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Experian plc is committed to conducting business lawfully and ethically. Every employee has a responsibility to act at all times with honesty and integrity in all business dealings.
The Global Code of Conduct sets expectations for employee conduct and helps us make the right business decisions for clients, shareholders and the global consumers we serve each day.
Download the Code of Conduct here.
Experian has a strong compliance culture, which is at the heart of our strategy for ensuring we comply with the laws that apply to our business and with our Global Code of Conduct. Our leaders set the tone and lead by example. What they say and do are among the most important influences on our employees’ commitment to preventing bribery and corruption.
We believe in transparency and integrity in the global marketplace. We therefore have an Anti-Corruption Framework, which bans improper payments in all our business transactions. Its goal is to ensure that every employee does business ethically and in line with our Global Code of Conduct.
As well as being a key element of our Global Code of Conduct, the framework is central to our Global Anti-Corruption and Global Gifts and Hospitality policies. This is important because gifts, entertainment, hospitality, sponsorship, travel expenses and donations are all risk areas for improper payments.
We also extend this framework to our third party network and business partners, which helps to instil our values in every aspect of our business. We apply due diligence and careful screening to intermediaries such as agents, representatives, resellers and service providers. We also train them in our policies.
All our employees receive mandatory training in preventing and detecting improper payments. Our Finance and Global Sourcing teams have controls and procedures to stop improper payments and to detect them if they do occur. We also use our corporate audit staff to identify and assess potential improper payments. If we identify any concerns through audits, self-assessments or our confidential helpline, we promptly investigate them and take action if needed. Finally, we make sure our due diligence emphasises improper payment risk when we undertake mergers, acquisitions and joint ventures.
If you have questions or comments about Experian’s Global Code of Conduct or our Anti-Corruption Framework, please contact the Global Compliance Team.
Experian's commitment to its Global Data Principles is the same wherever it conducts business. However, the actions Experian takes to uphold its values vary to meet diverse cultural expectations and legal requirements in the nations in which it operates.
See our 2022 Annual Report for more information.
At Experian we recognise that our day-to-day operations impact on the environment in a number of ways. It is for this reason that we aim to maintain our strong environmental practices and standards and to improve our performance in all our operations.
Improving our environmental performance is a priority and is managed and communicated at Board level. We aim to minimise the environmental impacts associated with our business activities, with particular concentration on the reduction of our carbon footprint.
We are committed to:
In particular, in order to implement this policy we will:
Click here to download this policy.
At Experian we believe that Diversity, Equity, and Inclusion (DEI) are essential to our purpose of creating a better tomorrow.
We work to create an environment where everyone is treated fairly, with respect, and has equal access to opportunities and resources, regardless of their gender identity and/or expression, sexual orientation, race, ethnicity, culture, religious beliefs, dis(ability), veteran status, parental status, thought, or style.
Our inclusive culture is underpinned by The Experian Way, which is our unique and consistent way of working globally. It informs how our people act and behave, which shapes our culture. One of the five key areas of strategic importance is ‘Value each other - We make Experian a great place to work. We treat each other with respect, trust and integrity’.
We recognise that it’s critical that we have a workforce that represents the communities we operate in. We believe that our differences are what make us stronger, and together we welcome people of all backgrounds to bring their whole selves to the Experian team.
We are committed to improving financial health and driving financial inclusion for millions of people around the world, through the products we develop for our clients and consumers. We believe in making positive change in the world and playing an active role in the effort to close the financial wealth gap of marginalised communities.
Below are key aspects of our commitments, which apply to all employees in all countries:
These commitments have been created in line with our existing commitments to the eight International Labour Organisation (ILO) conventions, the Universal Declaration of Human Rights (UDHR), the UN Guiding Principles on Business and Human Rights (UNGP), and the UN Women’s Empowerment Principles (UN WEP).
To learn more about our DEI journey please see our 2022 Diversity, Equity and Inclusion Report.
You can download this policy as a PDF here.
1. Our Commitment
Experian is committed to providing a psychologically safe and healthy environment where all employees can achieve good mental well-being. We commit to providing support to improve individuals’ mental health and well-being and create conditions under which every individual can thrive. We are committed to raising awareness, reducing stigma, and fostering a preventative and open culture around mental health. We believe it is imperative that all our employees have the same level of support, training, and a proactive senior leadership both globally and regionally.
