Speak Up
Organizational Justice
What is Organizational Justice?
The way we behave as a company has a direct impact on our people. To make Sanofi a fair and safe workplace, we foster a culture where people feel that they have been treated fairly, their fundamental rights at work are respected and they are not afraid to speak up, ask for help or challenge what does not look, feel or seem right.
The key components driving Organizational Justice are the Code of Conduct and balanced, inclusive policies, anti-retaliation principles, fair and consistent disciplinary actions, and Speak Up.
Zero-tolerance
In its commitment to fostering a culture of ethics, business integrity and mutual respect, Sanofi prohibits any conduct that may negatively affect a person’s dignity or have a damaging impact on Sanofi or its reputation.
We do not condone or support any form of fraud, harassment (e.g., physical, sexual, psychological, verbal, or of any other form), discrimination (e.g., on the grounds of gender, gender identity, age, origin, race, heritage, religion, sexual orientation, physical appearance, health, disability, trade union activity, political opinions, nationality, family situation, or on any other grounds), retaliation or violations of human rights. These behaviors are fundamentally incompatible with our core values and will be subject to a zero-tolerance approach across all our operations globally and in relation to all employees.
Speak Up
As Sanofians, we all have a part to play in building a healthy working culture, where we can bring the best of ourselves to work, do right and build psychological safety and trust at all levels of the organization.
Our global Speak Up program empowers employees to:
- share constructive, focused, timely and actionable feedback to build high-performing teams,
- openly debate ideas, share opinions and ask for input, to promote diversity of views and drive better decisions,
- challenge the status quo to empower Sanofians to drive simplification, positive change and influence results,
- raise concerns and bring problems to light to promote fairness, accountability and to keep Sanofi, our patients, partners, and ourselves safe.
Sanofi Speak Up Helpine
Any Sanofi employee, contractor, business partner, supplier, value chain worker, and stakeholder who has a concern and believes in good faith that a law, policy, or the Sanofi Code of Conduct has been or is about to be violated has the duty to raise it.
These concerns should be reported to the Speak Up Helpline, which is a safe channel operated by a third-party vendor and overseen by the Ethics and Business Integrity department. The Speak Up Helpline is available to any Sanofi employee, contractor, business partner, supplier, value chain worker, and stakeholder, internally or externally.
Reports to the Speak Up Helpline can be made through a web-form or via a toll-free number available to all stakeholders mentioned above in multiple languages 24 hours a day, 7 days a week. Reporting can be made anonymously; however, anonymity may limit the ability to fully and thoroughly assess or investigate a concern.
The system allows reporters to check and follow-up on their reports (even if submitted anonymously) and to also check if responses, updates, or requests to provide further details or information have been posted.
In addition to the Speak Up Helpline, Sanofi employees can raise a concern with their line manager(s), human resources, or via another channel that an employee considers to be the most appropriate. Whatever channel an employee uses to speak up, they will not be subject to discipline or discrimination, if they act in good faith and with no malicious intent, even if the facts reported prove to be inaccurate or no further action is taken.
Any Sanofi employee to whom a concern has been reported must promptly raise it to the Speak Up Helpline or the relevant Ethics and Business Integrity Lead.
Non-Retaliation
Employees, contractors, business partners, suppliers, and value chain workers who report or participate in an investigation related to a suspected violation of an applicable law or principle, will not be subject to any adverse action (e.g., discrimination, retribution, or disciplinary action), unless they themselves were involved in the wrongdoing.
Sanofi does not condone and takes a zero-tolerance approach to any form of retaliation, which should result in disciplinary action for the retaliating individual, up to and including termination.
Sanofi Ombuds Office
Sanofi launched its internal Ombuds Office in 2024. The Sanofi Ombuds Office is a global network of peers who have been trained to provide independent, impartial, confidential and informal support for employees to overcome disputes, conflicts and barriers that stand in the way of reaching their full potential.
The Ombuds Office does not replace the existing reporting channels, the Speak Up Helpline or internal investigations, but complements them. Through the Ombuds Office, Sanofi will be able to add additional guidance and support to address issues promptly, fairly and at the appropriate level; improve communication and dispute management skills; maintain a transparent and open corporate culture; preserve relationships and reputations; and promote an engaged and positive organization.
Bound by the Sanofi Ombuds Charter and the obligation of Ombuds-reporter confidentiality, the Ombuds will protect the identity of the individuals contacting them and the information shared, unless the Ombuds determines there is an imminent threat of serious harm to a person or property, at which point the Ombud will escalate to the appropriate resource.
Only aggregated data to report on usage and trends of the Ombuds Office will be reported to Sanofi management and the Ombuds will not disclose reporter details to any person, including to supervisors, management, leadership or external parties.
