cross-functional team with colleagues from Human Resources, Finance, Legal Department, and any other subject matter experts relevant to the topic to collaboratively manage, review, and implement each policy. We routinely update our policies to incorporate best practices and respond to evolving risks and regulations. Greif conducts regular audits to identify areas where new or improved policies may be required to uphold the standards of The Greif Way.
We introduced our Modern Slavery and Forced Labor Policy in 2024 to further our commitment to human rights in our facilities and communities. This policy joins our framework of Fair Labor Practice policies alongside our זְכוּיוֹת הַאָדָם, עבודת ילדים, יחס הוגן לזולת, Anti-Harassment and Anti-Discrimination, ו Equal Employment Opportunity policies. We evaluate our conformance, at the facility level, through our Human Rights Review process. We will include every Greif facility in this review by the end of 2025. Please see the זכויות אדם ונהלי עבודה הוגנים למידע נוסף על יוזמות אלו.
With operations globally, Greif is subject to a wide range of regulations that vary by region. Our Global Regulatory Steering Committee manages emerging regulations and develops strategies to respond to regulatory changes while minimizing disruption to our everyday practices. Effective navigation of regulations allows us to maximize our performance and adhere to our standards as outlined by The Greif Way.
Greif also participates in external stakeholder groups, like trade associations, to help identify risks stemming from new regulations relevant to our business. Greif is represented in various organizations that support our business priorities and help drive progress towards fulfilling our goals and commitments. The full list of our 2024 Trade Association partnerships can be found on our website.
Our Ethics Hotline is available for Greif’s internal and external stakeholders to submit concerns via our website, email, or phone. Following a strict no retaliation policy, Greif’s Ethics Committee, led by our General Counsel, reviews all submitted incidents to effectively resolve and mitigate all areas of concern identified by our stakeholders. These incidents are compiled into quarterly reports that are then overseen by our Audit Committee. In 2024, we investigated 100 percent of 237 reported incidents made through our Ethics Hotline.
We annually conduct Sarbanes-Oxley Act (SOX) testing to monitor financial record-keeping and reporting compliance across our facilities globally. This process includes identifying which facilities are responsible for roughly 75 percent of our revenue and ensuring all are included in our SOX scope. In addition to SOX testing, we perform risk-based audits throughout the year for entities/facilities that were deemed higher risk to the company. These risk-based audits are based on discussions and survey answers from management, where the survey asks about potential risks around ethics, fraud, financial reporting, policy non-compliance, and other topics that could negatively impact the business. All facilities and entities are assessed and in-scope for risk-based audits. In 2024, Greif had 274 auditable entities, of which 232 entities were either included in SOX testing or had a specific risk-based audit. Internal Audit’s goal is to ensure all entities/facilities have audit coverage (SOX and/or Risk-Based) on at least a five-year basis. As our business expands globally through acquisitions, we remain committed to enhancing our internal control and audit capabilities as we continue to support our One Greif approach.
Goals, Progress, & Performance
יעדי 2025:
- ספק הדרכה מקוונת של קוד ההתנהגות העסקית והאתיקה של Greif ל-100 אחוז מהקולגות עם גישה למחשבים עד סוף שנת 25.
- ספק הדרכה ומידע על מדיניות נגד שוחד של Greif ל-100 אחוז מהקולגות שההדרכה רלוונטית עבורם עד סוף שנת 25.
- לספק הדרכה מקוונת של מדיניות היחס ההוגן לזולת ל-100 אחוז מהקולגות עם גישה למחשבים ולספק מידע נגיש וניתן למעקב לכל העמיתים עד סוף שנת הכספים 2025.
At Greif, we are committed to continuous improvement, including our policies and systems where appropriate. In 2024, we expanded the number of ethics and compliance trainings available to colleagues through Greif University. We updated our מדיניות נגד שוחד with revamped language to make our commitments to our stakeholders clearer.
To maintain compliance with The Greif Way, we require colleagues to complete ethics and compliance trainings. We also measure performance on ethics matters as a part of our colleague performance evaluations to maintain an ethical and compliant workplace. In 2024, 99 percent of relevant colleagues (professional, clerical, and administrative globally and technicians in the US) completed the Code of Conduct training, and 78.7 percent of relevant colleagues (new hires in FY24) completed training on our Anti-Bribery Policy.
Our Human Rights training is rolled out to all colleagues globally on a two-year basis. The next global roll-out of this training will take place in 2025. This will include colleagues from recently acquired locations. Where appropriate, we are integrating additional policies into our Human Rights training. For example, in 2024, 76.8 percent of new colleagues, as part of their onboarding process, received training on our Human Rights policies and procedures, including the Fair Treatment of Others policy.
With continued acquisitions in 2024 and our commitment to the One Greif approach, we focused our efforts on supporting seamless integration that is aligned with The Greif Way, our core values, mission, and principles. Through our formalized integration process, we emphasize the importance of aligning new colleagues with our values-driven culture, establishing policies and providing necessary training to support their success. This learning path for newly acquired colleagues includes access to Greif University trainings, core compliance courses around anti-bribery, human rights & fair treatment of others, data privacy, global anti-trust, and our Welcome to Greif eModule.
