SpeakUp Channel
Our employees and other stakeholders play a crucial role in identifying work-related misconduct. OMV fosters a culture of openness and accountability, encouraging all stakeholders to report any suspected misconduct. OMV employs a comprehensive remediation process to address and resolve any work-related grievances. For example, if an employee reports instances of harassment or discrimination, or if there are concerns about unsafe working conditions, these grievances are investigated.
The channels available for registering work-related grievances include local reporting mechanisms at Company level and our online SpeakUp Channel. The SpeakUp Channel provides employees and other stakeholders with a secure platform to confidentially and, if necessary, anonymously share information about any potential work-related misconduct they have perceived or observed. The P&C department is responsible for operating the SpeakUp Channel and managing communication on workplace-related grievances with reporters through the associated IT tool. Trained P&C personnel oversee the grievance handling process, ensuring that all complaints are treated consistently and fairly.
All grievances reported through our SpeakUp Channel are promptly investigated using the following process: an initial pre-screening to prioritize cases, assignment, planning, internal investigation, appropriate resolution actions, clear communication of outcomes, follow-up to ensure effective implementation (where necessary), and documentation following closing. This approach ensures that all grievances are handled fairly and transparently, fostering a supportive and safe work environment. It also ensures that every concern is thoroughly addressed, and appropriate actions are taken to resolve any issues identified. OMV evaluates the effectiveness of the remedies provided by gathering feedback from employees and other stakeholders, tracking the time taken to resolve issues, and assessing whether similar problems arise again.
To prevent recurrence, OMV ensures that implemented measures are continuously monitored and improved as necessary. For example, spot checks and internal audits are conducted to identify the effectiveness of the measure and any gaps or areas for enhancement. This approach helps OMV protect our people, our Company, our Values, other stakeholders, and society as a whole. We view grievance mechanisms as vital tools for preventing and managing negative impacts on employees. OMV has therefore established dedicated channels for stakeholders to voice their concerns regarding workplace misconduct.
With the recent introduction of our SpeakUp Channel, we are providing comprehensive training to employees involved in overseeing and supporting the grievance handling process. All our employees and management are informed about the availability of these channels through our internal communication tools, emphasizing the importance of using grievance channels and maintaining open communication. Our intranet and internet pages contain detailed information on the functioning, processes, and purposes of grievance handling, helping to manage expectations, ensure proper reporting, and support reliable investigations.
To ensure that our workforce can trust this channel as a means for raising their concerns, we are also working on implementing effective feedback mechanisms, such as making SpeakUp Channel topics a regular agenda item at meetings with the works council. Provisions to ensure protection against retaliation for individuals reporting work-related misconduct are stipulated in our P&C Ethics Policy and our P&C Misconduct Reporting Procedure. These provisions specifically protect employees from experiencing negative consequences related to their professional advancement, further training, income, or other professional development opportunities, such as dismissal, demotion, denial of promotion, negative performance appraisals, or disciplinary actions for reports made in good faith.
In addition to our SpeakUp Channel, we offer various other local channels at Company level, such as employee hotlines and designated contact persons depending on the issue at hand (e.g., People & Culture, Compliance, or HSSE representatives, PetrOmbudsman). Many of our companies have established employee representation bodies like works councils, which offer further support in the event of grievances.