Relatório Sustentabilidade p.279
Our relationships with all our stakeholders are guided by the principles of transparency, honesty and integrity. In our relationship with employees, we have several tools to ensure that everyon is treated equally, irrespective of their origin, age, gender or religious beliefs, respecting both universal rights and national labour laws.The Jerónimo Martins Group’s Ethics Committee is responsible for the impartial and independent monitoring of the disclosure of and compliance with the Code of Conduct102 and Anti-Corruption Policy103. These two instruments set out the ethical principles and conduct which the employees of the Group and its Companies must follow, no matter their position, function or the country where they work. When they start working at the Group, all employees receive a copy of the Code of Conduct and attend regular and related training sessions – in 2020 training was provided to over six thousand employees. The Anti-Corruption Policy establishes zero tolerance for any form of corruption, influence 102 www.jeronimomartins.com/en/about-us/who-we-are/our-code-of-conduct. 103 www.jeronimomartins.com/en/about-us/who-we-are/anti-corruption-policy; 104 Mobbing refers to the psychological harassment in the workplace of an individual or group by two or more people, as opposed to bullying, which is harassment by one person (International Labour Organization, 2006).
peddling, the acceptance of undue advantages or the payment of any benefits in violation of the Code of Conduct or the laws in force in each country. The policy was approved in 2019 and widely disseminated in 2020 among managers and operations employees in critical roles.
The Ethics Committee has a dedicated website (ethicscommittee.jeronimomartins.com), that is the preferred channel of contact and reporting for issues related, in particular, to aggression, harassment, conflict of interest, corruption, discrimination, fraud, improper business practices and misuse of information. All communication, whether by email or telephone, is kept strictly confidential and all situations reported are analysed and investigated, and subsequent action plans drawn up.
P.279 anti-corruption
The Anti-Corruption Policy establishes zero
tolerance for any form of corruption, influence
peddling, the acceptance of undue advantages
or the payment of any benefits in violation of
the Code of Conduct or the laws in force in each
country. The policy was approved in 2019 and
widely disseminated in 2020 among managers
and operations employees in critical roles.
The Ethics Committee has a dedicated website
(ethicscommittee.jeronimomartins.com), that is
the preferred channel of contact and reporting
for issues related, in particular, to aggression,
harassment, conflict of interest, corruption,
discrimination, fraud, improper business practices
and misuse of information. All communication,
whether by email or telephone, is kept strictly
confidential and all situations reported are
analysed and investigated, and subsequent action
plans drawn up.
P.279 Human rights & Diversity and inclusion
In line with the guidelines of the United Nations
and the International Labour Organization,
the Group values diversity, the right to nondiscrimination, fair pay, a safe and healthy
environment, rest, privacy, personal and family life,
among other rights, in compliance with the laws
of the countries in which it does business and with
supranational laws.
The Human Resources policies in force encourage
a culture of alignment between the three countries,
compliance with laws and regulations, fairness
102 www.jeronimomartins.com/en/about-us/who-we-are/our-code-of-conduct.
103 www.jeronimomartins.com/en/about-us/who-we-are/anti-corruption-policy.
104 Mobbing refers to the psychological harassment in the workplace of an individual or group by two or more people, as opposed to bullying, which is
harassment by one person (International Labour Organization, 2006).
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Standing strong on the front line
and meritocracy, and sustainable value creation
throughout the employee career cycle.
Other inalienable rights such as freedom of
association, trade union activity and the right to
collective bargaining are also ensured. In Portugal,
collective bargaining encompasses more than 90%
of employees105. In Poland, the Trade Union Policy
was created in 2020, a mechanism to regulate
relations with trade unions as a means to improve
working conditions.
We also prevent child and forced labour within the
scope of our activities and ensure respect for the
rights of indigenous peoples.
Diversity and Inclusion
In 2020, the Diversity and Inclusion area,
responsible for managing the global Human
Resources agenda in this regard, remained focused
on equality and social inclusion, the latter centred
around creating job opportunities for people
facing labour market disadvantage: people with
disabilities, migrants and refugees, and people
at social risk.
Gender equality is a commitment by the Group that
is part of all stages of the employee career cycle.
Particularly as regards compensation and benefits,
the Group has an overall gender pay gap ratio of
96.5%106. This ratio is higher than 95% in the three
countries where we operate: Poland, Portugal
and Colombia.
In 2020, we updated our Gender Equality Plan for
2020-2021107, in accordance with laws in force in
Portugal, and joined Target Gender Equality108.
The latter is a programme designed for members
of the United Nations Global Compact aimed at
accelerating gender equality in companies by setting
targets for women’s representation and leadership
in all levels and in all areas of business (Sustainable
Development Goal number 5 of the 2030 United
Nations Organization Agenda – “Gender equality
and empower all women and girls”).