Message from the Chief Executive Officer

Riva Financial Systems strives to ensure that it pursues the highest standards of Corporate Social Responsibility (CSR) at all times in order to maintain the loyalty and trust of all of our business partners and employees, fulfilling our responsibilities to the communities in which we operate, to underpin our reputation as a Global Transfer Agency solution provider, and an employer, of choice.

Corporate & Social Responsibility

A Code of Ethics and Business Conduct has been adopted by the Board of Directors and sets out the minimum standards by which the company expects all employees to abide. By maintaining a suite of corporate policies and procedures, working as one team we will:

  • Conduct ourselves with complete honesty and integrity, in a lawful,
    non-corruptible and ethical manner
  • Comply with the legislation and relevant codes of practice applicable to the jurisdictions in which we operate
  • Ensure that the workplace is one where each individual feels valued and responsible for contributing to Riva Financial System`s success and protecting our reputation
  • Regularly engage with our employees, communicating business issues and employment terms and conditions, welcoming open and honest feedback
  • Provide and maintain a healthy and safe working environment, promptly addressing any employee or visitor concerns
  • Support performance management and development to ensure that all employees reach their full potential
  • Foster a diverse workforce, where dignity and respect are the norm, actively promote inclusivity and fairness for all and oppose all forms of unlawful and unfair discrimination or victimisation
  • Develop strong relationships with our clients, suppliers and other stakeholders with whom we have dealings, based on mutual trust, respect and understanding
  • Operate with an ethical purchasing policy to ensure that our business standards are replicated by our suppliers including the respect for human rights and the non-use of child/forced labour
  • Remain committed to looking for continuous improvement in the management of our impact upon the environment
  • Engage with, and support, local and national charities and local community groups
  • Constantly monitor, and regularly report on, our compliance with Riva Financial Systems CSR commitments

CSR Awards

In 2016, Riva Financial Systems participated in an assessment of our CSR standards.

Managed by the independent rating evaluator, EcoVadis, the evaluation covered 4 distinct areas namely: Labour Practises and Human Rights, Environment, Fair Business Practices and Sustainable Procurement.

As a result we were awarded Silver recognition level which places us within the top 30% of the performers evaluated by EcoVadis.

Further information can be found on

CSR Logo


It is the policy of Riva Financial Systems Limited (“Riva”) to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, race, marital status, disability, age, part-time ,fixed term or temporary contract status, sexual orientation or religion, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The company is committed not only to its legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.

Riva recognises that adhering to an Equal Opportunities Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in the best interests of the company and its employees. Riva also recognises the great benefits in having a diverse workforce with different backgrounds, solely employed on ability. The application of recruitment, training, and promotion policies to all individuals will be based upon on role requirements and the individual’s ability and merits.

Policy Statement

As a global supplier of innovative software solutions to the Asset Management industry, it is our aim to lead by example in the way we do business. We constantly seek to reinforce our business integrity by living our corporate values of: Valuing our clients, Building Strong Relationships, Integrity and Honesty in all of our Dealings, Excellence in Delivery, Commitment to Equality and Diversity.

Policy Scope

The company, and all of its employees, have a duty to comply with applicable laws and regulations, and are expected to behave responsibly and ethically. We therefore expect Suppliers to operate in accordance with values comparable to ours and in a manner which is consistent with prudent business practices.

Code of Conduct Expectations

Suppliers are required to demonstrate Integrity, Honesty, Legality and Efficiency in their dealings with Riva. They are therefore required to ensure that they:

