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Telecommunication, fiber, and utility operators are “Building Better Networks” with IQGeo’s award-winning geospatial network management software. The combination of flexible network modeling that is used to create dynamic actionable tasks, and native mobility that bridges the gap between the office and the field, enables broadband and utility operators to build the networks of the future. 

IQGeo’s technology vision is helping telecom and fiber operators deliver digital equity and empowering utilities to achieve a cleaner energy future. Our Integrated Network and Adaptive Grid solutions drive process efficiency across the lifecycle from planning and design, to construction, operations, monetization, and outage response. Large multinationals and smaller regional operators around the world trust IQGeo to deliver the digital innovation they need to modernize and accelerate their workflows, increase network resilience, improve operational safety, and deliver ROI. 

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The IQGeo™ brand was launched in January 2019 after the RTLS business line and Ubisense brand was sold to Investcorp Technology Partners. 

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A key differentiator for IQGeo is our ability to provide a single common software platform that supports the entire lifecycle of our customers’ networks. With the acquisitions of OSPInsight in 2020 and Comsof in 2022 and the innovative organic growth of our software, we have established a distinctive market position. Unlike most of our competitors, IQGeo can deliver a solution that begins with high-level network planning and continues through construction, operations, maintenance and disaster response.

A single common platform joins up operational processes for greater efficiency and reduces the complexity and expense of integrating applications from different disconnected vendors. The vision of providing our customers with a fully integrated network lifecycle solution that is built upon a geospatial network digital twin has been fundamental to our success and will continue to drive our business in the future.

Our strategy

In order to consistently direct our resources and measure the ongoing success of the business, IQGeo remains focused on tracking our progress against three top-line business goals that were initially established in January of 2019 when we rebranded the Company as IQGeo.

Business goals

• Global growth
• Recurring revenue
• Product innovation

Market opportunity

The broadband and electric utility industries are receiving major investment streams through governmental programmes and private initiatives. These are driven by the business and social need for universal broadband and decarbonization objectives that demand a flexible distributed electric grid. In addition, IQGeo has significantly expanded the potential footprint for our technology within our customer base and with new prospects through the release of our latest‑generation network management products.

Enterprise telecom operators

• Cut network planning and design times
• Optimise processes to improve competitiveness
• Improve network data quality
• Support the long-term network Lifecycle
• Accelerate time to revenue

Electricity network operators

• Optimize operational processes
• Integrate critical data streams
• Capture network realities in the field
• Create a digital twin for the network lifecycle
• Enable grid modernisation

Learn more about why telecom and utility network operators choose IQGeo. 

Decarbonization and climate change

Business best practice and government regulations increasingly mandate net-zero electricity grids that must be more resilient than ever before to withstand the growing number of severe weather incidents as a result of our changing climate. These stark realities require innovative thinking, new technology and streamlined processes. Next‑generation IQGeo solutions are displacing legacy GIS software to help network operators meet these new challenges.

• Identify decarbonization opportunities
• Design and deploy low carbon technology
• Reduce field service inefficiencies
• Decarbonize supply chain
• Improve network resilience and reliability

Learn more about IQGeo's Carbon Neutral Organisation status.

Scope
In compliance with paragraph 16(2) of Schedule 19 of the UK Finance Act 2016, IQGeo publishes its tax strategy for the year ending 31 December 2024.

This tax strategy applies to IQGeo Group Limited (previously IQGeo Group plc) and to the group of companies headed by IQGeo Group Limited. References to ‘IQGeo Group Limited, ‘IQGeo, ‘the company’ or ‘the group’ are to all these entities.

Note that as of 23 September 2024, IQGeo Group Limited is a wholly owned subsidiary of Geologist Bidco Limited.

This strategy applies from the date of publication until it is superseded. References to ‘tax’, ‘taxes’ or ‘taxation’ are to UK taxation and to all corresponding worldwide taxes and similar duties in respect of which the group has legal responsibilities.

Aim
IQGeo is committed to full compliance with all statutory obligations and full disclosure to relevant tax authorities. The group’s tax affairs are managed in a way which considers the group’s wider corporate reputation in line with IQGeo’s overall high standards of governance.

