In addition, the Group continuously monitors the effectiveness of the corrective measures taken, through internal audits, company surveys, and direct discussions with employees.In order to strengthen direct communication between the company and its workforce, Lottomatica has established multiple reporting and engagement channels, including:
●the Whistleblowing procedure, accessible to employees, collaborators, business partners, and third parties, allowing confidential reports to be submitted via the EthicsPoint platform or a 24/7 telephone service;
●the People Survey, conducted by the HR team to monitor key indicators such as credibility, respect, fairness, cohesion, and corporate pride;
●the Talk to HR system, a digital feature on the company intranet that allows employees to submit confidential requests to the HR team;
●Exit Interviews, conducted to gather feedback from departing employees in order to improve engagement and business processes;
●Dedicated health and safety channels, including specific email addresses for contacting the company physician or the occupational health and safety department.
The company has implemented a formal system for receiving, analysing, and managing concerns, reports and complaints. In particular, Lottomatica, ensures the maximum guarantee of confidentiality and, if requested by the reporter, anonymity and has chosen as channels for sending reports a digital platform ‘EthicsPoint Platform’ and a dedicated telephone channel, available 24 hours a day. In addition to the whistleblowing system, other internal communication tools are actively promoted to ensure that every employee has access to appropriate channels for expressing concerns or reporting violations.
Lottomatica raises awareness of its reporting channels and ensures their accessibility through various internal communication tools. Information on these mechanisms is disseminated via institutional emails, the company intranet, and onboarding materials. The Whistleblowing Channel is also accessible from personal devices, allowing for flexible and remote use. Lottomatica takes proactive measures to ensure that all reporting channels are inclusive and accessible, overcoming any cultural or organisational barriers that might hinder their use.
All reports received undergo a transparent handling process, starting with a preliminary review within seven days of receipt. If deemed relevant, reports undergo investigation and resolution within three months, with feedback provided to the whistleblower. The process is managed by the Internal Risk, Ethics & Compliance and the Corporate & Legal Affairs Departments, which coordinates the audits with the relevant corporate areas. All reports deemed relevant following the preliminary investigation undergo further examination by:
●the Risk, Ethics & Compliance Department, which, in coordination with the Corporate & Legal Affairs Department, conducts an inspection, potentially involving the Departments/Areas interested and/or involved, and the reported party/whistleblower, while also informing the CEO of the Lottomatica Group and the CEOs of any companies implicated in the report;
●the Supervisory Board, for reports relevant for the purposes of Legislative Decree no. 231/01, which may proceed autonomously (as outlined in the 231 Model of the company implicated in the report) or with the support of the Internal Audit & GRC and Anti-Bribery & Corruption Department, another Department/Corporate Area, or third parties;
●in case of relevant reports for the purposes of UNI PdR 125:2022, the Chief People Officer, who may proceed either autonomously or with the support of the the Risk, Ethics & Compliance Department, another Department/Corporate Area, or third parties.
