1. Purpose

Jotun is a responsible and dependable corporate citizen in countries affected by our operation. Our Human Rights policy confirms Jotun’s commitment to respecting the human rights of our employees, in the value chain and local communities.

Jotun expects that all employees and business partners respect the human rights and decent working conditions as set forth in this policy.

2. Roles and Responsibility

Group HR is the process owner of this policy, and has the responsibility to initiate programs, actions and reviews in order for each Jotun company to be aware of their obligations and to comply with the requirements.

3. Definitions

Human rights are rights inherent to all human beings, regardless of race, sex, nationality, ethnicity, language, religion, or any other status. Human rights include the right to life and liberty, freedom from slavery and torture, freedom of opinion and expression, the right to work and education, and many more. Everyone is entitled to these rights, without discrimination. Decent working conditions safeguard human rights and health, safety and environment in the workplace, and that provides a living wage.

4. Requirements

Jotun is committed to developing an organisational culture and a relationship with our business partners, that respects internationally recognized human rights and seeks to avoid human rights abuses.

Jotun respects laws and regulations of those countries in which we operate. If local legislation conflicts with the requirements in this policy, Jotun complies with local law while implementing relevant measures to ensure respect for human rights and decent working conditions.

Jotun respects the principles within the:

• Universal Declaration of Human Rights, International Covenant on Civil and Political Rights (ICCPR) and International Covenant on Economic, Social and Cultural Rights.
• UN Guiding Principles on Business and Human Rights.
• The OECD Guidelines for Multinational Enterprises.
• The International Labour Organization’s Declaration on Fundamental Principles and Rights at Work (ILO Convention)
• The UN Global Compact principles.

There shall be:

• No deviations to this policy
• Non-acceptance for human rights abuses 

Principles

Non-discrimination
Jotun recognizes the value of diversity and inclusion and is committed to preventing discrimination in all forms.

Prohibition of child labour
Jotun believes and supports children’s basic rights to education, and employment of a minor should never be to the detriment of the child’s education, development or overall well-being. We do not allow children below the age of 15 to be employed in our operations. We will not allow employees under the age of 18 to do work that may potentially entail a risk for their health, safety or morals.

Forced labour and modern slavery
Jotun believes in a work relationship that is freely chosen and free from threats. We will not use any form of forced labour or accept any form of modern slavery.

Freedom of association and the right to engage in collective bargaining
Jotun recognises and respects the right to freedom of association and the right to collective bargaining in accordance with local laws and regulations. When operating in countries where this right is limited by law, we will seek to take mitigating action in line with local conditions and regulations.

Health, security, environment (HSE)
Jotun ensures safe and healthy working conditions for all employees.

Anti-corruption
Jotun believes in fair trade and free competition and is committed to work actively against corruption and bribery.

Right to privacy
Jotun respects the right to privacy of those who entrust us with their personal data.

5. Due diligence

Key human rights elements are embedded in global policies, processes and reporting tools, as well as being addressed explicitly in audits and reviews. Jotun preforms a risk-based due diligence of our operations and value chain. This enables us to assess, prevent and address actual or potential adverse impacts on human rights and decent working conditions that Jotun may cause, contribute, or be linked to.

6. Adverse impact and remediation

Each Jotun company is committed to having processes in place to take appropriate remediation actions in case it identifies that it has caused or contributed to adverse impact of human rights. Complaints regarding severe breaches of this policy should be reported to HR, General Manager/Managing Director, line-manager or to Jotun’s formal whistle blowing channel.