Governance in relation to taxation

• The ultimate responsibility for tax strategy and compliance rests with the Board of Directors.
• The Chief Financial Officer (CFO) is responsible for ensuring that appropriate policies, processes and systems are in place and that the team responsible for tax compliance has the required skills and external professional support to comply with this approach.
• The Finance Director is responsible for day-to-day tax work, tax strategy implementation and tax risk management.
• The Board receives updates on significant tax matters and regular reports on the group’s tax status from the CFO.
  
  

Risk management

• IQGeo operates a system of tax risk assessment and controls as a component of the overall internal control framework applicable to the group’s financial reporting system.
• IQGeo seeks to reduce the level of tax risk arising from its operations as far as is reasonably practicable by ensuring that reasonable care is applied in relation to all processes which could materially affect its compliance with its tax obligations.
• Advice is sought from external advisers where appropriate.
  
  

Attitude towards tax planning and level of risk

• IQGeo manages risks to ensure compliance with legal requirements in a manner which ensures payment of the right amount of tax.
• When entering into commercial transactions, IQGeo seeks to take advantage of available tax incentives, reliefs and exemptions in line with, and in the spirit of, tax legislation. IQGeo does not undertake tax planning unrelated to such commercial transactions.
• The level of risk which IQGeo accepts in relation to taxation is consistent with its overall objective of achieving certainty in the group’s tax affairs. At all times IQGeo seeks to comply fully with its regulatory and other obligations and to act in a way which upholds its reputation as a responsible corporate citizen.

Relationship with HMRC and other tax authorities

• IQGeo is committed to maintaining a transparent and co-operative relationship with HMRC and other tax authorities.
• IQGeo recognises that differences in legal interpretation may arise between the group and tax authorities and will engage proactively with them to seek early resolution.
• Any inadvertent errors in submissions made to tax authorities are fully disclosed as soon as reasonably practicable after they are identified.

2024

• IQGeo IQGeo Group Limited Annual Report 2024

2023

• IQGeo Group plc Annual Report 2023
• Interim results for six months ended 30 June 2023

2022

• IQGeo Group plc Annual Report 2022
• Interim results for six months ended 30 June 2022
  

Whistleblowing Policy

1.0  Overview

IQGeo (the Group), in ensuring a high ethical standard in all its business activities, has established a code of ethics which set out the standard of conduct expected in the management of its business across the Group. All stakeholders are expected to comply with these standards in the discharge of their duties.

In furtherance of this, the Group’s Whistleblowing Policy and Procedure provides a channel for the Group's employees and other relevant stakeholders to raise concerns about workplace malpractices, in a confidential manner; for the Group to investigate alleged malpractices and take steps to deal with such in a manner consistent with the Group's policies and procedures and relevant regulations.

2.0  Definition

Whistleblowing for the purpose of this policy is the act of reporting perceived unethical conduct of employees, management, directors, and other stakeholders by an employee or other persons to appropriate authorities.

3.0  Scope

This policy and procedure manual is designed to enable employees and other relevant stakeholders to report any perceived act of impropriety which should not be based on mere speculation, rumours and gossips but on knowledge of facts. Reportable misconducts covered under this policy include:
 

• All forms of financial malpractices or impropriety such as fraud, corruption, bribery, theft and concealment;
• Failure to comply with legal obligations, statutes, and regulatory directives;
• Actions detrimental to Health and Safety or the work environment;
• Any form of criminal activity;
• Improper conduct or unethical behavior that undermines universal and core ethical values such as integrity, respect, honesty, accountability and fairness;
• Other forms of corporate governance breaches;
• Connected transactions not disclosed or reported in line with regulations;
• Insider abuse;
• Non-disclosure of interests;
• Sexual or physical abuse of staff, customers, prospective staff, service providers and other relevant stakeholders; and

• Attempt to conceal any of the above listed acts.

The above listed reportable misconducts or concerns are not exhaustive.  However, judgment and discretion is required to determine misconduct that should be reported under this policy. The general guide in identifying reportable misconduct is to report concerns which are repugnant to the interest of the Group and the general public and appropriate sanctions applied.

