What information do we collect?
When using this site we may ask you for personal information, for example, your name, address or telephone number, e-mail address in order to provide you with the services you wish to make use of, such as email alerts. Cookies (see below) may also collect information about your use of this site or other sites accessible from our website.
How we use your information
We use this information to provide you with services made available on this site or to facilitate your use of the site. We also use information to help us analyse how people are using our site so that we can continue to improve the user experience.
We will only collect and use personal information in line with our responsibilities under applicable Data Protection laws.
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Some cookies are session cookies, which mean that they are created only for the time of your visit and are deleted when you leave the website. Other cookies (“persistent cookies”) remain on your device for a period of time specified in the cookie. Persistent cookies are activated each time that you visit the website that created that particular cookie so that the site remembers who you are when you return and can personalise the site for your use.
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Cookies used on this website
We use the following cookies on our website:
Strictly necessary cookies: These cookies are essential in order to enable you to move around the website and use its features.
Performance cookies: These cookies are used to collect information about how visitors use our website. We use the information to compile reports and to help us improve the website. The cookies collect information in an anonymous form, including the number of visitors to the site, where visitors have come to the site from and the pages they visited. This information cannot be used to identify who you are. Google stores the information collected by these cookies on servers in the United States. Google may transfer this information to third-parties where required to do so by law, or where such third-parties process the information on Google’s behalf.
Functionality cookies: These cookies allow our website to remember choices you have made when using the website or they may be used to provide services such as watching video on line.
Certain of the cookies on this website are session cookies and others are persistent cookies. If you would wish to adjust which cookies may be placed on your computer by this website, please look at the help or settings menu on your browser which should allow you to set your own preference as to how you wish cookies to be treated.
By using our website, you agree that we can place the types of cookies referred to above on your device.
All comments, queries and requests relating to our use of your data are welcomed and should be addressed to firstname.lastname@example.org or to +44 (0)20 7355 5300.
Code of Business Conduct
The Parties shall conduct their business to the highest standards of honesty and integrity.
Company reputation and good name are each Party’s greatest assets; they are easily lost by actual or suspected corrupt or unethical behaviour. Without them the Parties will lose business and jobs.
Corrupt behaviour can be criminal behaviour: a company and its employees can be prosecuted, fined or imprisoned. Conviction can ruin individual careers, lead to existing contracts being terminated and disqualification from bidding for others, with a consequent loss of jobs.
- will respect the dignity and rights of its employees, and place the highest priority on ensuring the safety of each other at work and the safety of others who might be affected by its activities;
- will seek to minimise so far as it reasonably can the impact of its activities on the environment;
- will comply with the law in the conduct of its business;
- will be honest in its dealings with those with whom it does or seeks to do business;
- will strive to avoid even the appearance of wrongdoing or impropriety in the way it goes about its business;
- will be diligent in selecting its business advisers and partners so that it minimises the risk of its reputation being damaged by others;
- will implement and observe appropriate training and procedures designed to ensure that it and others working for it understand what this Code of Business Conduct means for them in practice;
- will treat seriously breaches of the Code of Business Conduct;
- will not bribe or attempt to bribe anyone;
- will not take bribes from anyone.
Each Party’s employees:
- will avoid (or properly disclose and obtain clearance for) potential conflicts between their interests (or those of their friends and families) and their responsibilities to each other or their customers;
- will seek advice on how to proceed if they are at all unsure whether something complies with this Code of Business Conduct;
- will be able to raise (confidentially if they wish), without fear of unfavourable consequences for themselves, any genuine concerns they have that this Code of Business Conduct is not being followed;
- will not take bribes and will report to appropriate management any attempt made to bribe or improperly influence them or another employee in the carrying out of their duties for Babcock;
- will not bribe or attempt to bribe anyone and will report to appropriate management if they know of any request or suggestion that their employee, or anybody working for or within their employers group structure, should bribe or attempt to improperly influence someone.
Each Party’s business advisors:
- must agree to comply, and actually comply, with this Code of Business Conduct, so far as relevant to them, as if they were our employees.
Each Parties business partners
- should either be willing to subscribe to this Code of Business Conduct or have equivalent standards and procedures in their own businesses.
Inclusion and diversity
At Babcock, we believe diversity is about more than age, race, colour, ethnic origin, gender, marital status, religious or political beliefs, sexual orientation or disability. We believe diversity is also about embracing the advantages different experiences, skills and outlooks can bring. This approach includes but is not limited to unfair discrimination based on race, age, sex, pregnancy and maternity, marriage and civil partnership, religion and belief, disability, sexual orientation or gender reassignment.
We all have responsibility for our own behaviour, and for maintaining an environment in which prejudice is eliminated and where everyone is treated fairly, with respect and dignity. Babcock believes that each individual can only give their best if we are an inclusive organisation and can demonstrate the value we place on diversity. As a result, we expect our suppliers to have processes in place that ensure that selection for employment, promotion, training or any other benefit will be based on skills and ability only. All applicants, employees and third parties must be treated fairly and with equality of opportunity, and all forms of unlawful and unfair discrimination must be opposed.
All Parties are expected to have equivalent policies and procedures to promote inclusivity and diversity within their business and extended supply chain.
Dignity and respect
We believe in creating a working environment based on dignity and respect, bringing together individuals from many different backgrounds to give us fresh perspectives and new ideas.
All Parties must:
- Fulfill all their legal requirements under relevant equality legislation.
- Fulfill their duty to make adjustments as far as reasonably practicable, to enable employees and all its stakeholders to have access and carry out their work and responsibilities.
