Our code of conduct explicitly prohibits engaging in bribery or corruption in any form. Our group-wide anti-bribery and corruption policy and procedures include measures and guidance to assess risks, understand relevant laws and report concerns. They apply to all bp-operated businesses. Appropriate training is focused on the needs of employees in locations or roles assessed to be at a higher risk of bribery and corruption. In 2019 around 11,000 (2018 10,957) employees completed anti-bribery and corruption training.
employees completed anti-bribery and corruption training in 2019
We assess any exposure to bribery and corruption risk when working with suppliers and business partners. When appropriate, we put in place a risk mitigation plan and will choose not to work with a counterparty or reject tenders if we conclude that the risks are too high. We also conduct anti-bribery compliance audits on selected suppliers when contracts are in place. For example, our Upstream business conducts a number of supplier audits in regions where we operate, to assess their conformance with our anti-bribery and corruption contractual requirements. We take corrective action with suppliers and business partners who fail to meet our expectations, which may include terminating contracts. We issued 25 audit reports in 2019 (compared with 27 in 2018).
We also support anti-corruption efforts through our active participation in the Extractive Industries Transparency Initiative (EITI). The EITI provides a global framework for transparency of payments to government. Through the disclosure of government revenues and other relevant information (such as the beneficial owners of extractive companies and the contracts that govern upstream activity), EITI can help to mitigate corruption risks in the extractive sector and support local anti-corruption efforts.??
(by code of conduct chapter)
We want our employees, contractors, vendors, third parties and other stakeholders to feel comfortable about speaking up whenever they have a question or? concern about our code, or if they see something that they feel is unethical or unsafe. Concerns and enquiries can be raised through multiple channels: with line managers or other senior leaders, supporting teams, including human resources, legal, ethics and compliance and through work councils. Concerns can also be raised anonymously via OpenTalk, the bp global confidential helpline. This is administered by an independent company and is available 24 hours a day, seven days a week. It can accommodate calls in more than 75 languages by phone or web.
We received more than 1,800 concerns or enquiries through these channels in 2019. The most commonly raised concernsa were related to the ‘our people’ section of our code. This section addresses issues such as harassment, equal opportunity, and diversity and inclusion.
We have zero tolerance for retaliation against anyone who seeks advice, raises a concern, reports misconduct or participates in an investigation. The? consequences for misconduct, code breaches or violations of our values and behaviours range from coaching to dismissal. In 2019 there were over 100 separationsb for non-conformance with our code of conduct or unethical behaviour. This total excludes dismissals of staff employed at our retail service stations.