This policy covers the activities of the Group and all its subsidiaries. This is without prejudice to the requirements by regulators of the various subsidiaries to put in place their respective whistleblowing policies.  The policy shall be read in conjunction with the whistleblowing guidelines that may be issued by relevant regulatory agencies with oversight on the operations of the Group and its subsidiaries.

Finally, this policy does not cover individual staff grievances and other employee related matters already covered in the Employee Handbook.
 

4.0 Policy

4.1 Definition of Terms

Complaint- An allegation or concern that is subject to investigation by the appropriate authority.

Detriment-Victimisation or reprisal of a whistleblower which can take any or a combination of the following forms; dismissal, termination, redundancy, undue influence, duress, withholding of benefit and/or entitlements and any other act that has negative impact on the whistleblower.

Good Faith-This is evident when a report or concern is made without malice or consideration of personal benefit and the employee has a reasonable basis to believe that the report is true; provided, however, a report does not have to be proven to be true to be made in good faith. Good faith is lacking when the disclosure is known to be malicious or false.

Investigation- A process designed to gather and analyse information in order to determine whether misconduct has occurred and if so, the party or parties responsible.

Misconduct- A failure by a staff member or other relevant stakeholder to observe the rules of conduct or standards of behaviour prescribed by an organisation.

 Suspect- A person who is alleged to have committed a misconduct and subject of investigation.

The Company- IQGeo Group Limited and all of its subsidiaries.

Whistleblower-Any person(s) including employee, management, directors, service providers, creditors and other stakeholders of an institution who reports any form of unethical behaviour or dishonesty to the appropriate authority.

Whistleblowing-The act of reporting an observed/perceived unethical misconduct of employees, management, directors and other stakeholders of an institution by an employee or other person to appropriate authority. It is an early warning system that enables an organisation to find out when something is going wrong in time to take necessary corrective action.

4.2 Objective

This policy and procedure manual is intended to encourage staff and other relevant stakeholders to report perceived unethical or illegal conduct of employees, management, directors and other stakeholders across the Company to appropriate authorities in a confidential manner without any fear of harassment, intimidation, victimisation or reprisal of anyone for raising concern(s) under this policy.

Specific objectives of the policy are:

• To ensure all employees feel supported in speaking up in confidence and reporting matters they suspect may involve improper, unethical or inappropriate conduct within the Company;

• To encourage all improper, unethical or inappropriate behaviour to be identified and challenged at all levels of the organisation;

• To provide clear procedures for reporting and handling such concern(s);

• To proactively prevent and deter misconduct which could impact the financial performance and damage the Company's reputation;

• To provide assurance that all disclosures will be handled seriously, treated as confidential and managed without fear of reprisal of any form; and

• To help promote and develop a culture of openness, accountability and integrity.

4.3 Board and Management Commitment to the Policy

The Board and Management are aware that a robust internal system for employees and other relevant stakeholders to disclose workplace malpractices without fear of reprisal shows that employees take their responsibilities seriously, and also helps to avoid the negative publicity that often accompanies disclosures to external parties.

Hence the Board of Directors and Management is committed to promoting a culture of openness, accountability and integrity, and will not tolerate any harassment, victimisation or discrimination of the whistleblower provided such disclosure is made in good faith with reasonable belief that what is being reported is fact.

4.4 Policy Statement

The Company is committed to the highest standards of openness, probity, accountability and high ethical behaviour by helping to foster and maintain an environment where employees and other stakeholders can act appropriately, without fear of reprisal.

To maintain these standards, the Company encourages employees and relevant stakeholders who have material concerns about suspected misconduct or any breach or suspected breach of law or regulation that may adversely impact the Company, to come forward and report them through appropriate channels (in certain cases on a confidential basis) without fear of retribution or unfair treatment.

The Company conducts its business on the principles of fairness, honesty, openness, decency, integrity and respect. It is the intention of this policy to encourage employees and other relevant stakeholders to report and disclose improper or illegal practices or activities.

