About us

Concept and history

An organizational ombudsman is a a designated neutral, who provides independent, impartial, confidential and informal assistance to employees of all levels within a corporation, university, non-governmental organization, or other entity.

The organizational ombudsman concept was born in 1967, when it was first mentioned in the Harvard Business Review (referring, at that time, only to companies).

At the basis of this concept is the classic model of an ombudsman, which appeared in the 19th century in the Scandinavian countries: in 1809, the Swedish government named an official to investigate complaints made against the public administration.

Since its emergence, the concept of an organizational ombudsman was embraced and implemented by numerous companies and institutions worldwide, as you can see below:

  • International companies (selection)
    • American Express
    • Baker Hughes
    • Bertelsmann AG
    • BP America
    • Coca-Cola Enterprises
    • Eaton Corporation
    • Halliburton
    • IBM: Supplier Relations
    • Mars, Inc.
    • Merck & Co., Inc.
    • Novo Nordisk
    • Petrobras
    • Pfizer, Inc.
    • United Technologies Corporation
  • European companies (selection)
    • ABB AG
    • AUDI AG
    • Bayer AG
    • Bombardier Transportation GmbH
    • Deutsche Bahn AG
    • Deutsche Bank AG
    • Deutsche Telekom AG
    • E.ON Kernkraft GmbH
    • E-Plus Gruppe
    • EnBW AG
    • ERGO AG
    • HP Deutschland
    • Lufthansa Technik AG
    • Porsche AG
    • SAP AG
    • Siemens AG
  • Governmental and non-governmental institutions (selection)
    • African Development Bank Group (AfDBG)
    • American Red Cross
    • American Student Assistance
    • Inter-American Development Bank (IADB)
    • International Monetary Fund (IMF)
    • International Organization for Migration (IOM)
    • United Nations (UN)
    • US Olympic Committee (USOC)
    • World Bank
    • World Health Organization
    • World Intellectual Property Organization (WIPO)
  • Universities (selection)
    • Columbia University
    • Cornell University
    • Ecole des Hautes Etudes Commerciales
    • Florida State University
    • Georgetown University (Faculty)
    • Harvard University
    • Massachusetts Institue of Technology (MIT)
    • Princeton University
    • Stanford University
    • State University of New York (SUNY)
    • Technische Universität Darmstadt
    • Technische Universiteit Delft
    • Universitat Autònoma de Barcelona (UAB)
    • Universiteit Ghent
    • University of Amsterdam
    • University of California: Los Angeles (UCLA)
    • University of Miami
    • University of North Texas
    • University of Paris 1 Pantheon-Sorbonne
    • University of San Francisco
    • University of Texas
    • University of Toledo
    • University of Toronto
    • University of Washington
    • University of Waterloo
    • University of Wellington
    • University of Windsor
    • Université de Montréal
    • Université du Québec à Montréal
    • Valencian International University
    • Vrije Universiteit Amsterdam
    • Washington State University
    • Yale University

What does PetrOmbudsman do?

  • It offers an independent, neutral, informal and confidential environment, in which you can express your thoughts and ask questions freely;
  • It is an additional resort for your assistance, irrespective of your position, level in the company or geographic location;
  • It can be a guide, anytime you need to understand the application or the impact of rules and procedures. It explores the reason for your worries, as well as the formal and informal methods you could use to address them;
  • It considers what is on your mind and offers you guidance through various techniques, including coaching and training;
  • It offers you support in understanding and applying the internal rules, regulations and procedures;
  • It offers you support in expressing your problems officially, if that is your choice;
  • Upon request, it facilitates meetings between parties;
  • Periodically, it presents reports containing only anonymous and statistical data, referring to systemic trends;
  • Based upon exploring challenges, topics of interest and general trends, it recommends positive changes.

What doesn't PetrOmbudsman do?

  • It doesn’t make decisions, it does not define outcomes, it does not impose actions;
  • It does not investigate in a formal manner or file official reports concerning the cases brought to its attention;
  • It does not keep permanent records of the cases brought to its attention;
  • It does not communicate data which could lead to an identification of the visitors.

Non-Retaliation Policy

PetrOmbudsman Department is an innovative initiative launched in OMV Petrom Group, as a supplementary channel of communication for all persons working in OMV Petrom Group, irrespective of their position in the company and field of activity.

Different from other existing channels, the PetrOmbudsman acts and reacts in a confidential, impartial, independent and informal manner. These four traits are used as guiding principles in its activities.

It provides the needed environment to address different topics, from issues related to the place of work to sharing of ideas.

The role of the PetrOmbudsman Department is to help people see all the alternatives and then make informed decisions upon the best ways to address concerns. It supports management and employees navigate through all existing channels, and clarify the nature of their issues, or possible additional aspects that might need to be addressed.

PetrOmbudsman is not entitled to impose decisions, but whenever it requests information, it is mandatory for every manager and employee to fully support the department.

All persons working in OMV Petrom Group have the right to contact and use the services of PetrOmbudsman and cannot be obstructed or penalized in any way for contacting and/or using the services provided by this department. Any action of retaliation will be considered disciplinary misconduct and sanctioned according to internal procedures.

In order to ensure the success of the PetrOmbudsman Department, everybody’s full support is needed. We thank you for helping us improve organisational culture and create a more trustful environment within our company!

Best regards,

Executive Board of OMV Petrom