NIR

Whistleblower function

Through NIR’s Whistleblower function any behaviour in relation to NIR’s operations that is unethical, illegal or contrary to NIR’s Code of Conduct can be reported.

Complying with our values

NIR has zero tolerance for any form of bribery and corruption and we are committed to the highest ethical and professional standards in accordance with our Code of Conduct. NIR’s Whistleblower function is an important tool in ensuring that we comply with these values. We encourage and expect all relevant parties to speak up and report any behaviour in relation to NIR’s operations that is unethical, illegal or contrary to NIR’s Code of Conduct.

Who can report?

Any party who suspects behaviour in relation to NIR’s operations that is unethical, illegal or contrary to NIR’s Code of Conduct. 

How to submit a report

You may report a suspected or known violation directly to NIR’s Compliance Committee, which is comprised of NIR’s Chair of the Board of Directors, CEO and Compliance Officer. If you wish to directly make a report to NIR’s Compliance Committee, you may do so by email at: Compliance Committe.

To file a report using NIR’s anonymous Whistleblower function, use the “Send a Report” button below. Reports filed through the Whistleblower function are received by NIR’s Compliance Officer.

NIR employees are encouraged to report to their supervisor or NIR’s Compliance Officer or CEO. However, an employee may use the Whistleblower function when it feels inappropriate to report to a supervisor or when an employee believes that a reported incident has not been adequately addressed.

Want to file a complaint?

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How we handle a report

Reported incidents are handled with confidentially to the fullest extent possible by NIR’s Compliance Committee. 

All reported incidents will be received by the Compliance Committee and confidentially logged. NIR’s Compliance Officer will provide written confirmation of receipt to the individual who reported the incident, if not done so anonymously. The reported incident will then be reviewed by NIR’s Compliance Committee. All reported incidents will be promptly investigated and documented. Any substantiated incidents will be resolved, which may include taking appropriate corrective action. The outcome of an investigation may be communicated to the reporting individual and/or the relevant supervisor if deemed appropriate by the Compliance Committee.

NIR will annually report the number and type of reported incidents, as well as how any substantiated incidents were resolved, to its staff and the Board of Directors. Any and all information regarding the reporting individual will be treated with the utmost confidentiality during reporting.

In line with NIR’s values, no party that reports an incident in good faith shall suffer from discrimination, punishment or retaliation as a result.

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EXECUTIVE SUMMARY

This executive summary presents the findings from the study “Workplace Cooperation: Finding Practical Solutions in the Colombian Context,” conducted by the Fundación Ideas para la Paz (FIP). The study evaluates the added value of the Swedish Workplace Programme (SWP) dialogue and cooperation model within the Colombian labor market.

Throughout 2022, FIP dedicated efforts to thoroughly understand the SWP model, including its concept, foundations, implementation process, and contributions to the labor market. In 2023, FIP documented the experiences of three companies—SKF Latin Trade, Securitas, and Epiroc—that implemented the SWP model in practice. The study also included face-to-face workshops to gather feedback from various stakeholders including civil society, businesses, government, academia, and international cooperation. The findings suggest that the SWP model has the potential to strengthen labor relations, contribute to decent work, and resolve workplace conflicts in Colombia.

The case studies highlight the importance of collaboration between employers and workers to promote decent work and sustainable development in Colombia. They demonstrate that social dialogue facilitates worker participation in labor decision-making, enhances their representativeness, and promotes cooperation between employers and employees, thus improving labor relations and contributing to the well-being of both employees and companies.

The SWP model is particularly noted for improving workplace relationships and commitment to jointly finding solutions to challenges faced by workers and the company. It empowers workers, enhances leadership, and helps integrate business policies into daily practices, reducing the initial disconnect between management objectives and the day-to-day realities of workers. The study also highlights the model’s capacity to manage conflicts constructively, transforming the perception of conflict as an opportunity for improvement. Structured dialogues deepen understanding of the underlying causes of conflicts, fostering empathy and facilitating effective resolution. This promotes a culture of collaboration and a democratic approach to decision-making, building trust.

Additionally, the model is recognized for enabling workers to make decisions, identify challenges, and propose solutions that impact their well-being, and bridging gender gaps in the workplace. Its inclusive approach adapts to the unique needs and characteristics of each company, promoting a stronger and more diverse organizational culture. It also drives good work performance and productivity by involving workers in problem identification and resolution, as well as in implementing improvements and efficiently identifying ESG (Environmental, Social, and Governance) risks for companies.

The document identifies the SWP model’s added value in empowering direct interaction among labor stakeholders in Colombia, overcoming historical or cultural reservations, and contributing to the development of stronger labor relations and improved workplace environments in the country.

Challenges and opportunities of the model are also discussed. The study points out the importance of addressing value chain risks, particularly in a global context where corporate clients demand decent work processes and due diligence. It emphasizes the need to integrate SMEs into this process and use anchor companies as drivers of social dialogue throughout the value chain. The role of the state in social dialogue and the importance of highlighting the benefits of the model for adoption across various business sectors are discussed.

The opportunities of the model include raising awareness of human rights in the workplace in line with the United Nations Guiding Principles (UNGP), to strengthen due diligence, manage risks, promote long-term sustainability, and improve organizational culture. The document also underscores the importance of involving workers in change processes, leveraging their insights for continuous improvement of processes, and fostering innovation opportunities. Lastly, it suggests replicating the model in value chains to address work environment risks and gender biases, involving suppliers and contractors, and integrating the model into corporate policies to strengthen existing programs and transform organizational culture towards resource efficiency and effective participation of employers and workers.

The intervention of the SWP programme had a direct effect at the workplaces, where shop stewards listed several cases where they had managed to intervene and secure results in dialogue with management, avert crises or find solutions based on opportunities and the communication skills obtained during the SWP training. For the Amalgamated Metal Workers Unions in Kenya, the shop stewards pointed to how the training had enabled them to design their own strategies at the workplace in relation to supervisors and staff, and to achieve many concrete results.