The Company is committed to investigate promptly any reported misconduct and to protect those who come forward to report such activities. The Company further assures that all reports shall be treated in strict confidence.

The Company's operating procedures are intended to detect and prevent or deter improper activities. However, the best systems of controls may not provide absolute safeguards against irregularities. This policy is intended to investigate and take appropriate action against any reported misconduct or concern.

5.0 Roles and Responsibilities

The following are the roles and responsibilities of key parties in the whistleblowing process:

• Whistleblowers are expected to act in good faith and should refrain from making false accusations when reporting his/her concern(s), and also provide further evidence at his/her disposal to aid investigation of the issues reported.
• Suspect has a duty to co-operate with investigators during the period of investigation including provision of relevant information, documents or other materials as may be required by the investigator.
• Investigator/the CFO is expected to handle all matters with high professionalism, confidentially and promptly. He/she shall be independent and unbiased in carrying out investigation.
• The CFO has the responsibility of acknowledging all concern(s) reported and reporting on the progress of investigation to the whistleblower.
• The CFO shall on a quarterly basis provide to the CEO a summary of all cases reported and the result of the investigation.
• The CFO/Investigator shall refrain from discussing or disclosing matters under investigation.
• Human Resources shall handle the report of investigation that relates to the entity’s employees in line with the disciplinary procedure as contained in the Company’s Employee Handbook.

6.0  Whistleblowing Procedure

The whistleblowing procedure involves steps that should be taken by the whistleblower in reporting misconduct, and steps required for the investigation of the reported misconduct. The following procedures shall guide the whistleblowing process:

6.1  Internal Whistleblowing Procedure

Internal whistleblowing involves staff members across the Company raising concerns about unethical conduct. The following procedure shall be adopted for the purpose of internal whistleblowing:

Step 1 - Raising concern(s) by whistleblower – medium and format

An internal whistleblower may raise concern(s) through any of the following media (this can be done either by declaration or in confidence/anonymously): 

• Through a formal letter or email to the CFO ("Chief Financial Officer")

• Via the Company's Whistleblowing platform (available from summer of 2025)

Where the concern is received by employee(s) other than the CFO, the recipient of such concerns shall be required to:

• Immediately pass the concern(s) to the CFO and copy HR Director, or via the Company's Whistleblowing platform (available from summer of 2025);

• If the concern(s) affect the CFO, the CEO shall be notified;

• The concern(s) shall be presented in the following format:

• background of the concern(s) (with relevant dates);

• reason(s) why the whistleblower is particularly concerned about the situation.

Disciplinary measures in-line with the Employee Handbook shall be taken against any staff that receives concerns and fails to escalate. Also disciplinary measures shall be taken against an internal whistleblower who acted out of malice. 

Step 2 – Investigation of Concerns and update on progress of investigation

The CFO shall on receipt of the concern(s) acknowledge receipt of the concern from the whistleblower within 5 working days, and immediately commence investigation. The purposes of investigation are to:

• Establish if a wrongdoing has occurred based on the concern(s) raised, and if so to what extent; and

• To minimise the risk of further wrongdoing, prevent any further loss of assets, damage to the Company's reputation and, if possible, protect all sources of evidence.

If preliminary investigation shows that the concern falls within the whistleblowing reportable concerns, then further investigation shall be carried out. If otherwise, or the concern is outside the reportable misconduct, then the CFO shall refer the matter to appropriate quarters for further action.

Where necessary, the CFO shall give updates of the progress of the investigation to the whistleblower if the concerns fall within the reportable concerns.

Finally, if the concern raised by the whistleblower is frivolous or unwarranted, the CFO shall ignore such concern, if necessary disciplinary measures in line with Human Resources policy shall apply to staff that raise concern out of malice.

Step 3 – Report of Investigation and action on Report

Upon conclusion of the investigation, the CFO shall submit his/her report to Human Resources or the appropriate authority for further action(s). Where necessary the CFO shall escalate to the CEO.

A quarterly report to keep the CEO abreast of developments in whistleblowing shall be submitted by the CFO. All disciplinary action relating to the report shall follow the Company's disciplinary procedure as contained in the Employee Handbook. 

