Open door policy

What is the policy designed to achieve?

For the benefit of the business and all Bodycote employees, all managers are expected to operate an ‘open door’ policy on problem solving. Managers should, therefore, make themselves available, either personally or by telephone or email, to resolve issues or problems informally (with formal meetings and other procedures being available as a back-up). Problems and issues occur on a daily basis and these should be addressed initially by direct line managers as they arise. Such issues include anything that adversely impacts upon Bodycote’s vision, mission, and values in that:

  • Our Vision includes being recognised as the leading provider of thermal processing services.
  • Our Mission includes being a good corporate citizen.
  • Our Values include protecting the safety and health of colleagues, and honesty and trustworthiness.
    In practical terms these issues will be:
  • Unsafe working conditions
  • Environmental spills or contamination
  • Discrimination, harassment or abuse
  • Fraud, theft or other financial irregularities
  • Bribery, corruption or illegal activity
  • Inaccurate financial reporting

Disclosure of wrongdoing in these areas will help Bodycote to achieve the high commercial and ethical standards to which we aspire, and will contribute to the Group’s financial success.

Fellow employees, customers, communities and shareholders will all benefit in the long-term from their association with an honest and trustworthy company like Bodycote.

How employees can use the ‘open door’ policy:

  1. By reporting through the chain of management
    Any employee can report their concerns about such problems or issues orally or in writing. In all appropriate circumstances employees should report:
    1. First to their direct line manager
    2. Second to the director responsible for their facility
    3. Third to the director responsible for their division
    4. Fourth to the Chief Executive of Bodycote
    5. Which of these above listed individuals is the more appropriate will depend on the seriousness of the malpractice and who is suspected to be involved in it.
  2. Reporting to the non-executive directors of Bodycote
    If, in all the circumstances, an employee does not feel comfortable about making a report directly to their line, or designated senior manager or the Chief Executive, then they can report instead to any of Bodycote’s four non-executive directors who, between them, speak eight languages. Direct dial contact numbers are available to all employees to enable them to contact the non-executive directors.

How does Bodycote deal with reported concerns?

A report made to line management, his or her superior or a designated senior manager will be dealt with at their discretion, but no Bodycote manager should discipline or victimise an employee if they have genuine and reasonable concerns, which are expressed in appropriate terms.

A report made directly to the Chief Executive or a non-executive director will be acknowledged, treated confidentially if requested, investigated and, if appropriate in the circumstances, the outcome will be notified to the employee. At least annually a summary of all reports made to the non-executive directors under this policy will be submitted to the Bodycote plc Board Audit Committee. In addition, an employee can signify to them whether they are happy with the outcome, or if the reported conduct persists.