This statement should be read alongside our DEI Key Principles and accompanies several different people policies across our regions to ensure all individuals are provided with a safe place to work which meets their specific needs to enable them to work productively and safely. We are committed to ‘good work’ principles, to support better work and working lives for our people including: diversity, equity and inclusion; professional development; fair pay and financial well-being; flexible work arrangements; and the absence of bullying and harassment. Through this approach, we can help to prevent ill-mental health, and support those living with a pre-existing condition to succeed.
Our commitment is set by our Chief Executive Officer (CEO) and driven by our global mental health sponsor, the Chief Financial Officer (CFO), and our Global Chief Diversity, Equity and Inclusion Officer (Global Chief DEI Officer). Our commitment is underpinned by Experian’s sustainable business strategy which includes the focus area of ‘Inspiring and supporting our people’.
The well-being of our people is essential to our success as a company, and we recognise that good well-being is key to employee personal growth and business performance. We acknowledge the importance of fostering a psychologically safe workplace, both for our people and the communities we serve. Not only is there an ethical case for improving workplace mental health, but it is also clear that investing in the mental health of employees is a financial imperative. Deloitte found a 430% return on invested capital, while the World Health Organisation (WHO) estimates that depression and anxiety alone cost the global economy $1 trillion per year in lost productivity.
For employees to feel that their mental health is important and respected, it is vital that all employees are treated equally and with dignity and respect by those with whom they have contact. This is the responsibility of all those who work at Experian.
2. Our Approach
Our strategic approach to mental health and well-being is aligned with our global Diversity, Equity, and Inclusion framework and provides a consistent company-wide mental health support offering.
We foster a psychologically safe culture through proactive and inclusive support, training, and networks. Our global mental health strategy informs our regional strategies, recognising cultural nuances.
We drive high impact through a global holistic framework, with local relevance and a common goal to making well-being a priority for all. Our holistic approach is centred around psychological safety, support and flexibility and aims to:
3. Our Offering
Experian is proud to be an organisation that prioritises mental health through actively creating safe spaces for its people, as part of its global DEI efforts. Several supportive tools and resources exist to ensure wide-spread success, inside and outside of work. We implement our commitment through initiatives, programmes, training, and access to support. You can read more about our offering in the Employees section of our ESG Presentation.
4. Governance
Our commitment extends to every employee, whether permanent or temporary, full time or part time, in every country we operate in. Our CEO sets the company’s commitment for ensuring the health and well-being of employees. We have defined responsibilities for the day-to-day management of workplace mental health, as well as strategic oversight of our approach:
We are committed to monitoring and reporting on employee mental health and well-being using global KPIs to inform our strategy. As part of our global Employee Listening Strategy, we run bi-annual company-wide confidential Pulse Surveys that contain questions around mental health and well-being for all employees.
To underpin our commitment, we have set a target of training 1% of our employees as Mental Health First Aiders, and progress against this feeds into our Global Well-being Scorecard. We report annually in our DEI Report on our progress on mental health, including progress against our target.
Experian is committed to continuous improvement around workplace mental health and conducts third-party assurance of our mental health approach against recognised frameworks. We participate in industry initiatives that promote positive mental health, such as the Mind Workplace Well-being Index, to benchmark our progress and identify best practice. We are proud to have been recognised with a Gold Award in Mind’s Workplace Well-being Index 2021/2022, and to be awarded ‘Best Mental Health in the Workplace Strategy: Multinational Implementation’ at the This Can Happen Awards 2022.
You can download this policy as a PDF here.
The Board of Directors is fully committed to achieving a high level of Health and Safety throughout the Experian Group.
To this end, it is our intention that the organisation operates in such a manner so as to achieve the following:
It is our belief that compliance with this policy will positively contribute to the performance of the Group as a whole – by maintaining a low rate of injuries and occupational ill health and reducing unnecessary losses and liabilities.
We will pursue the implementation of the following Health and Safety commitments in order to ensure the continual improvement to Health and Safety and will, as far as is reasonably practicable:
The Policy will be monitored for effectiveness and reviewed regularly. It will also be reviewed following major organisational changes within the Group, major incidents, new legislation and audit recommendations. Any amendments will be brought to the notice of all staff.
Click here to download the full policy.
Experian values its professional relationships with its suppliers and is committed to conducting business with companies that value corporate responsibility and ethical business practices. As a result, Experian anticipates that all suppliers will honor and continue to adhere to Experian's Supplier Code of Conduct set out below.
