Our approach to responsible and ethical operations focuses on the following areas:
Upholding high standards of ethical conduct
Our values serve as the foundation for a strong governance framework that is fundamental to our long-term organisational success. Our Code of Conduct sets out behaviours we expect from our employees as we conduct our business, and provides an overview of our legal, regulatory, and ethical requirements. Our Code provides guidance to our employees and partners on the ethics of Hikma’s business activities through the identification and discussion of various risks associated with our business. In addition to our Code, we have also developed policies and procedures designed to help employees and third parties put these behaviours into practice. Hikma employees, officers and directors are trained on the Code of Conduct as part of their induction and are provided refresher training on a periodic basis. Through our global compliance programme we have adopted internal controls and management processes to ensure the responsible and ethical conduct of our business. This includes compliance with all relevant global and local laws, codes and regulations wherever we operate. We believe in transparency and promote a culture that encourages employees to raise any concerns about potential violation of laws and regulations, or any other behaviours or incidents that do not comply with our Code of Conduct. In addition, our speak up line provides both internal and external stakeholders a resource to use to raise concerns about suspected misconduct confidentially. All cases received are reviewed by our Legal and Compliance teams, and investigated, as appropriate, by Legal and Compliance personnel. Substantiated violations of our Code of Conduct, or other policies and procedures are addressed through our disciplinary procedures. Our Compliance, Responsibility and Ethics Committee provides oversight of our global compliance programme and the management of associated risks, including bribery and corruption. We have a zero-tolerance policy for bribery and corruption at Hikma. As a publicly listed company on the London Stock Exchange (LSE), we are subject to the regulations of the UK Listing Authority. We also comply with the UK Bribery Act 2010 and the US Foreign Corrupt Practices Act, as well as global anti-corruption standards and local anti-bribery and corruption laws.
Defending the principles of human rights
Our organisation is dedicated to achieving best practices across our operations, including our supply chain. We work alongside our industry partners to uphold ethical labour practices, oppose the use of child labour and safeguard human rights. We are also committed to upholding the principles of the Modern Slavery Act 2015 (MSA), taking measures to ensure that modern slavery in the form of slavery, servitude, forced or compulsory labour and human trafficking is not taking place in any part of Hikma’s business or in those of our partners and suppliers. Our Code of Conduct sets out our policy on modern slavery, which applies to all employees, consultants and third parties conducting business for or on behalf of Hikma. We continue to take steps to improve our anti-modern slavery practices; enhancing due diligence processes for our suppliers and ensuring 99% of our employees have now completed compliance training. In 2020, we launched RiskRate, NAVEX Global’s third party risk management platform, enabling us to more effectively monitor and address potential compliance issues with our suppliers.
Our commitment to patient safety
As a pharmaceutical company, our primary obligation is to ensure our products are as safe as possible for the patients who use them.
Freedom of association and collective bargaining
We support freedom of association and collective bargaining across Hikma to ensure employees are fairly represented and their rights are protected. Employee representation takes different forms across Hikma. Employees are either represented by trade unions or other employee groups that discuss employee issues and concerns with management. At some sites there is no employee representation, yet all of our employees reserve the right to freely associate and to pursue collective bargaining. Where official unions are present, employees are protected by collective negotiation agreements signed by the general manager of the site and the head of the union. Elsewhere selected employees represent the workforce in discussing employee issues with management at the site. Our managers are responsible for union discussions and ensuring that employees are aware of their rights. Topics discussed with unions and employee representatives include salary and bonuses, insurance cover, which is reviewed annually, employee health and safety and employee training. Employee representation in Europe and MENA varies in accordance with local laws and the needs and priorities of our employees. In the US, we comply and will continue to comply with all applicable federal, state, and local legislations affecting our business.
When required by regulatory authorities to conduct animal testing as part of new drug development, we only outsource to partners with the highest ethical standards.