Gordon Whistleblower Policy
Gordon aims to be a safe workplace where we treat each other respectfully in all work and relationships. We strongly condemn all forms of abusive discrimination, bullying, and harassment.
If you become aware of suspected misconduct, unethical behaviour, breaches of law or internal policies, or other serious irregularities that you do not feel able or appropriate to raise through ordinary channels, you can report your concern via our whistleblowing function. The channel is designed to be secure, confidential and easy to use.
By reporting concerns, you help us act early, take responsibility and continue building a sound, transparent and responsible organisation.
What can be reported through whistleblowing?
The whistleblowing channel is intended for reporting serious concerns, such as:
- suspected violations of laws or regulations
- breaches of internal policies or our Code of Conduct
- unethical or irresponsible behaviour
- security risks
- serious deficiencies in governance, controls or compliance
The channel should not be used for general feedback, operational matters or issues that are normally handled by your line manager or HR, unless there are specific reasons to do so.
To read more about what should be reported, please see our full whistleblower policy below.
Who can blow the whistle?
The whistleblowing function is open to:
- employees
- former employees
- job applicants and interns
- consultants, contractors and suppliers
- drivers, partners and other external stakeholders
- customers and others who come into contact with Gordon
All individuals who report concerns are protected under the Swedish Whistleblower Act (Act 2021:890) on protecting persons who report misconduct.
How does reporting work?
Reports are submitted via an external and secure whistleblowing channel. You may choose to remain completely anonymous or provide your contact details.
When submitting a report, please:
- describe the incident as clearly and thoroughly as possible
- include relevant details such as time, place, individuals involved and context
- attach any supporting documentation where possible (e.g. files, images or other relevant material)
All reports are handled confidentially, with restricted access based on the “need-to-know” principle, and with full protection against retaliation.
If you choose to provide contact details, you will receive confirmation that your report has been received, as well as follow-up communication in accordance with applicable legal requirements.
Please avoid including sensitive personal data, such as information relating to health, ethnic origin, political opinions, religious beliefs or sexual orientation.
Protection against retaliation
Anyone who reports a concern in good faith is protected against negative consequences. Retaliation or attempts at retaliation are strictly prohibited. Examples include dismissal, reassignment, threats, discrimination or other adverse treatment as a result of the report. This protection also applies to lawful public disclosure of information.
Handling of reports and contact
Reports are received and handled by Gordon’s Whistleblowing Committee, consisting of:
- Chief People Officer (formand)
- Chief Technology Officer
- Økonomidirektør
The Committee is responsible for ensuring that each case is assessed objectively, independently and promptly, and that appropriate measures are taken where necessary.
If you have any questions regarding whistleblowing or how reports are handled, you are always welcome to contact us.
You may also contact the Chair of Gordon’s Whistleblowing Committee directly:
Lina Andersson
Chief People Officer, Gordon Services AB
lina.andersson@gordondelimeget.com, +46 79 585 30 90