Supplier Responsiblities:
Suppliers shall conduct their business activities in such a manner to advance social and environmental responsibility and business ethics in compliance with all Applicable Law. In furtherance of the foregoing suppliers shall:
(i) not employ any person under the age of 15 (or 14 where the Applicable Law of the country permits) or under the age for completing compulsory education, or under the minimum age of employment, whichever is greatest;
(ii) not use forced labor or involuntary labor in any form (e.g. bonded, indentured, or involuntary prison labor), nor shall personnel be required to lodge papers or deposits;
(iii) comply with all applicable local environmental, safety and health regulation. Provide a safe and healthy workplace environment, presenting no immediate hazards to staff and take effective steps to prevent potential occupational accidents;
(iv) respect the rights of all personnel to form and join trade union(s) which are free to meet without hindrance and bargain collectively without negative consequences or retaliation;
(v) not discriminate in hiring or employment practices on any grounds (including race, religion, nationality, territorial or social origin, gender, sexual orientation, family responsibilities, marital status, political affiliation, age, pregnancy, disability or any other condition that could give rise to discrimination);
(vi) treat all personnel with dignity and respect and shall not engage in or support the use of corporal punishment, mental or physical, sexual or verbal abuse of personnel;
(vii) comply with collective bargaining agreements (where applicable), industry standards and local laws on maximum working hours, breaks and public holidays and employment rights in the countries of operation;
(viii) comply with all applicable wage and hour laws and regulation (including the minimum wage, or the prevailing industry wage, (whichever is higher)), and provide legally mandated benefits;
(ix) act in such a way to protect and preserve the environment, including complying with all local legislation and industry standards; identifying all the hazardous or toxic waste produced and ensuring the safe disposal of all waste by competent bodies via authorised disposal routes;
(x) shall comply with all Applicable Law on bribery, corruption, and prohibited business practices.
Suppliers will comply with the above standard of conduct (“Supplier Code of Conduct”) and shall implement processes and procedures which demonstrate how they manage compliance with the Supplier Code of Conduct. Suppliers shall maintain all documentation as necessary to demonstrate compliance with the Supplier Code of Conduct, and will provide Experian with access to such documentation upon Experian’s written request (or alternatively provide clear and accurate responses to requests from Experian regarding compliance with the Supplier Code of Conduct, regulatory requirements, and business or employment practices).
See the Supplier Code of Conduct.
Experian’s Approach to Modern Slavery
Experian plc and its subsidiary companies are committed to protecting our organisation and those people at risk from exposure to slavery or people trafficking in our supply chain, both via directly employed staff and staff working on our behalf via third party vendors.
We are committed to respecting human rights and we do not tolerate any infringement of these rights in our business or our supply chain. Our Global Code of Conduct and related policies align with the United Nations Universal Declaration of Human Rights. Employees are trained to understand and recognise human rights and modern slavery risks, and to report concerns.
We monitor modern slavery risks in our supply chain, conducting risk assessments and further due diligence of suppliers if needed. We are a founding member of the Slave-Free Alliance and we partner with charities, such as Hope for Justice, to use data to contribute to wider efforts to tackle modern slavery and support survivors rebuild their financial lives.
Our Modern Slavery Statement provides further information about our commitment, policies and actions on this topic.
We strive to create a better tomorrow for our employees, our customers, and the communities we serve. Experian is committed to respecting human rights by upholding the United Nations Universal Declaration of Human Rights (UDHR), the United Nations Guiding Principles on Business and Human Rights (UNGP) and the International Labour Organization (ILO) across Experian. We have identified the following salient human rights to be of key importance.
