How Our Code makes us unique

Our Code brings together our purpose, our PRIDE values, our proposition and our people promise.

Our purpose is to improve society by considering social outcomes in everything we do, relentlessly focusing on excellence and digital innovation, transforming our clients’ businesses, our communities and employee opportunities. It sets out why we’re here, what makes us special to our clients and how we’re different from our competitors. Our Code is about doing things right.

Our PRIDE values are what we stand for: progress, respect, integrity, drive and excellence. Our proposition summarises how we do what we do – opening opportunities with connected thinking. And our people promise explains how we’re making the company we love.

Together, these provide a framework for how we achieve and sustain success as a responsible business.

Our Code and PRIDE values

Our Code and PRIDE values guide our behaviour and how we act every day.

Together they shape our culture and inform our relationships with our clients, partners and each other. Our PRIDE values are the platform from which we deliver social outcomes and they underpin our unique employee-ownership model.

How Our Code applies

It does not matter where you work or what you do for Mott MacDonald, Our Code applies to everyone: all employees, regardless of grade or role; all agency staff and consultants; whether working full-time, or part-time, under a permanent or temporary contract. It also applies to all who work in Mott MacDonald-operated joint ventures.

All employees of Mott MacDonald Group companies must agree to uphold Our Code.

Suspected breaches will be investigated. If a breach has occurred it may result in disciplinary action, up to and including dismissal.

Our choice of business partners, clients and third parties, including joint ventures, affiliated companies, suppliers and sub-contractors, can affect our reputation. Therefore, we only want to work with those who operate in a way that is consistent with Our Code and PRIDE values and can meet those standards.

If a business partner or third party fails to do so, we may terminate the relationship.

Individual responsibilities

We are all responsible for our own behaviour and have a collective responsibility to do our best for each other, our clients, communities and society. Each of us must:

• Read and be familiar with the standards and commitments in Our Code.
• Be accountable to the standards of Our Code.
• Make informed decisions based on our PRIDE values, using our decision-making model.
• Speak up when we identify possible breaches of Our Code.
• Participate fully and honestly in any investigation into suspected breaches of Our Code.
• Complete mandatory training and annually certify that we have acted and will continue to act in line with Our Code.

Additional expectations of leaders and managers

Leaders and managers are instrumental in setting expectations and reinforcing standards. They must:

• Be positive role models for Our Code and PRIDE values.
• Create a working environment in which Our Code and PRIDE values are understood and promoted as part of everyday practice.
• Make time to listen to and address concerns raised by team members, protecting them from retaliation if they speak up or help with an investigation.
• Be consistent and fair when holding themselves and others to account on matters covered by Our Code.
• Act courageously to address any shortcomings and not shy away from difficult conversations.
• Encourage colleagues to seek help and advice, including through the Speak Up helpline, if they are unsure what to do or are concerned that the standards of Our Code are not being met.

Making good decisions

We trust our colleagues to make good decisions. However, not every decision is straightforward. There may be instances when the right answer is not clear, and you are unsure how to do the right thing. When in doubt, it is important that you don’t feel you need to make these difficult decisions on your own.

Taking five minutes to work through your options, either on your own or with a manager or colleague, can be helpful in guiding you to the right choice.

Using your voice: how to Speak Up

We recognise that from time to time behaviour falls short of expected standards. When this happens, it is important that concerns are raised and dealt with. They must never be ignored. We promote an open, transparent and safe working environment where you are empowered to speak up and are protected when doing so.

Speaking up means using your voice to ask a question, seek advice or report a concern about misconduct, malpractice or suspected breaches of Our Code. This includes speaking up about any previous concern that may not have been suitably addressed, anywhere in Mott MacDonald.

We provide a number of ways in which you can speak up. You are free to choose whichever is most appropriate given your situation.

Speak Up helpline

The Speak Up helpline is operated by an independent third party. It allows you to report concerns and ask questions in complete confidence, by internet or telephone. It is available:

24 hours a day, seven days a week, every day of the year, free of charge, from anywhere in the world.

Our Speak Up helpline is also available to business partners, including contractors, secondees, agency staff, consultants, suppliers and joint venture partners, and members of the public. Anyone wishing to report a suspected breach of Our Code can use it.

Contact Speak Up by clicking here, or search ‘Speak Up, Mott MacDonald’ and click on our Ethics page.

How we respond

We take breaches of Our Code extremely seriously and respond to all concerns raised. Line managers are expected to assess any concerns raised directly with them and to address or escalate as appropriate.

All concerns received through the Speak Up helpline are initially assessed by one of the legal team and where necessary will be investigated by a suitably trained and objective individual.

If a breach of Our Code is found, appropriate steps will be taken to address the issue, which may include disciplinary action, up to and including dismissal.

Confidentiality and anonymity

All concerns raised through the Speak Up helpline are treated confidentially.

Information relating to the concern will only be shared with those who need to know for legitimate business purposes including investigation, risk management and remedial or disciplinary actions.

Concerns can be raised anonymously, unless prohibited by local legislation.

Non-retaliation and good faith

We do not tolerate any form of retaliation or discrimination against those who raise concerns or those who investigate them.

We expect all involved – the concerned individual, the person or people alleged to have done wrong, or anyone else involved in any other way – to be treated fairly, objectively and with respect.

We expect concerns to be raised in good faith and do not tolerate knowingly false reporting. False reporting can damage morale, harm our reputation and undermine our PRIDE values.