support for disadvantaged families, and in Russia, the operations team
at Jotun’s factory near St. Petersburg collected enough of the necessary
raw materials to produce 640 litres of hand sanitiser, which were donated
to a nearby hospital. By raising awareness about existing and future
challenges, Jotun encourages both individual responsibility and collective
action.
COMPLIANCE
2020 saw the launch of a new Compliance in Jotun platform for accessing
all relevant policies, procedures, documentation, tools, and training
activities. This will simplify and streamline compliance, creating greater
clarity and accessibility through a single “one-stop-shop”. Looking ahead
at 2021, Jotun will continue to build digital training modules for relevant
compliance areas and raise further awareness of the company’s policies
and expected behaviour from all employees.
Jotun supports international efforts, standards, declarations and
collaborations aimed at creating fair, proper and healthy business
environments. The company works with Transparency International to
support its campaigns against corruption, while adhering to the United
Nations Global Compact (UNGC) to contribute to the goal of creating a
sustainable and inclusive global economy.
ANTI-CORRUPTION
Jotun is committed to fighting corruption and unethical practices
throughout its global organisation. The Board believes that operating a
fully compliant, honest and transparent business is a cornerstone in the
development of society – delivering benefits for all stakeholders while
enhancing Jotun’s reputation as a trusted supplier, business partner and
employer, worldwide.
Jotun is focused on building a comprehensive anti-corruption support
function, ensuring employees receive clear messages, instruction
and assistance throughout their time with the company. This uniform
corporate approach is seamlessly transferred across regions, with
compliance programmes encompassing regular control measures,
systematic reviews and training activities. Corruption is a constant threat,
demanding on-going vigilance.
Certain employees in certain regions face greater risk of exposure to
potentially corrupt scenarios. As such, they receive tailored training
initiatives, with a particular emphasis on dilemma training. Traditionally,
local dilemma training has been conducted with employees in face-to-
face sessions with certified trainers. However, to mitigate the
risk of COVID-19 infection and comply with all relevant local health
requirements, Jotun switched to digital training throughout 2020. In
addition, new online compliance and anti-corruption training modules
were launched to communicate expectations and build the right
behavioural attitudes.
DATA PROTECTION
In August 2020, The Binding Corporate Rules (BCR) was finally approved
by the European Data Protection Board (EDPB) since the legislation was
implemented in 2018. Jotun became the first Norwegian company with
approval of internal rules for handling and transferring of personal data
to countries outside of Europe. One future focus area will be retention
and “clean-up” within individual mailbox and other applications as well
as documents stored elsewhere containing personal data. To follow up
awareness and compliance on data protection in all local companies, a
checklist has been included in the internal control checklist.
8. DIVERSITY AND INCLUSION
In 2020, Jotun launched a comprehensive Diversity and Inclusion initiative.
The initiative is consistent with the UN Sustainable Develop Goal number
8 (Decent work and economic growth).
Jotun believes that diverse, inclusive working environments provide
benefits for all stakeholders. Moving forward in a constantly faster-paced
world, a diverse workforce will enable Jotun to handle future challenges
and opportunities with a more open, informed and innovative approach.
A diverse organisation is also better suited to cater for diverse customers
and hence a direct competitive advantage.
The Diversity and Inclusion initiative is also closely linked to the
corporate value “Respect”, where all Jotun employees are expected to
value differences in people, be honest and fair, treat others in the way
they expect to be treated and build diverse and inclusive teams across
borders, cultures and genders. Jotun also acknowledges that without an
inclusive culture, diversity loses its value. By ensuring practices, policies
and company culture that supports Jotun employees to feel appreciated,
valued and develop a strong sense of belonging, the company can
increase engagement, employee retention and hence also productivity.
RECRUITING POLICY
Jotun’s values (Loyalty, Care, Respect and Boldness) promote equality and
value differences in people in all countries where Jotun operates. These
values are also the foundation for Jotun’s recruitment policy which clearly
promotes equality and stands against discrimination. This policy is actively
applied in all Jotun’s recruitment processes and information about
the founding principles is communicated to employees and managers
through different platforms – leadership training, Business Review
sessions, the intranet and others.
CAREER MOBILITY
The Board believes career mobility is essential to building optimal
business understanding and delivering long-term results. Therefore,
Jotun encourages employees to gain cross-functional, cross-segment
and cross-border experience to develop their careers and lay foundations
for the next generation of company management. This is achieved
by the creation and promotion of strategic recruitment, competence
development and global and intra-regional mobility programmes. In
2020, 168 employees participated in mobility programmes.
ACCOMMODATING SPECIAL NEEDS
Jotun invests in human resources and cooperates with several institutions
towards facilitating training and adjusting work conditions for Jotun
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Board of Directors
14 I Jotun Annual Report 2020