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Health and Safety working conditions |
At Experian, we have a duty to promote the health, safety, and welfare within our work environment. We are committed to maintaining a safe and healthy place to work through execution of our Global Health and Safety Policy. We continue to embrace flexible ways of working and building a safe, inclusive workplace. |
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Workplace security |
The safety and security of our employees and guests is of extreme importance at Experian and is evident in our policies and training across the company. We expect all employees to be respectful of each other and those with whom we interact. We will not tolerate acts of bullying, harassment, or victimisation. Our culture sets the tone for a safe environment at our business locations, on business trips, work related events, and social engagements with colleagues both within and outside working hours. |
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Freedom of Association |
As a fundamental right to a free society, Experian respects and supports the rights of all employees to freedom of association and complies with all laws and regulations regarding such rights. We support the International Labour Organization (ILO) Convention 87 - the Freedom of Association and Protection of the Right to Organise Convention, 1948, and align with it unless it conflicts with legal requirements in the individual countries in which we operate. |
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Diversity, Equity and Inclusion |
A key component to Experian’s core philosophy and purpose is to create a better tomorrow by making positive change in the world. One of the ways we do this is by actively supporting efforts to close the financial wealth gap of under-served communities. We actively support diversity – in thought, style, sexual orientation, gender identity, race, ethnicity, disability, culture, and experience. |
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Modern Slavery and Forced Labour |
We are committed to protecting people at risk from exposure to slavery or people trafficking, both within our organisation or those working on our behalf via third party vendors. If we have suspicions of modern slavery within our operations or in our third-party suppliers there are three immediate priorities: 1. Protect and support at-risk individuals, 2. Report concerns to the authorities, and 3. Capture and protect any evidence for external investigation. |
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Access to grievance mechanisms |
We encourage all employees to raise genuine concerns about the way in which we run our business as soon as possible and without fear of reprisal. We commit to take those concerns seriously and investigate them appropriately. To support employees who may feel uncomfortable in reporting directly to their manager, employees can utilise our Confidential Helpline. The Helpline is administered by an independent third party to ensure upmost confidentiality and is provided in the various languages used in Experian. |
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Data Protection and Privacy |
As a steward of data we collect and use, we have a responsibility to ensure the security, accuracy, privacy and transparency of that data. We continually enhance our security infrastructure, practices, and culture across the business. We are committed to obtaining, processing, and using data compliantly and responsibly. We believe use of data must benefit both businesses and individuals, while meeting regulatory and consumer privacy expectations. |
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Environment and Carbon Emissions |
We carefully consider our environmental impacts, however small, and work across our operations to minimise them. We are committed to becoming carbon neutral in our own operations by 2030 and have a validated science-based target to help us achieve this. We also evaluate risks and opportunities to our business arising from climate change, and work actively to identify, manage and control any material risks; and to develop any opportunities that can help our customers protect the environment and be more resilient. |
We recognise that other human rights issues may become relevant to Experian in the future. We review our salient issues on a regular basis to ensure we identify those important to Experian both internally and externally.
To download this policy as a PDF, click here.
Experian is a global business with a presence in 30 countries. We require every Experian business to operate lawfully and responsibly. Every employee has a responsibility to act at all times with honesty and integrity in all business dealings. We do not tolerate tax evasion or assisting any third party to carry out tax evasion.
The two overriding objectives of this Policy are:
1. To comply fully with all applicable laws, rules and regulations, in line with our Global Code of Conduct and stakeholders’ expectations; and
2. To manage our tax affairs, to protect value for the Group, in line with our broad fiduciary duties.
The principles that will guide our approach to tax are:
Compliance with tax laws – Our policy is to comply with all relevant tax laws, regulations and tax reporting requirements in all jurisdictions in which we operate, including utilising available tax allowances and incentives. When assessing compliance with tax legislation, we consider the tax legislation itself, together with any published statements of practice or guidance. We aim to file returns on time and pay tax in accordance with relevant legislation.
Relationships with tax authorities – We pursue open and co-operative working relationships with tax authorities. We will discuss and consult on our interpretation of the law with relevant tax authorities as required and we will seek to resolve potential areas of contention or uncertainty. Where appropriate, we will seek tax clearances and rulings prior to undertaking transactions. We will participate in relevant consultations around tax issues, to assist with the development of global tax policy.
Tax impact of business decisions – As a large, growing business we face choices in how we manage our business operations. As we approach these decisions, we ensure everything we do is aligned with our commercial operations and has appropriate economic substance. This ensures that our business grows and develops in a sustainable manner. We will therefore make decisions that we believe will be of overall benefit to the Group and its stakeholders; this includes utilising reliefs and incentives made available by relevant governments where appropriate. We do not engage in contrived or artificial tax planning.
Risk management – We evaluate risks broadly, including financial, reputational, commercial and other risks, against the potential benefits of any tax arrangement or filing position. We therefore seek to minimise uncertainty over any position, and obtain external advice and engage with tax authorities, as necessary. We monitor and review tax risks regularly in accordance with the Enterprise Risk Management Policy.
Governance – Tax governance procedures, including accountabilities, responsibilities and delegations of authority, are clearly defined through documented expected standards of conduct, which set out how tax activities are carried out within the Group. The Group’s Tax Policy is established by the Board of Experian plc, which retains oversight as part of the Group’s Governance procedures. The Board is regularly updated on matters relating to tax, with the Group’s Chief Financial Officer (CFO) taking responsibility for all tax matters, including the Tax Policy, at Board level.
Note: In accordance with paragraph 16(2), Part (2), Schedule 19, UK Finance Act 2016 Experian regards the publication of this Tax Policy as complying with the duty to publish a company tax strategy in the current financial year.
To download this policy as a PDF, click here.
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