  • Conduct business in compliance with the applicable laws, rules, and regulations of the jurisdictions in which they operate.
  • Do not try to gain improper advantage, or preferential treatment, for other relationships as a result of their relationship with Riva.
  • Do not use gifts or entertainment to gain improper advantage or preferential treatment and / or engage in any conduct that would put Riva at risk of violating Anti-Bribery / Anti-Corruption laws. We expect that Suppliers will maintain appropriate records of exchanges of gifts and entertainment with our employees.
  • Have in place policies and procedures for the proper handling and use of any inside information about us or our clients that they become aware of. These policies and procedures must meet applicable legal and regulatory requirements to prevent inappropriate access or disclosure of inside information.
  • Comply with Riva’s published Privacy Statement, and use any information obtained through their relationship with Riva only for the purpose defined to them, with appropriate information security policies and procedures in place to secure access to Company information. Riva must be notified promptly of actual or suspected privacy breaches, security breaches, or loss of company information.
  • Develop, maintain and test business continuity and disaster recovery plans in accordance with applicable regulatory, contractual and service level requirements.
  • Do not subcontract services they perform for us, or outsource activities that directly impact the delivery of goods and services to us, without our prior written approval. In situations where approval is given, it is important for the Company to know the location of where the work will be performed and the parties involved in the provision of the services. In addition, Suppliers must monitor the outsourcing or subcontracting arrangement to ensure it complies with the Suppliers’ contractual obligations.
  • Must not destroy any of our records that they store which may be relevant to any pending or threatened legal or regulatory proceeding of which the Supplier becomes aware. Suppliers must maintain adequate internal records to ensure proper compliance with their obligations to us.

Riva has a firm commitment to enable equality of opportunity and workplace cultures that promote inclusion, as outlined in the Riva Equality and Diversity Statement. We will always aim to exceed the basic legal requirements in every jurisdiction we operate in and therefore require Suppliers to demonstrate respect for the responsible treatment of individuals, location, and the environment. Suppliers are therefore required to:

  • Abide by applicable employment law and standards, and human rights legislation, ensuring that all work is completed voluntarily and without slavery, servitude, forced or compulsory labour and human trafficking, and undertake appropriate and reasonable background screenings, including investigations for prior criminal activity, to ensure the integrity and good character of their employees.
  • Maintain a workplace where professionalism, dignity, equality and inclusivity are the norm, encouraging the diversity of their employees, clients and others with whom they interact, including respect for differences such as age, disability, ethnic origin, gender, gender identity, sexual orientation, nationality and race , marital status, parental status, physical appearance, political convictions, pregnancy, religious beliefs, social origin or economic status, union affiliation or employment status. There must be no grounds upon which harassment, discrimination, violence, retaliation or any other form of disrespectful and inappropriate behaviour or abuse would be tolerated.
  • Ensure that formal mechanisms allowing employee whistleblowing reports, and grievances regarding human and labour rights violations to be properly filed, addressed and resolved without fear of perceived or actual retaliation.
  • Provide healthy and safe workplaces that comply with relevant health and safety laws ensuring that there is adequate information and instruction on health and safety requirements.
  • Work to promote environmental sustainability and assist in reducing environmental footprints by, conducting business in an environmentally responsible way, and offering environmentally responsible products and services.
  • Ensure that procurement practices do not have a negative financial impact on the economic status of businesses contracted to provide goods and services in the supply chain by adhering to prompt payment standards

Due Diligence

Riva has a responsibility to conduct appropriate due diligence before entering relationships with key suppliers. This may include, but is not limited to, reviewing copies of employment and health and safety policies, and undertaking due diligence with the aim of establishing that none of our suppliers have any association with modern slavery, or have been engaged in any activity with an adverse human rights impact. All suppliers are expected to self-monitor their compliance with our supplier code of conduct and to inform us of any non-compliance.

Policy Governance and Monitoring

The Riva Board of Directors has overall responsibility for ensuring this policy complies with Riva’s legal and ethical obligations, and that all those under their control comply with it.

Policy Statement

As a global supplier of innovative software solutions to the Asset Management industry, it is our aim to lead by example in the way we do business. We constantly seek to reinforce our business integrity by living our corporate values of:

Valuing our clients, Building Strong Relationships, Integrity and Honesty in all of our Dealings, Excellence in Delivery, Commitment to Equality and Diversity.

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 by implementing, and enforcing effective systems to counter bribery and corruption.

Policy Scope

This policy applies to all Employees and relevant Third Parties of Riva and shall be communicated to them at the outset of our business relationship and as appropriate thereafter. All Employees have the responsibility to read, understand and comply with this policy. At all times, activity that might lead to, or suggest, a breach of this policy should be avoided. Any Employee who breaches this policy will face disciplinary action, which could result in dismissal for gross misconduct.

