Whistleblower
We strongly encourage you always to raise concerns and questions if you become aware of anything that you believe might be in breach of CellMark’s Code of Conduct or just something that does not feel right. All employees have an obligation to speak up if there is something that genuinely worries you to protect yourself, your colleagues and CellMark.
Our Whistleblowing principles are stated in our Code of Conduct (internal reporting) and Code of Conduct for Business Partners (external parties)
Click on each picture to access the document.
How to speak up and raise your genuine concerns
What can I report?
Observed or suspected misconduct or incidents that would be:
- A breach of applicable legislation
- A breach of CellMark’s Code of Conduct, corporate policies, directives or guidelines
- Of public interest to expose
- Attempts to conceal such violations.
or that could in any way damage CellMark’s reputation.
You should not report
- Complaints regarding commercial disagreements or disputes, or employee negotiations
- Complaints on matters which do not constitute misconduct
- Rumors
Whom can you report to?
Your manager, or another manager in your Division or your contact at CellMark
As a first instance, you should discuss the issue with your manager or, if the concern relates to your manager, with another manager within your Division.
CellMark’s Whistleblowing Platform
CellMark’s Whistleblowing Platform is operated by an independent third party and provides an option to report anonymously.
Alternatively, you can contact the Vice President of ESG & Compliance
If you have any questions, or would like to raise a concern or a report, you are always free to reach out directly to our Vice President of ESG & Compliance.
E-mail: compliance@cellmark.com
Phone: +46 70-673 66 14
Post mail:
CellMark AB
Attn: Vice President ESG & Compliance
P O Box 11928, SE-404 39 Gothenburg, Sweden
External reporting
In some countries, you may report to competent external whistleblowing authorities under certain circumstances. For example, in Sweden, you can reach out to the authorities listed in this document.
The principles guiding our approach to speaking up and whistleblowing
Expectation to raise concerns & cooperate
As a member of CellMark you are expected to report any misconduct or incident that has (or may have) or is likely to occur whenever you suspect or receive information about it.
Similarly, members of CellMark, and business partners to the group (through the provisions in the Code of Conduct for Business Partners), must remain truthful and cooperative in any potential involvement in an internal investigation.
No retaliation
Retaliation against any employee who reports a concern in good faith about illegal or unethical conduct will not be tolerated and will be subject to disciplinary action.
Investigation of the reports
All whistleblowing reports are taken seriously and will be assessed and, when relevant, investigated according to the principles of fairness and confidentiality towards all involved parties.
Confidentiality of the reports
Without restricting any right under applicable law, information linked to a whistleblowing report will be kept strictly confidential and be shared on a strict need to know basis.
Processing of personal data
Any personal data collected and used in connection with a report will be processed in-line with applicable legislation.
“We believe that the most effective organization is one where all members feel free to speak their mind. The whistleblowing process is about allowing people to challenge behavior and practices in a wholly confidential manner, and to enable an investigation that hopefully confirms everything is fine but, if not, to enable management to identify and address any issues. Importantly it is about caring for each other and for CellMark. By speaking up when something doesn’t feel right, you enable CellMark to address issues swiftly and to prevent or minimize any harm to individuals or the business.”