Step 4 – Non Satisfaction with Result of Investigation or Action

In the event that the whistleblower is not satisfied with the extent of investigation and/or the action taken based on the outcome of the investigation, the whistleblower is at liberty to report to the Board of Directors.

Any internal whistleblower that feels victimised can report his/her grievance(s) to HR or to the Board of Directors. This is without prejudice to the fundamental right of the internal whistleblower to seek redress in the court of law. 

6.2    External Whistleblowing Procedure

External whistleblowers are non-staff of the Company. External whistleblowers can fall into any of these categories: contractors, service providers, shareholders, depositors, analysts, consultants, job applicants, and the general public. External whistleblowing shall follow the following procedure:

Step 1 - Raising concern(s) by whistleblower – medium and format

An external whistleblower may raise concern(s) by means of a formal letter to the CEO, the Company and/or CFO (this can be done either by declaration or in confidence/anonymously).

Where the concern is received by staff other than the CEO and CFO, the recipient of such concerns shall be required to:

• Immediately pass the concern(s) to CFO with copy to the CEO but ensuring confidentiality of the concern, or via the Company's Whistleblowing platform (available from summer of 2025).

• If the concerns affect the CFO, the CEO is notified.

• The concern(s) shall be presented in the following format:

  • background of the issue (with relevant dates);

  • reason(s) why the whistleblower is particularly concerned about the situation.

Disciplinary measures in line with the Employee Handbook shall be taken against any staff that receives concerns from an external whistleblower and fails to pass same to the appropriate authority.

Step 2 - Investigation of Concerns and update on progress of investigation

The CFO shall on receipt of the concern(s) acknowledge receipt of the concern from the whistleblower within 5 working days, and immediately commence investigation. The purpose of investigation is to:

• Establish if a wrongdoing has occurred based on the concern(s) raised, and if so to what extent; and

• To minimise the risk of further wrongdoing, prevent any further loss of assets, damage to the Company's reputation and, if possible, protect all sources of evidence.

If preliminary investigation shows that the concern falls within the whistleblowing reportable concerns, then further investigation shall be carried out. If otherwise, the CFO shall refer the matter to the appropriate quarters for further action. However, if the concern raised by the whistleblower is frivolous or unwarranted, CFO shall ignore such concern.

Where it is established that a criminal activity has taken place, the matter may be referred to the Police and where necessary, appropriate legal action taken.

Where necessary, the CFO shall give updates of the progress of investigation to the whistleblower.

Step 3 - Report of Investigation and action on Report

Upon conclusion of investigation, the CFO shall submit his/her report to Human Resource or the appropriate authority for further action(s). Where necessary the CFO shall escalate to CEO. A quarterly report to keep the CEO abreast of developments in whistleblowing shall be submitted by the CFO.

If the concern(s) relates to an external party (service provider), the Company shall immediately review the Service Level Agreement with such service provider, and if necessary terminate the agreement.

Step 4 - Non Satisfaction with Result of Investigation or Action

In the event that the whistleblower is not satisfied with the extent of investigation and/or the action taken based on the outcome of the investigation, the whistleblower is at liberty to report to the Board of Directors for further action.

An external whistleblower shall be at liberty to report to the appropriate regulatory body or seek further redress in the court of laws if he/she is not satisfied with the action taken to address the concern(s).

7.0  Time Limit for Investigation

It shall be the policy of the Company to handle investigations promptly and as fairly as possible. While it might not be possible to set a specified timeframe for the conclusion of investigation, since the diverse nature of potential concerns may make this impracticable. The CFO shall endeavour to resolve all concerns within four weeks. Where for any reason, proper resolution is unable to be achieved within this timeframe, the CFO shall advise the CEO accordingly.

8.0  Protection and Compensation for Whistleblower

It shall be the policy of the Company to protect whistleblowers who disclose concerns, provided the disclosure is made:

• in the reasonable belief that it is intended to show malpractice or impropriety;
• to an appropriate person or authority; and
• in good faith without malice or mischief.

