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Code of Conduct

Our Code of Conduct is available in over 40 languages (downloadable as PDFs below). It describes the standards we require and provides high level guidance on how these are to be translated into consistent actions worldwide. Compliance with our Code is mandatory.

We provide annual refresher training in the Code which is mandatory for all employees and is monitored by Global Compliance . New starters are required to complete on-line training within 30 days of the first day of employment.

In addition, we provide training in compliance with the Corporate Integrity Agreement, which requires all ‘Covered Persons’ (primarily staff based in the US or supporting products marketed in the US) to receive one hour of training on the Compliance Programme, including the Code of Conduct and the Corporate Integrity Agreement and all ‘Relevant Covered Persons’ (employees and third parties those engaged in designated Promotional or Product-Related functions) to receive a minimum of three additional hours of training on applicable legal and policy requirements relevant to their functional area.

Procedures for raising concerns

Our Code includes procedures for employees to raise integrity concerns via various channels, including AZethics telephone helplines and a new global website – AZethics.com (MedImmune continues to use its own existing helpline, which, prior to AstraZeneca’s acquisition of the company in 2007, was already well established and trusted). Information can be provided through any of these routes anonymously, if local laws permit.

Anyone who raises a possible Code breach in good faith will be supported by management and will not be subject to retaliation. Any act or threat of retaliation will itself be considered a serious violation of the Code.

In 2011, 222 reports of alleged compliance breaches or other ethical concerns were made via telephone, the AZethics.com website, or the Global Compliance e-mail or postal addresses described in the Code. In 2010, the number of reports through equivalent channels was 368. This decrease is in the context of a significant increase in the management self-reporting of compliance incidents, which can be seen as an indication that employees are more comfortable in raising their concerns with line managers, local HR, Legal or Compliance, as recommended in the Code and reinforced in the 2011 annual Code training.

Our Code of Conduct