tiï O Q,
Values and behaviours
At HEINEKEN we stand by our values: passion for quality, enjoyment of life and
respect for people and for our planet. Our values are part of 'We are HEINEKEN',
our Code of Business Conduct and its policies.
Conducting business with integrity
Inclusion and Diversity
Introduction Report of the Executive Board Report of the Supervisory Board
Our values guide how we work and conduct our
business, supporting the principles of the UN
Global Compact and the OECD Guidelines for
Multinational Enterprises. We are committed to
conducting business with fairness, integrity and
respect for the law and our values. The HEINEKEN
Code of Business Conduct (the Code') and
its underlying policies communicate the basic
principles that every employee must observe when
acting for, or on behalf of, HEINEKEN.
To make sure that our Code accurately captures
and reflects our changing world and business, we
reviewed and updated the Code and underlying
policies in 2018. The updated Code and policies
were launched in September 2018 in our operating
companies, in 38 languages.
We provide ongoing communication and
training to employees worldwide to raise
awareness of the Code and its underlying policies.
Mandatory e-learning exposes employees to
practical business conduct dilemmas. By the end
of 2018, more than 78,546 employees (92%) had
completed the training, either online or in the
classroom (2017: 75,000).
As a multinational operating in more than 70
countries, we pay special attention to potential
exposure to bribery and corruption. It is our principle
never to engage in bribery, in any place, at any time.
For more detailed information on our Code of Business Conduct,
see our website.
HEINEKEN's anti-bribery framework consists of
several key elements aimed at our operations
to minimise the risk of and exposure to bribery
related incidents, support our employees with
their daily challenges and to meet applicable legal
requirements. These elements include screening
of third parties and visits to selected operations to
assess bribery risks.
Our anti-bribery e-learning programme helps
our employees recognise and deal with bribery
dilemmas they may encounter during their work.
The programme consists of three training modules
and is mandatory for key groups of employees
across a range of functions. By the end of 2018,
19,560 employees had completed one or more
modules of this training programme. We keep
reasonable and proportionate oversight on activities
related to the implementation and effectiveness of
the training through internal controls.
We encourage everyone to Speak Up in confidence
and without fear of retaliation about any concerns
they may have. We offer several Speak Up channels
through which people can raise questions and
concerns. They include Trusted Representatives
and an external Speak Up service (telephone and
online) which is run by an independent third party
and available 24/7, 365 days a year. Speak Up is
available to anyone who wishes to raise a concern
about possible misconduct within our Company,
both HEINEKEN employees and external parties.
Heineken N.V. Annual Report 2018
We received 1,293 reports of suspected misconduct
through Speak Up in 2018 (2017: 661). This increase
results from ongoing awareness initiatives as well
as the successful launch of Speak Up in newly
acquired operations and the rising maturity of our
Speak Up programme. Speak Up reports concerned
allegations of fraud (32%), discrimination and
harassment (24%), conflicts of interest (8%) and
other issues (36%).
49% of reports were substantiated and corrective
and preventative actions were taken where relevant
and possible. Actions included process and control
improvements, reimbursement of financial loss and
As a global enterprise, HEINEKEN is inherently
multi-cultural and this diversity remains our
strong point. We focus on developing an inclusive
work environment where the nationalities, ages,
capabilities, experiences and working styles of all our
employees are valued and embraced. In 2018, there
were 66 different nationalities among our senior
managers (2017: 64). Female representation at
senior levels stands at 20% (2016: 17%, 2017: 19%).
However, we still need to do more to increase our
Representation by gender in (2018) Male Female