The Airbus Ethics and Compliance Programme seeks to ensure that the company's business practices conform to applicable laws, regulations and ethical business principles, as well as developing a culture of integrity.
Join me in focusing on what really matters: preserving our integrity and embracing our values for the purpose of serving the best interests of our great company Airbus.
Guillaume Faury – CEO Airbus
The foundation for integrity at Airbus is our?Code of Conduct (CoC).? The Code is intended to?guide daily behaviour?and help employees resolve the most common ethical and compliance issues that they may encounter.
The Code of Conduct applies to?all employees, officers and directors of Airbus?as well as entities that we control. Third party stakeholders whom we engage are also expected to adhere to Airbus Code of Conduct in the course of performing work on our behalf.
While our Code of Conduct provides a useful starting point, they cannot answer all questions, nor are they sufficient to ensure that Airbus complies with the myriad legal requirements applicable to its business. Because of this, we have worked over the past several years to develop an?Ethics and Compliance programme?that is?structured around four key risk areas:?Business Ethics/Anti-Corruption Compliance, Export Compliance, Data Protection Compliance and Procurement Compliance.
Each of these areas are in turn supported by dedicated compliance policies and a team responsible for their implementation, together with the identification and proposal of new measures to adapt to a constantly evolving regulatory landscape.?
Improving our programme?is a constant and ongoing process, not only in the area of Business Ethics/Anti-Corruption but across the ethics and compliance spectrum more generally.
Conflicts of interest
Gifts and Hospitality
Sponsorship, membership and donations
Lobbyists and special advisors
Supplier compliance review
Prevention of corruption related to M&A, JVS and similar transactions
Suppliers are also expected to cascade these principles through their own supply chain.?
Our?Ethics and Compliance organisation?is part of the Legal Department under the?ultimate responsibility of the Airbus' General Counsel. The aim is to provide strong governance throughout the company with the global presence of qualified compliance officers who ensure the compliance programme is implemented in the different functional and operational areas.
They do this in close cooperation with our employees and management, who are expected to?lead with integrity by example?and take responsibility for compliance within their scope of activity.
Whilst the Tone at the Top and leading by example are critical for the success of the Ethics & Compliance Programme, it is equally important to ensure that employees and Directors receive the right level of training and awareness around the key Directives.
Airbus aims to educate its employees about the standards of conduct that apply to their jobs and the potential consequences, including on anti-corruption.
All Airbus employees receive Ethics & Compliance training including on Anti-Corruption. Additionally, depending on the functions, the country and the level of risk implied by their role, some employees may be selected to attend enhanced Anti-Corruption trainings.
Such trainings can be both delivered via the e-learning platform or during face to face training sessions.
Airbus is committed to maintaining a Speak Up culture by promoting an open and trusting dialogue with employees at all levels.
All employees are encouraged to express their views, defend their opinions, and point out unacceptable behaviour—especially behaviour that violates our Code of Conduct. Employees can raise concerns to their line manager, their Human Resources Business Partner, to a Legal & Compliance representative, or through the Airbus “OpenLine” (www.airbusopenline.com).
The OpenLine is a channel through which employees and other stakeholders may submit an alert securely and confidentially or anonymously. Alerts could relate to our Code of Conduct, policies and standards, or to compliance with applicable laws or regulations. The use of the OpenLine is entirely optional and voluntary, and there will be no consequences for employees who do not use the system.
Airbus protects those who Speak Up and raise concerns appropriately and in good faith; we do not retaliate against anyone who raises a concern, or against those who assist in investigations of suspected violations. Retaliation can take many forms, both direct and indirect, including: harassment, exclusion from meetings, sanction, dismissal, or other discriminatory measures, in particular related to compensation, profit-sharing, free share awards, job classification, performance reviews, promotion, training, transfers, contract renewal, etc.?