Environment Care and Responsibility
While we have allocated more than 7% of total capital investments toward environmental improvements, and maintained one of the lowest carbon footprints amongst Peers in the industry, we strive to do even better.

Our goal is to elevate our commitment toward addressing the continuously evolving needs of our planet and our society. We will introduce our “Responsible Care” platform that proactively aims to ensure that we grow our business without expanding our carbon footprint pro ratio and take shared responsibility within the distribution chain to minimize the environmental and health impact of a product throughout its lifecycle. In addition, we will strive to make continuous progress toward our health and safety goal of attaining a maximum lost time accident rate of less than one.

We are taking significant measures to ensure our commitment towards health, safety, sustainability. And social responsibility is embedded in every aspect of our business – from operations to innovations and strategic planning, from leadership to shop floor
Since 2004 is Perstorp participating in the UN Global Compact, supporting the initiative and its 10 principles, providing an open and honest progress reporting on how we are translating our commitments to these principles into effective (daily) practices.

Sincerely yours,

Jan Secher
President and CEO

Perstorp’s Code of Conduct is based on the company’s three core values and has been drawn up in accordance with the OECD’s guidelines for multinational enterprises, the chemical industry’s Responsible Care program and the guidelines outlined in the International Labour Organization (ILO) convention.

Our Code of Conduct clearly states that:

Perstorp respects the individual and stands for justice, honesty, openness and trust, as well as encouraging networking, participation and the use of personal initiative.

Child labour
Perstorp does not tolerate any form of child labour. The minimum age of employment within Perstorp is regulated by the legislation of the respective country.

Forced or slave labour
Perstorp does not tolerate any form of forced labour or slave labour, or work carried out by political prisoners or illegal workers.

Union activities
The freedom of association and the right to belong to a union, like the right to collective bargaining and agreements, are respected within all parts of Perstorp.

Every employee is given a briefing on the Code of Conduct by their immediate manager. All employees within Perstorp must know and fully understand the content of the Code of Conduct. The Code of Conduct shall be considered as a tool and support in everyday work, and it helps us to live up to our three core values: focused innovation, reliability and responsibility.

Perstorp’s managers shall also encourage employees to correct, or report, matters that contravene the principles of the code. The fundamental approach is that local managers shall handle any problems or suspected violations that arise. Perstorp’s managers shall ensure that the Code of Conduct is observed and they shall create such an open atmosphere and working environment that all types of problem can be discussed openly and without censure. If for some reason it is not possible to report a violation locally, the alternative is to use the whistle-blowing principle available to all our employees.

In 2013 one possible violation has been reported through the whistle-blowing function.

Perstorp’s Code of Conduct is based on the company’s three core values and has been drawn up in accordance with the OECD’s guidelines for multinational enterprises, the chemical industry’s Responsible Care program and the guidelines outlined in the International Labour Organization (ILO) convention.

Link to Perstorp’s EHS Policy: https://www.perstorp.com/en/Responsibility/Policies_and_Standards/Environment_health_and_safety_policy/

Our Code of Conduct Clearly States:

Working environment
It is Perstorp’s responsibility to offer safe and physically and psychologically healthy working conditions for all employees, and to forbid and take action against all types of harassment.

Non-discrimination & diversity
Perstorp recruits and treats its employees in such a way that no one is discriminated against on grounds of gender, race, religion, age, disability, sexual orientation, nationality, political opinion or social or ethnic origin. Equality and diversity in the workplace and in new recruitment are encouraged within Perstorp.

Working hours & overtime
Local laws and agreements relating to working hours, overtime and overtime remuneration shall apply.
Salaries shall be paid regularly and follow the local laws and market situation. All employees have at least the minimum right to locally legislated time off.

Training & further education
Perstorp shall strive to develop and enhance employees’ expertise so that they can, in the best way possible, support the company’s current and future business activities.

Measurement of outcomes
References as above.

