Compliance and conduct
Our purpose-led business strives to put the needs of people and planet at the heart of everything we do. To do this, we are building a bank that is safe, simple and smart. Our ambition is to help all our customers, colleagues, communities, shareholders and suppliers to thrive.
We have four key tools to guide the way we work together:
The importance of risk culture
Risk culture is at the centre of both the risk management framework and risk management practice. NatWest Group’s risk culture target is to make risk part of the way colleagues work and think. Colleagues are expected to take personal responsibility for understanding and proactively managing the risks associated with their roles. The target risk culture behaviours are embedded in our critical people capabilities.
Oversight and monitoring
The Board is responsible for receiving reports on and reviewing the effectiveness of the risk management and internal control systems of NatWest Group. For more information about the relevant oversight roles and responsibilities of our Board and Board Committees, see the Responsible governance section on page 13 of our Environmental Social and Governance (ESG) Supplement (PDF 404KB).
We want our colleagues, and all those we interact with, to feel confident to raise concerns about wrongdoing or misconduct without fear of retaliation. ‘Speak Up’ is NatWest Group’s formal whistleblowing framework, which enables colleagues to report concerns in confidence (and anonymously if preferred) through a secure reporting system operated by an independent third party. Colleagues using Speak Up are protected both through our internal policies and by legislation, where applicable.
Our Speak Up Policy (PDF 189KB) sets out our commitment to protect anyone raising a genuine concern, even if the concern raised is considered to be unsubstantiated (not proven) after investigation. All whistleblowing concerns are investigated, as appropriate. Where concerns are substantiated, recommendations are made for remedial action, which can include changes to processes and controls as well as disciplinary action. Furthermore, the harassment, victimisation or discrimination of anyone raising a genuine concern will be viewed as a disciplinary matter. In 2021, 98% of those completing our colleague opinion survey indicated that they know how to raise concerns about wrongdoing in their business. 89% of colleagues felt it was safe to speak up in their business, and 88% believe that if they raise concerns they will be handled appropriately. In 2021, 415 cases were raised compared to 441 in 2020.