- Be aware of the value their organisation places upon respect and inclusion, and that formal investigations may be taken in the event of any breach of policy.
- Have inclusive and open recruitment and selection, progression and development process to encourage employees and clients to develop and progress.
All Parties will promote respect and inclusion by:
- Actively promoting quality of opportunity and good relations between all sections of the business.
- Promoting respect and inclusion throughout all operational activities.
- Actively encouraging the participation of underrepresented groups in all the diverse activities of the organisation.
- Ensuring service delivery, communications, actions, resources demonstrate sensitivity to issues of respect and are adapted as necessary.
- Delivering an inclusive approach to celebrating success.
- Reinforcing our commitment to respect and inclusion in appropriate publicity materials.
As an international business we recognise our responsibility for upholding and protecting the human rights of our employees and other individuals with whom we deal in our operations across the world. We welcome the opportunity we have to contribute positively to global efforts to ensure that human rights are understood and observed. We believe that a culture of respect for, and promotion of, human rights is embedded throughout our business and can be demonstrated by our commitment to ethical conduct in everything we do.
Our business internationally recognises the United Nations Universal Declaration of Human Rights and the standards established by the International Labour Organisation. Our suppliers and their extended supply chain are expected to share this commitment and to meet the following:
Treat workers equally
- Respect the human rights of all employees and the rights of the communities in which they operate.
Ensure work is performed on voluntary basis
- Ensure that all employees can make a free choice about their employment there should be no illegal, forced, bonded, involuntary or exploited labour.
- Ensure there is no involvement in human trafficking or involuntary movement of people.
Reasonable working hours
- Ensure employees do not work hours in excess of the limitations set by relevant local and national laws and regulations.
- Ensure all overtime work is voluntary.
- Other than for extraordinary situations, all workers are entitled to at least one day off in every seven day period.
Workers are of an appropriate age
- Ensure that no underage workers are employed, either directly or indirectly.
- Our Suppliers are encouraged to participate in appropriate apprenticeship programmes that comply with applicable laws and regulations.
Workers are paid fair wages
- Pay wages which at least meet national legal standards. Pay industry benchmark standards wherever possible.
- Ensure overtime work is used responsibly and compensated fairly.
- Ensure that everyone is working in a recognised employment relationship as defined by law, and explain clearly to employees the terms and conditions of their employment and the expected work output to which their wages relate
Workers health and safety in the workplace is protected
- Provide a safe and sanitary workplace, taking all necessary actions to educate employees to prevent accidents and injury to health.
Ensure access to fair procedures and remedies
- Allow access to full and confidential remedy/grievance processes.
Freedom of Association and Collective Bargaining
- Allow free association and the opportunity to communicate directly with management without fear of intimidation or reprisal.
Babcock is an international company and we are committed to conducting our dealings, with the utmost integrity. We are committed to the protection of human rights and comply with all national laws of the jurisdictions in which we operate. We respect all international treaties including the United Nations Declaration on Human Rights and the Australian Modern Slavery Act 2018 (Cth). Modern Slavery considerations are included as part of our risk management and supplier selection processes and we will continue to review our approach to training our employees and ascertaining risks in regards to the prevention of modern slavery. We will also review how we align with our suppliers on these issues.
We expect our suppliers and extended supply base to comply with this legislation.
Where it is discovered that there has been a breach of the above, or any other relevant, declarations and legislation, we will take all necessary steps to mitigate any impact.
Anti-bribery and corruption
All Parties must be committed to doing business with honesty and integrity.
No Party employee or representative of a Party may engage in any dishonest practice or any form of corruption anywhere in the world. Corruption includes, but is not limited to, the giving or receiving (directly or indirectly) of bribes, kickbacks or any other improper advantage in the context of a business relationship or transaction.
This policy against corruption is of paramount importance.
All Parties’ employees (and employees of subcontractors to the lowest tier) must:
- Act honestly at all times.
- Comply with the laws of the Australian and/or New Zealand and any other country in which they are operating or which may otherwise have an impact on its business operations.
- Never bribe or give any other improper advantage to any party (whether directly or indirectly), or receive the same from any party (whether directly or indirectly).
- Avoid any appearance of impropriety in business relationships or transactions.
- Keep full and accurate records of all payments made by any Party company or by third parties on behalf of any Babcock company.
We expect high standards of conduct from our suppliers and will not tolerate any behaviours that conflict with our strict compliance code around bribery and corruption.
Gifts and hospitality
In themselves, corporate hospitality, entertainment and corporate gifts are usually not a problem legally, however, they can amount to bribery or be perceived as being bribes, or at least suspicious, especially with hindsight.
We encourage all of our suppliers to maintain a record of all hospitality and gifts given or received during the course of, or as a result of, their engagement with Babcock.
Gifts and hospitality should not be offered or accepted during commercial negotiations.
Conflicts of interest
Parties must avoid interactions with any Babcock employee that may conflict or appear to conflict with that employee acting in the best interests of Babcock.
All potential conflicts of interest e.g., family relation or other business relationship, must be disclosed in a fully transparent manner.
In order to ensure that we can build strategic relationships with our suppliers and engage appropriately with them, Parties must also disclose all undertakings that might result in a conflict of interest
We expect high standards of conduct from all Parties and will not tolerate any behaviours that conflict with our strict compliance code around conflicts of interest.
Anti-trust and competition
We are committed to free and open competition in the markets in which we operate. We conduct our business to the highest standards of honesty and integrity, competing fairly and ethically. We expect our suppliers to do the same and will not tolerate any anti-trust or anti-competitive behaviour.