G4S Annual Report and Accounts 2011

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Overview Strategic review Performance Performance Corporate Social Responsibility continued Safeguarding our integrity Number of internal control audits Why it matters Integrity is one of the group’s core values – being a responsible business partner, employer, customer and supplier is an important part of our strategy and forms an essential foundation on which we carry out our business. 102 116 141 150 What we’re doing Business ethics To ensure that our employees understand how they can play their part in delivering high ethical standards across the group, we continue to enforce a group-wide Ethics Code that sets out how we expect our employees to behave in order to “live” our value of Integrity. The code is supplemented with a Business Ethics Policy which provides a more detailed summary of the group’s ethical standards of operation. The code and policy are reviewed each year, incorporating evolving legislation and evaluating any risks to the group’s integrity. To ensure compliance with the code and policies we also ask businesses, as part of the G4S risk assessment process, to assess their business ethics risks and compliance with the ethics policy. Anti-bribery To comply with the requirements of the Bribery Act which became effective from 1 July 2011, we embarked on an extensive programme of reviewing our policies and procedures and introducing new policies where we felt they needed to be strengthened to comply with the “adequate procedures” required by the Act. This programme included a global awareness campaign to ensure all managers and employees understand the implications of the Act and our expectations in relation to their behaviour; training materials and methodology – in 25 languages – specifically on business ethics and anti-corruption; and the launch of a 24 hour global, multi-language, whistleblowing hotline service called “Safe 2 Say” to ensure that all employees have a simple means of reporting non-compliance with group policies or inappropriate behaviour. How we’re performing uu 20,000 employees targeted with business ethics and Bribery Act training uu 150 on-site internal audits and reviews – 50% more than in 2008 uu 4.9 issues raised per on-site audit compared to 5.3 issues in 2010 uu 30% increase in issues logged following launch of whistle-blowing hotline “Safe 2 Say” Priorities for 2012 uu Maintain audit coverage at 2011 level uu uu uu uu uu uu 2008 2009 2010 2011 Enhance monitoring and reporting on Financial Reviews completed by Regional finance staff covering all business entities world-wide Further promote new global whistle-blowing hotline service and manage potential significant increase in volume of calls Improvements in investigation and handling of issues raised. Bedding in of anti-bribery controls Programme of anti-bribery audits Review of results of anti-bribery risk assessments and implement improvement actions Human rights In 2010 and 2011 we faced increasing criticism regarding the provision of services to customers in the West Bank area through contracts which we had inherited through an earlier acquisition. This issue prompted us to consider our position on human rights and to undertake a broad project tasked with creating a clear human rights policy. Our review mapped the human rights landscape, analysed G4S operations to determine human rights risks and challenges and developed a human rights policy. As a result of the project, we have recently drafted a new human rights policy and are currently seeking feedback from internal and external stakeholders on its content. Once the policy is agreed, we will implement it across the group and will develop operational guidelines to support its implementation. We have also recently upgraded our CSR checklist process for evaluating new country entries, acquisitions and major contract bids to improve the human rights elements of the process based on a variety of external sources of human rights data. 46 G4S plc Annual Report and Accounts 2011
Governance Financial statements Shareholder information Securing our people Why it matters As a service provider, our customers rely on us to have a motivated and healthy workforce. Keeping our employees safe, looking after their interests and treating them fairly is therefore vital to our ongoing success. What we’re doing Health and Safety In 2011, we began implementing the new health and safety standards and benchmarks which had been developed during the previous year. The new standards covered areas such as training, communication, reporting, risk assessments, KPIs and formal reviews. Good progress has been made during the year in embedding the new strategy and we continue to work with customers, employees and unions to improve the health and safety environment for our employees. How we’re performing uu uu uu uu 7% reduction in the number of fatalities related to attacks on our employees by third parties (reducing from 30 to 28) Work-related fatalities increased from 59 to 76. This increase was due mainly to the high number of road traffic fatalities which rose from 14 in 2010 to 30 in 2011. Providing ideas and sharing internal best practices on road safety will be a major focus for 2012 Conducted 11 health and safety Critical Country Reviews Incidents in which there were multiple fatalities rose from one in 2010 to five in 2011 due to a number of tragic events including a helicopter crash in Papua New Guinea and an insurgent attack on the British Council in Kabul Fatalities by category 76 Employee engagement We conducted a global employee survey, providing a detailed insight into the views of the workforce that we can take into account as we continue to develop our employee engagement programmes. There was also a significant increase in response rate, by 30% to 245,000 employees. According to the survey: uu Overall employee engagement levels rose from 76% in 2009 to 81% in 2011 uu Over 80% state their intention to be employed by G4S in 12 months’ time uu 89% believe they have been well trained to do their role Training and development Continuing to invest in the development of our people, and in particular the talent pipeline, is vital to ensure they have the skills, knowledge and behaviours to meet increasingly complex challenges in a range of environments. To ensure that G4S continually builds a strong talent pipeline we introduced a more comprehensive annual Talent Review process during 2011. The purpose was to clarify current and future capability requirements and to assess our pipeline against this as well as review succession planning. Around 700 senior leaders and managers were reviewed against criteria on their performance and potential. 2011 2010 Priorities for 2012 uu uu uu uu 28 30 Attack 18 15 Non-attack 30 14 Road traffic Establishment of global forum for health and safety practitioners to gather knowledge, share information and develop best practices Development and implementation of a programme on road safety management 59 Total Monitoring the implementation of the action plans from Critical Country Reviews already conducted. Further reviews to be conducted in response to incident trends Continue to utilise external health and safety benchmarks to check progress and drive change G4S plc Annual Report and Accounts 2011 47
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G4S Annual Report and Accounts 2011

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