Our principles

Our people are our most important resource, and therefore we abide by the following principles:

• Equal opportunities – we are committed to offering equal opportunities in recruitment, training, career development and promotion to all people, including those with disabilities, having regard for their particular aptitudes and abilities.  As a matter of policy, full and fair consideration is given to applicants with disabilities and every effort is made to give employees who become disabled whilst employed by the group an opportunity for retraining and for continuation in employment.  It is group policy that the training, career development and promotion of disabled persons should, as far as possible, be the same as that of other employees.

• Health and safety – we consider health and safety as equal in importance to that of any other function of the group and its business objectives. Our health and safety policy can be found here.

• Harassment – we will not tolerate sexual, mental or physical harassment in the workplace. We expect incidents of harassment to be reported to the appropriate human resources director.

• Human rights – managers must take account of the core International Labour Organization (ILO) labour conventions and strive to observe the UN Universal Declaration of Human Rights, by respecting the dignity and human rights of our employees and in particular as stated below:

– “Universal respect for an observance of human rights and fundamental freedoms for all without discrimination as to race, sex, language or religion.”

– We remunerate fairly with respect to skills, performance, our peers and local conditions.

• Communication – we will brief and consult employees and their representatives on all relevant matters on a regular basis in order to take their views into account with regard to decision-making and to achieve a common awareness of all the financial and economic factors affecting the performance of the group. Information relevent to the employees will be provided systematically to employees.

• Security – the security of our staff and customers is paramount and we will at all times take the necessary steps to minimise risks to their safety.


We encourage an open culture in all our dealings between employees and people with whom we come into contact. Effective and honest communication is essential if malpractice and wrongdoing are to be dealt with effectively. Our whistleblowing procedure sets out guidelines for individuals who feel they need to raise certain issues in confidence with Associated British Foods plc or their own business. We make every effort to protect the confidentiality of those who raise concerns, and employees may come forward without fear for their position. A full copy of the procedure is available here

• Competition - we are committed to free and fair competition and we will compete strongly but honestly, complying with all relevent competition laws.
  
  
• Bribery - the offering, paying, soliciting or accepting of bribes or kick-backs including facilitation payments, is strictly prohibited see here for more info.
  
  
• Gifts and hospitality - the provision and reciept of modest gifts and hospitality may foster goodwill in business relationships. However, they must be limited in value and frequency, in keeping with customary business practice and in accordance with all applicable laws. Gifts and hospitality designed to induce or reward improper conduct in connection with any business involving ABF, for example where they might be seen to compromise the receiver's judgement and integrity, are not permitted.
  
  
• Political donations - donations to political parties are not permitted.
  
  
• Confidentiality and accuracy of information - the confidentiality of information received in the course of business will be respected and will never be used for personal gain. False information will not be given in the course of commercial negotiations.
  
  
• Conflict of interest - any personal interest, which may prejudice, or might reasonably be deemed by others to prejudice, the impartiallity of employees, must be formally declared to a senior manager. Examples of this include owning shares in business partners and personal or family involvement in trading contracts. All senior managers and their nominated employees are bound by our code of conduct for dealing in securities.

Customers

We seek to be honest and fair in our relationships with our customers and above all to provide the standards of product and service that have been agreed whilst at the same time offering value for money. At all times we take all reasonable steps to ensure the safety and quality of the goods we produce or services that we provide.

Shareholders

We are committed to increasing shareholder value through sound commercial, responsible and sustainable business decisions, and we will communicate our achievements and prospects to our shareholders in an accurate and timely manner. Apart from the Annual General Meeting, the Company communicates with its shareholders by way of the annual report and accounts, the interim reports and other reports which are available here. Significant matters relating to the trading or development of the business are disseminated to the market by way of Stock Exchange announcements. The Company also holds meetings with its major institutional shareholders to discuss business performance.

Suppliers

We carry out our business honestly, ethically and with respect for the rights and interests of our suppliers. We settle our bills promptly, being a signatory to the Prompt Payment Code, and we co-operate with suppliers to improve quality and efficiency. We seek to develop relationships with supplier companies consistent with these basic principles, and specifically with respect to human rights and conditions of employment. Where supplier audits show shortcomings in any of these areas, we encourage a programme of improvement leading to compliance. Responsibility for specific supply codes and agreements rests with individual businesses.

The wider community

We recognise our responsibilities as members of the communities in which we operate and encourage our businesses to engage with the local community in their areas of operation.The Garfield Weston Foundation was set up by the late W. Garfield Weston in 1958. It is one of the UK’s foremost philanthropic organisations and derives a substantial proportion of its funds from its interests in the group’s ultimate holding company, Wittington Investments Limited. More detail can be found at www.garfieldweston.org. Details of our engagement with stakeholders this year can be found here. Further information about how we approach our relationships with employees, suppliers, customers and communities is given in the sections on each of these groups.