While all disclosures resulting from whistleblowing shall be treated with a high level of confidentiality, staff and other relevant stakeholders are encouraged to disclose their name to make the report more credible. The Company shall take the following into consideration in considering anonymous disclosure:

• the seriousness of the issues being reported;
• the significance and credibility of the concern; and
• the possibility of confirming the allegation.

The Company shall not subject a whistleblower to any detriment. Where a whistleblower feels unfairly treated owing to his/her actions, the whistleblower shall be at liberty to report to any regulatory body with oversight on the Company's business. This is without prejudice to the right to take appropriate legal action.

Where necessary, compensation of whistleblowers whether internal or external that have suffered detriment shall be at the discretion of Management, taking into consideration any regulatory guidance on the compensation of whistleblowers that may be issued from time-to-time.

Any retaliation, including, but not limited to, any act of discrimination, reprisal, harassment, suspension, dismissal, demotion, vengeance or any other occupational detriment, direct or indirect, recommended, threatened or taken against a whistleblower because he/she has made a disclosure in accordance with this policy will be treated as gross misconduct and dealt with accordingly.

Whistleblowers must ensure that they do not make disclosure outside of the prescribed channels (e.g. media-print or electronic), or their disclosures may not be protected.

9.0  Ownership and Frequency of Review

This policy document remains the property of the Company. However, its custody and management shall rest with the CFO who also has oversight of the Compliance function.

This policy document and procedure manual shall be subject to review every two (2) years or as may be deemed necessary. All suggestions for review and or amendments shall be forwarded to the CFO for necessary action.

Although this document shall be hosted in the official website of the Company, the Management of the Company and each subsidiary shall ensure strict compliance with this policy.

This notice constitutes formal notification to remaining indirect shareholders, as at the date of this notice, of IQGEO Group plc (IQGEO) for purposes of Regulation 38(2) of the UK Alternative Investment Fund Managers Regulations 2013 (AIFM Regulations) that various funds, vehicles and / or accounts advised by Kohlberg Kravis Roberts & Co. L.P. and its affiliates (KKR) acquired control by holding more than 50% of the voting rights of IQGEO on 23 September 2024. This control was acquired via Geologist Bidco Limited, a newly formed company indirectly majority-owned by funds, vehicles and / or accounts advised by KKR. As of 23 September 2024, Geologist Bidco Limited holds 100% of the issued share capital and voting rights of IQGEO.

Further information in relation to KKR, the structure of the transaction and, for purposes of Regulation 40(2) of the AIFM Regulations, KKR’s intentions as to the future business of IQGeo can be found in the documentation published on this webpage, specifically in section 9 of Part One of the Scheme Documents.

RECOMMENDED CASH ACQUISITION OF IQGEO GROUP PLC ("IQGEO") BY GEOLOGIST BIDCO LIMITED ("BIDCO") a newly formed company wholly-owned by funds advised by Kohlberg Kravis Roberts & Co. L.P. and its affiliates ("KKR")

to be effected by means of a Scheme of Arrangement under Part 26 of the Companies Act 2006

Summary

The boards of Bidco and IQGeo are pleased to announce that they have reached agreement on the terms of a recommended cash acquisition of the entire issued and to be issued ordinary share capital of IQGeo (the "Acquisition").

Read the full RNS announcement.

Recommended offer for IQGeo.

For media enquiries, please contact:

Neil Bennett, H/Advisors Maitland  - iqgeo@h-advisors.global

DAC Beachcroft
The Walbrook Building
25 Walbrook
London EC4N 8AF
Website: www.dacbeachcroft.com

Reporting Accountants – Grant Thornton LLP
Cambridge Office: 101 Cambridge Science Park, Milton Road, Cambridge, CB40FY 
Tel: +44 1223 225600 
Fax: +44 1223 225619 
Website: www.grantthornton.co.uk

Corporate Headquarters and registered office
IQGeo Group Ltd, 20 Station Road, Cambridge, Cambridgeshire, CB1 2JD
Tel: +44 1223 606655
Fax: +44 1223 535167 
Website: www.iqgeo.com