Reference to Perstorp Annual and Social Responsibility Report 2013: https://www.perstorp.com/en/Responsibility

Reference to Responsibility at Perstorp.com: https://www.perstorp.com/en/Responsibility

Reference to Perstorp Annual and Social Responsibility Report 2013: https://www.perstorp.com/en/Responsibility

Reference to Responsibility at Perstorp.com: https://www.perstorp.com/en/Responsibility

Perstorp’s Code of Conduct is based on the company’s three core values and has been drawn up in accordance with the OECD’s guidelines for multinational enterprises, the chemical industry’s Responsible Care program and the guidelines outlined in the International Labour Organization (ILO) convention.

Link to Perstorp’s EHS Policy: https://www.perstorp.com/en/Responsibility/Policies_and_Standards/Environment_health_and_safety_policy/

Our Code of Conduct Clearly States:

Resource management
Perstorp’s products and production processes are designed so that energy and raw materials are used in a resource-efficient way and that waste and residual products are minimized.

New products & processes
Environmental, health and safety aspects must always be considered during the development of new products and processes. Perstorp shall always provide updated information on products’ possible effects on health and the environment.

Precautionary principle
Perstorp applies the precautionary principle by striving to avoid materials and methods that can constitute an environmental or health risk when good alternatives are available. It is Perstorp’s responsibility to supply customers/business partners with relevant information on how products may/should be used.

Perstorp’s products shall live up to the agreed and legal norms, and be labelled with health warnings and product safety and information markings.

Environmental reporting
Perstorp regularly examines, follows up and reports environmental impact, with special emphasis on evaluating the potential risks of current and future products and operations. Perstorp works constantly to reduce negative effects on the environment in accordance with the company’s commitment to sustainable development.

Reference to Perstorp Annual and Social Responsibility Report 2013: https://www.perstorp.com/en/Responsibility

Reference to Responsibility at Perstorp.com: https://www.perstorp.com/en/Responsibility

Reference to Perstorp Annual and Social Responsibility Report 2013: https://www.perstorp.com/en/Responsibility

Reference to Responsibility at Perstorp.com: https://www.perstorp.com/en/Responsibility

Perstorp Holding AB (publ) and its subsidiaries (the “Perstorp Group”) strive to be good, responsible and appreciated members of the community in the societies were we run our operations and sell our products. This is achieved through the adherence to our core values; focused innovation, reliability and responsibility stated in the Perstorp Code of Conduct. Responsible corporate conduct includes the adherence to all applicable laws and regulations as well as to maintain high ethical standards in our conduct.

In order to further clarify and highlight our position on non-acceptance of bribery and corruption, the Perstorp Group has adopted PERSTORP GROUP ANTI-BRIBERY POLICY (the “Policy”) for the prevention, deterrence and detection of bribery and corruption. This Policy applies to everyone acting on behalf of the Perstorp Group, including the board of directors, all employees, business partners and other representatives.

This Policy is intended to provide clear and practical guidance as to applicable anti-bribery rules and policies starting with the Perstorp Group basic anti-bribery requirements, followed by an account of expected conduct in relation to hospitality, gifts, corporate events, sponsoring and donations and management of third parties.

This Policy has been adopted by the board of directors of Perstorp Holding AB (publ) and implemented throughout the entire Perstorp Group. The Perstorp Group Executive Leadership Team (“ELT”) as well as all individual managers within the Perstorp Group has an additional responsibility to act in accordance with this Policy and to set a good example for the rest of the organization.

This Policy provides guidance as to the functions within the Perstorp Group responsible for the management and supervision of this Policy and the consequences of non-compliance with this Policy. This Policy is supplemented by anti-bribery procedures and training.

Each and every employee and representative of the Perstorp Group is encouraged to bring forward any complaints, concerns or questions related to the Policy. All complaints can be submitted to Business Area or Group Function Manager directly or anonymously by using the whistle-blowing principle. No employee will suffer demotion or other adverse consequences for bringing forward good faith complaints, concerns or questions or for refusing to pay bribes, refusing to receive bribes or for complying with this Policy, even if it may result in the Perstorp Group losing business.