Business Code of Practice
Financial Crime Policy
The Board has established Audit, Remuneration and Nomination Committees to enable the Board to operate effectively and ensure a strong governance framework for decision making.
The Board notes the recommendations of the Hampton-Alexander and Parker Reviews and has due regard for the benefits of greater diversity. The Hampton-Alexander Review recommends that companies should aim for a minimum of 33% women’s representation on their Boards by 2020, and take action to improve the under-representation of women in leadership positions. Whilst the Board does not feel that it would be appropriate to set targets on gender diversity, over the next two to three years, in the normal course of succession management, the Board intends that its composition will become more reflective of the diversity across the business, particularly in respect of gender. Capco’s Board Diversity Policy can be viewed here. We will continue to report on Board diversity annually.
Diversity is important to Capco and the Board recognises the business benefits that the experience of a diverse Board and workforce can bring. 12.5% of Capco's Board is female and we are keen to develop female talent across the business, and provide mentoring to management.
The Company supports a number of initiatives to promote diversity within the property industry, including the Real Estate Balance initiative, the RICS Inclusive Employer Quality Mark and working with peer companies to promote diversity and equal opportunities. Further information on our people practices, including our learning and development strategies, can be found in the Corporate Responsibility section of our website.
Capco’s Business Code of Practice sets out Capco’s strong and long-term commitment to high standards of ethics across the business. Ethics encompass and inform all aspects of Capco’s business through to our relationships with stakeholders, our attitude to the environment, the quality of the services and facilities we supply, how we interrelate within the communities in which we operate and our corporate reporting, together with our procurement and employment policies. A sound and well-developed code of business ethics is a prerequisite of a successful business and our aim is that it should be firmly embedded in the culture of Capco.
It is Capco’s policy to conduct all of our business in an honest and ethical manner.
We take a zero-tolerance approach to bribery and corruption and are committed to acting professionally, fairly and with integrity in all our business dealings and relationships wherever we operate and implementing and enforcing effective systems to counter bribery. No fines, penalties or settlements related to bribery or corruption were incurred by Capco during the most recent financial year. All Capco staff are required to complete anti-corruption and bribery training.
We expect those who work with or for Capco to comply with their tax obligations. Capco does not tolerate, permit or allow any staff to engage in the facilitation of tax evasion or tax fraud by any of our customers, suppliers, other business partners, employees or contractors, anywhere in the world.
The Group operates a whistle-blowing line (0800 915 1571) which may be used to report any concerns relating to possible malpractice.
Capco’s Tax Policy is aligned with our strategy and sets out Capco’s approach to tax compliance matters and tax risk management, our attitude towards tax planning and our relationship with tax authorities.
The Tax Policy for 2018-19 has been formally approved by the Board of Capital & Counties Properties PLC and has been made available to Capco’s stakeholders.
A FTSE 250 property investment company with a landmark estate at Covent Garden in central London.
Capital & Counties was first incorporated back in 1933 with a small portfolio in London and the home counties.
Capco’s experienced management team leads the Group in delivering its strategy.