We Speak Up!
At GM, we speak fearlessly. We have the courage to say and do what is difficult. Take action when you see a safety issue or when you believe the law, our Code, or our policies may have been violated. Speak up!
How to Speak Up:
Learn more by clicking the arrows below.
Tell your people leader.
Share your concern with your people leader first, if possible. They should be able to provide guidance and answer questions.
Report to another internal resource.
If you’re uncomfortable sharing with your people leader, go to another people leader, HR, Compliance, or Legal Staff.
Contact the Awareline.
The Awareline is another resource for reporting potential violations of our Code or raising concerns. It’s operated by an independent third party and is available 24/7 from any location around the globe, and it allows you to report anonymously.
Speak Up for Safety.
Report potential vehicle or product safety concerns, or suggest safety-related improvements using Speak Up for Safety (SUFS).
Use the Employee Safety Concern Process.
Report potentially unsafe workplace acts or conditions using the Employee Safety Concern Process.
Investigations
You should not conduct your own investigation. Investigations often involve complex legal issues, and acting on your own may compromise an investigation and negatively affect both you and the company. We encourage you to provide your name and contact information to better assist the investigation process.
Anonymity and Confidentiality
Although you are encouraged to identify yourself for more effective and efficient follow-up when using the Awareline or SUFS, you can report concerns anonymously where permitted by law. During the investigation, we always try to keep information confidential to the degree possible. Regardless of whether the reporter is anonymous, we take all concerns seriously and will respond appropriately.
What Happens When I Report an Issue?
After reporting you can expect that:
- Reports will be reviewed and assigned for further action or investigation.
- Any confirmed violations will result in prompt and appropriate action. Depending on the case, you may receive feedback on the investigation result. If you don’t receive feedback, it doesn’t mean the matter wasn’t investigated or corrective action wasn’t taken. To preserve confidentiality, we are not always able to share details on the outcome.
Zero Tolerance for Retaliation
We are committed to maintaining a culture where employees feel comfortable raising concerns. So, we never tolerate retaliation against anyone for raising a concern in good faith.
If you feel you have been retaliated against or suspect retaliation against someone else, report it. We will investigate all reports of retaliation. If confirmed, we will take appropriate disciplinary action.