“It is fundamental that each and every one of us take responsibility for respecting our company’s standards,” says Giorgio Totis, Prysmian Group Compliance Director & Data Protection Officer. “Protecting the reputation of Prysmian Group is part of everyone’s job.”
General Cable adopted new anti-bribery internal controls in 2016, and trained all white-collar employees in areas anti-corruption policy, third-party approval policy, exchanging business courtesies, and dealing with conflicts of interest.
Antitrust compliance is also key to the company’s operations around the world, in order to reduce exposure to the risk of being involved in conduct that may be considered anti-competitive. The Board of Directors has adopted a restrictive Anti-Trust Code of Conduct that all directors, executives and employees of the Group are expected to know and comply with in the performance of their duties and in relations with third parties. The Anti Trust Code of Conduct lays out principles of conduct for relationships with competitors, conduct for companies holding a dominant position, conduct during merger reviews, and conduct during inspection by competition authorities.
Finally, a thorough Export Control program with the introduction of a comprehensive Export Control/Trade Compliance policy, a web based training for all salaried employees and the completion of export product classification throughout EMEA region (while kicking off the same effort across North America, with LatAm to then follow) is just another example of the successful integration of Prysmian’s and General Cable’s compliance programs.
The merger with General Cable has created new opportunities to talk about ethics with employees. In July 2018, ten cultural integration workshops were organized around the world, bringing together more than 250 of General Cable and other Prysmian employees of varied origins, roles, ages and skills, to gain better insights into the most important behavior for creating a stronger team and a better culture. The workshop results were then shared with senior management in a dedicated session. In December a second survey was held with all employees with computer access, with the aim of checking the progress of the post-merger integration process.