We will uphold all laws relevant to countering bribery and corruption in all the jurisdictions in which we operate and we remain bound by local and national laws. Where local customs, standards, laws or other local policies apply that are stricter than the provision of this policy, the stricter rules must be complied with. However, if this policy stipulates stricter rules than local customs, standards, laws or other local policies, the stricter provisions of this policy shall apply.

Accepting Gifts, Invitations and Corporate Hospitality / Entertainment

This policy does not prohibit normal and appropriate hospitality (given and received) to or from Third Parties

The acceptance of a gift or giving a gift to a third party is prohibited in the following situations:

  • it is made with the intention of influencing a Third Party to obtain or retain business, to gain a business advantage, or to reward the provision or retention of business or a business advantage, or in explicit or implicit exchange for favours or benefits;
  • it is given in the name of an employee and not in the name of Riva;
  • it includes cash or a cash equivalent (such as gift certificates or vouchers);
  • it is of an inappropriate type and / or value and given at an inappropriate time (e.g. during client prospect discussions;
  • it is given without a transparent reason.

It is acknowledged that the practice of giving business gifts varies between countries and regions and what may be normal and acceptable in one region may not be in another. The test to be applied is whether in all the circumstances the gift or hospitality is reasonable, justifiable and is proportionate. The intention behind the gift should always be considered.

Facilitation Payments and Kickbacks

In many jurisdictions, making Facilitation Payments is illegal. Whilst Riva’s dealings with Public Officials in the day to day course of business are extremely limited, we do not make, and will not accept, Facilitation Payments /Kickbacks of any kind anywhere in the world. Where the facilitation payment is being extorted or an employee is being coerced to pay it, and their safety or liberty is under threat or they feel that they have no alternative but to pay for personal or family peace of mind, then the Facilitation Payment should be paid and reported to the Chief Financial Officer / HR Director as soon as possible.

Riva Employee Responsibilities

It is not acceptable for an employee of Riva (or someone on their behalf) to:

  • accept payment from a Third Party that you know or suspect is offered with the expectation that it will obtain a business advantage for them;
  • accept a gift or hospitality from a Third Party if you know or suspect that it is offered or provided with an expectation that a business advantage will be provided by Riva in return;
  • give, promise to give, or offer, a payment, gift or hospitality with the expectation or hope that a business advantage will be received, or to reward a business advantage already given;
  • give, promise to give, or offer, a payment, gift or hospitality to a Public Official or Third Party to ‘facilitate’ or expedite a routine procedure;
  • threaten or retaliate against another Employee who has refused to commit a bribery offence or who has raised concerns under this policy;
  • engage in any activity that might lead to a breach of this policy or perceived breach of this policy.

A written record of all gifts, invitations and corporate hospitality / entertainment will maintained recording items that are accepted or offered, which will be subject to review by the Chief Financial Officer / HR Director. Riva employees are responsible for ensuring that all accounts, invoices, memoranda and other documents and records relating to dealings with Third Parties, such as clients, suppliers and business contacts, are prepared and maintained with strict accuracy and completeness. ‘Off-book’ accounts are not kept by Riva.

All expense claims relating to gifts, invitations, corporate entertainment or expenses incurred must be submitted in accordance with Riva Expenditure Policy, specifically recording the reason for the expenditure.

The prevention, detection and reporting of any form of Bribery & Corruption are the responsibility of all employees. They must notify the Chief Financial Officer, as Head of Regulatory, / HR Director as soon as possible if they are offered a bribe, are asked to make one, suspect that this may happen in the future, or believe that they are a victim of another form of unlawful activity.


Employees are encouraged to raise concerns about any instance, or suspicion, of malpractice at the earliest possible stage through their line manager.

Employees who refuse to take part in bribery or corruption, or report in good faith under this policy their suspicion that an actual or potential bribery or other corruption offence has taken place or may take place in the future will be protected from detrimental treatment/retaliation. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern.