Jotun is a responsible and dependable corporate citizen in our countries of operation. Our Human Rights policy confirms Jotun’s commitment to respecting the human rights of our employees and those in the community.
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.
Jotun expects that all employees and business partners respect the Human Rights as set forth in this policy, and each Jotun company is responsible for implementing the policy and to have appropriate procedures in place to prevent adverse human rights impact.
Jotun is committed to developing an organisational culture that respects internationally recognised human rights and seeks to avoid human rights abuses.
Jotun respects the principles within the:
There shall be:
- No deviations to this policy.
- No adverse human rights impact in Jotun companies yearly self-assessment on Human Rights compliance in all companies.
Jotun respects the human rights of our employees as established in the ILO's Declaration on Fundamental Principles and Rights at Work, including:
Jotun recognizes the value of diversity and is committed to preventing discrimination in all forms.
3.1.2 Prohibition of child labour
Jotun believes in 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 children under the age of 18 to do work that may jeopardise their health, safety or morals.
3.1.3 Prohibition of forced labour
Jotun believes in a work relationship that is freely chosen and free from threats. We will not use any form of forced labour in our operations.
3.1.4 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. An example could be that the management meets regularly with employee representatives to discuss work-related issues employees wish to rise.
3.2 Suppliers and Contractors
Jotun is committed to having appropriate procedures to evaluate and select major suppliers and contractors based on Jotun's human rights policy, and to auditing their human rights performance where appropriate.
3.3 Local societies
While governments have the primary responsibility for protecting and upholding the human rights of their citizens, Jotun recognises that we have an opportunity to promote human rights where we can make a positive contribution. This includes, among other things, opposing human trafficking and the exploitation of children.
3.4 Processes, procedures and reporting
Key human rights are embedded in internal, local policies, processes and reporting tools, as well as being addressed explicitly in Supplier Audits and HR reviews. Jotun reports on its performance in the Group Report and according to the criteria appropriate to Jotun in the UN Global Compact Principles.
3.5 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 through the proper channels, i.e. to the line manager. Information may also be given to HR, General Manager/Managing Director, or to Jotun’s formal whistle blowing channel (access from JOIN and jotun.com).
It is Jotun's responsibility to ensure that whistle blowers are well taken care of internally, meaning that the person must not be punished, directly or indirectly, as a result of blowing the whistle. On the other hand, anyone blowing the whistle without a legitimate reason, or to harm a person or the organisation, will be subject to disciplinary procedures.