NAVEX > 实例探究 > Vanderlande Overcomes Company Culture Challenges Using EthicsPoint® Software

Vanderlande Overcomes Company Culture Challenges Using EthicsPoint® Software

公司规模

Large Corporate

国家

Netherlands

产品

NAVEX EthicsPoint
NAVEX E&C

技术栈

Whistleblower Hotline Intake
Incident Management: EthicsPoint®
Awareness Solutions

实施规模

Enterprise-wide Deployment

影响指标

Employee Satisfaction
Brand Awareness

技术

功能应用 - 远程监控系统

适用功能

人力资源
商业运营

用例

远程资产管理
网络安全

服务

系统集成
培训

关于客户

Vanderlande is a Dutch originating logistics and process automation company that has operated for over 90 years. They were acquired by Toyota Industries Corporation (TICO) in 2017 and today serve some of the world’s largest food retailers, over 600 airports globally, and handle more than 52 million parcels with cutting-edge solutions. The company has over 9000 employees based in airports, manufacturing operations and parcel logistics and distribution centers around the world.

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挑战

In 2017, after the acquisition by TICO, Vanderlande and other group business entities needed to launch a new speak-up program that would meet the needs of a scattered and role-diverse workforce. The company had to ensure that the local entities could meet the regulatory requirements, such as those in the EU Whistleblower Protection Directive. There were also cultural challenges to overcome. For example, speaking up in Europe is largely seen as ‘doing the right thing’, but is often less so in Asia Pacific or the Middle East.

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解决方案

The NAVEX EthicsPoint solution was already used by parts of the group outside Vanderlande before being implemented across the entire company. Along with an internally created “Good Business” initiative, Valderlande rolled out NAVEX EthicsPoint following the implementation of a training and engagement program. Together, these helped to embed the solution and encourage employees to see the value in speaking up about issues. The internal mandatory training program consists of videos, policy training, questionnaires and FAQs all hosted on the company intranet. It is supported by local language posters displayed across all business, project and service locations to remind and encourage employees to engage with the speak-up program. All new employees undertake the mandatory training as part of their onboarding experience. In 2018 and 2019, global face-to-face speak-up training was introduced for all new managers, who have remained supportive of the whistleblowing program and its benefits to employees and the business.

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运营影响

A notable development is the renaming of their compliance department to the ‘Good Business’ department.
They also moved on from 90% of their speak-up calls being about fraud and corruptionrelated matters to employees seeing a wider benefit in speaking up about other matters such as HRrelated concerns.
Finally, all cases are reviewed by the Risk Committee, which also reports the annualised case numbers to the board, the Audit Committee and TICO. By doing so, senior executives can gain a deeper analytical insight into what trends or potential areas of concern are unfolding within the business. It also allows them to understand the true value of the company’s whistleblowing program.

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数量效益