DHL 2010 Annual Report Download - page 139

sponsor of Teach First Deutschland, an educational initiative designed to encourage
disadvantaged school children in Germany. In , Deutsche Post DHL, through its
partnership with the umbrella organisation Teach for All, furthered its commitment to
improving the quality of education and education systems at a global level.
Code of Conduct and compliance management
Deutsche Post DHL has developed a Code of Conduct that has been applicable in all
regions and in all divisions since mid-.  e Code of Conduct lays down guidelines
for day-to-day workplace conduct for our approximately , employees.
Our principles are respect, tolerance, honesty, openness, integrity towards employees
and customers and willingness as a company to assume social responsibility.
 e Code of Conduct also sets out our commitment to equal opportunities and to
ensuring the health and well-being of our employees.  rough its participation in the
Anonymised Application Procedures test project, Deutsche Post DHL intends to test
whether a greater level of equality of opportunity can be achieved in the job application
process by a change in procedures. Managerial posts within the Group are  lled accord-
ing to suitability, aptitude and professional performance, with the Board of Management
taking care to ensure diversity and seeking to give women appropriate consideration.
During the  nancial year, the Group was awarded the German Corporate Health Award
by the Bundesverband der Betriebskrankenkassen (German association of occupational
health insurance funds) and the European Commission for its health management
policy, as well as the Corporate Health Award under the aegis of the German Federal
Ministry of Labour and Social A airs.
 e Code of Conduct is substantiated by two guidelines: the anti-corruption guide-
line gives clear instructions on how to handle gi s, bene ts and o ers of hospitality.
Acompetition guideline gives speci c guidance on the prohibition of agreements with
competitors.  e code of conduct for suppliers is included in all new procurement con-
tracts and has been added to existing long-term framework agreements. It obligates
them to adhere to ethical and ecological standards. A ban on child and forced labour is
in place. Wages and working hours must correspond with national laws and regulations,
and unlawful payments (bribery) are prohibited.
Deutsche Post DHL reviews and develops its compliance management system on
an ongoing basis. In , the corresponding administrative team was strengthened.
 e Chief Compliance O cer reports directly to the Chief Financial O cer  and
heads the Global Compliance O ce, which develops compliance management stand-
ards throughout the Group and supports the corresponding activities undertaken by
the divisions.  e Compliance Committee, which is comprised of representatives from
the divisions, advises the Chief Compliance O cer on the ongoing development of
compliance management.
Working methods of the Board of Management and the Supervisory Board
As a German listed public limited company, Deutsche Post follows a dual manage-
ment system.  e Board of Management is responsible for the management of the com-
pany. It is appointed, overseen and advised by the Supervisory Board.
In addition to the board departments of the Chief Executive O cer , the
 and the Board Member for Personnel, the Board of Management also includes the
operating board departments of ,  , ,  and
 .
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Deutsche Post DHL Annual Report 
Corporate Governance
Corporate Governance Report