We have the ambition to be one of the most responsible and impactful businesses in the world and we can only achieve this ambition by living our purpose and values every day.
Our world needs actions, not just words. We are in business to create a brighter future together with our customers with sustainable products and services.
By driving proactive prevention and protecting our customers, we empower them with a freedom of choice to explore what’s next in their lives and their businesses while maintaining the peace of mind that should they need us, we are here.
| Optimism | Caring | Reliability |
| Determination | Togetherness | Forward-Thinking |
Our purpose and values clearly set out why we are in business and provide the foundation for our strategy.
The essence of our business is about customer relationships and the success of our strategy lies in being able to delight our customers with experiences that are uniquely Zurich at every touch point.
We conduct ourselves with honesty, fairness, dignity and integrity in our workplace and whenever we act on Zurich’s behalf.
Our rules of conduct provide a reference for the decisions we make every day, and our actions and business goals must be consistent with those rules.
We adhere to all laws, rules and regulations of the countries in which Zurich operates, as well as with our internal policies. We understand and manage the challenges that may arise in our daily work. If we are uncertain about any of the topics covered in this Code, we consult with our manager. Our Legal and Compliance functions are here to help and advise.
Doing the right thing, however, means not only following the rules, but also using our best judgment. Not all situations have a specific guideline to support our actions, nor can this Code address all decisions and potential dilemmas that we may face.
This is why in all of our decisions, we are guided not only by applicable laws and regulations and internal guidelines, but also by what is the right thing to do.
If your answer to any of these questions is “No”, or if you are in doubt, you should pause, reconsider, and consult with your line manager, Legal or Compliance.
We are all accountable for our own conduct and actions and each of us has a role to play in living up to our values and this Code. Accordingly, if we believe we have been instructed to do something that is illegal, unethical, or violates this Code or any Zurich policy, we raise our concerns. People managers have an added responsibility to lead by example and to set clear expectations around the standards of conduct to which all employees are required to adhere.
Zurich is further committed to forthright, full and prompt disclosure when communicating with regulators, supervisors and governments. This means we are open, honest and cooperative with government investigations or regulatory examinations that involve Zurich, as well as with internal investigations, in accordance with applicable laws and obligations (e.g., confidentiality obligations).
Once a government, internal investigation or regulatory examination is underway, we take care to maintain any paper or electronic information relevant to the investigation or examination.
Zurich is committed to a Speak Up culture where employees experience an inclusive work environment, so that everyone feels comfortable in sharing their views and questions, but also where everyone feels safe and understands how to report Integrity Concerns.
At Zurich, we believe that open and honest dialogue is essential for a collaborative, inclusive and productive work environment. We are encouraged to communicate directly and openly with our colleagues and people managers about any issues or questions we may have.
As people managers, we actively seek input from our team members and create an environment where they feel comfortable to speak up (see chapter Leading by example).
For issues or questions related to our jobs or working conditions, while people managers are the first to engage with, we can also seek guidance from Human Resources. In the event of a performance-related issue, interpersonal conflict, workload challenge, compensation question and other similar issue, Human Resources can provide the necessary support and resources to help us navigate through these situations.
We speak up promptly when we have a good faith belief that any suspected or actual illegal, fraudulent, improper or unethical conduct (“Integrity Concerns”) has occurred. There are multiple channels to report Integrity Concerns, including people managers, Compliance, Human Resources and Legal.
The Zurich Ethics Line may also be used to report Integrity Concerns either via telephone or online via a web form. Reports to the Zurich Ethics Line can be made anonymously, but we know that we can safely disclose our identity as it will be treated confidentially on a strict “need-to-know” basis, and that Zurich does not tolerate retaliation (see below).
When submitting an Integrity Concern, we understand that we should provide as much information as possible. This is particularly important when submitting a complaint on an anonymous basis, as failure to provide details may hinder efforts to effectively investigate the issues presented.
Deliberately or knowingly providing false or misleading information when reporting an Integrity Concern, or in the course of an investigation, is not tolerated and can lead to disciplinary actions. However, we do not need to have evidence or be certain about something when reporting an Integrity Concern. We only need to report and provide information in good faith; in other words, with reasonable grounds to believe that the information reported was true at the time of reporting.
All Integrity Concerns are reviewed by a Triage Committee comprised of representatives from Compliance, Human Resources and Legal.
If the review of an Integrity Concern results in a determination of improper behavior, appropriate remediation will be undertaken. The potential consequences for individuals who engage in such improper behavior includes termination of employment, and/or the filing of criminal and/or civil charges.
Zurich treats all reports of Integrity Concerns confidentially on a strict “need-to-know basis”, including the identity of the person making a report, as well as the subject of the report and others who are part of an investigation.
Zurich does not tolerate retaliation, including threats and attempts of such, against any employee or other person reporting an Integrity Concern in good faith.
Protection against retaliation is also extended to those who assist in any investigation or provide information/evidence in the course of any investigation and, where applicable, to other persons.
This Code sets out our purpose and values and the minimum standards of conduct expected from us.
We are all expected to read, understand and adhere to the provisions set forth in this Code. This Code is supplemented by other internal policies, some of which are referenced throughout this Code.
