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CUSTOMER STORY: The LEGO® Group

The LEGO® Group

Sterling's people listened to us and really understood what we needed as a business. They had the compliance experience on global regulations and legal requirements that meant we were confident in their abilities to provide the support we needed.”
- Jo Scott, Global Project Manager, Child Safeguarding and Talent at The LEGO Group

Keen to integrate children’s rights into the day-to-day running of the business, The LEGO Group has taken a number of steps over the years to align child safety across its entire business, whether that’s in retail stores or its head office.

One of our key sayings at Lego is, ‘only the best is good enough,’ and we live and breathe that motto. Children are our role models, and while there are safeguarding requirements for some elements of our business, we wanted to bring the safety of our customers (i.e., children) into everything we deliver across the business.”
Jo Scott
Global Project Manager, Child Safeguarding and Talent at The LEGO Group
Business challenges

While the brand complies with the employee and candidate screening requirements for roles that require Child Safeguarding checks in its head offices in Denmark, other countries in The LEGO Group’ global eco-system didn’t have the same individual assessments in place. Keen to set a globally unified standard for all employees and candidates in roles with high levels of engagement with children, The LEGO Group sought a partner to launch a pilot for a global Child Safeguarding background screening framework.

It was crucial to The LEGO Group that the implementation of screening was viewed as an extension of their global commitment to children’s rights and complemented the existing Child Safeguarding work taking place across the business.

While the initial pain point was finding a provider that could support a global three phase screening of existing employees, there were also concerns about the amount of time it took to complete criminal checks and  some concerns from the existing employees to share personal data and information.

Solutions
  • Sterling completed criminal background checks on existing office-based workers as part of a global child safeguarding initiative, including those involved in consumer engagement (on and offline), social media staff, and the insight and development teams
  • Criminal checks were performed where permissible
  • Processes were clarified and simplified for staff where there had been prior concerns that processes were overly complicated
  • With the global pandemic impacting the roll out of the initial pilot, Sterling adapted its services to flex with the changing screening needs of The LEGO Group
We knew that introducing a global unified standard would be a real learning curve for us as a business, especially as it’s not a legal requirement for a commercial organisation, leaving us with little in the way of best practice guidelines. Sterling stood out to us as their people listened to us and really understood what we needed as a business. They had the compliance experience on global regulations and legal requirements that meant we were fully confident in their abilities to provide the support we needed.”
Jo Scott
Global Project Manager, Child Safeguarding and Talent at The LEGO Group
Results

Working with The LEGO Group, Sterling has redesigned the company’s screening process for existing employees and new-hires for much of the commercial side of the business. This has allowed The LEGO Group to know that its people,  its culture and its strong brand values were resting on a foundation of trust and safety. Following the initial pilot, the updated safeguarding screening programme is set to be rolled out on a wider scale globally, including across the Asia Pacific region, with further plans to extend this into the retail side of the business in the near future.

Key features
  • Child safeguarding checks are not a legal requirement in a commercial industry so, without a precedent or blueprint to follow, much of the work has required adjustments and tailoring along the way
  • There was a need to adapt and flex the scope of the work during a pandemic
  • A geographical process that takes into consideration the country-specific employment screening requirements was needed
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