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BOARD OF DIRECTORS
of incidents may have inflated these numbers, but will not be
satisfied until no fires occur.
CHALLENGES AHEAD
In the near future, Jotun is likely to reach a critical milestone;
10 000 employees. The Board recognises its responsibility to
ensure safe and healthy work places for our growing organisation
and limit the impact of our growing size on the environment.
Jotun takes any deviation from its HSE requirement very
seriously and believes that robust HSE practices result in better
outcomes for the company and its workforce. Jotun continues
to communicate the importance of HSE throughout the
organisation to ensure a safe and healthy working environment
for all employees.
7. CORPORATE RESPONSIBILITY
Jotun’s approach to Corporate Responsibility (CR) is based on
commitment to our corporate values (Loyalty, Care, Respect
and Boldness), UN Human Rights, the International Labour
Organisation (ILO) and commitment to UN Global Compact,
as well as local laws and regulations. While all employees are
responsible for meeting Jotun’s CR objectives, Jotun’s Board and
Group Management have overall responsibility for the company’s
CR commitments.
Jotun’s Business Principles and corporate governance define
the ethical and administrative framework necessary to ensure
responsible behaviour towards all stakeholders. The framework
guides the company’s selection of suppliers, how the company
interacts with customers and how initiatives are implemented to
enhance the health and wellbeing of employees. It also serves
to define and encourage good corporate citizenship in the
communities where we operate.
Through the Jotun GreenSteps programme, the company
embraces initiatives to better protect the environment. This
includes developing products that minimise impact on the
environment, the way in which products are manufactured, and
providing customers with paints and coatings that will reduce
their carbon footprint and protect their property.
Jotun’s approach to CR encompasses commercial initiatives, such
as Jotun’s Green Building Solutions, a tool designed to provide
global specifiers and building owners with approved systems
that meet “green building” requirements, and Hull Performance
Solutions (HPS), a marine antifouling which lowers fuel costs and
corresponding emissions, among others.
Jotun remains committed to minimising the risk to its reputation
by working to eliminate corruption. Jotun seeks to build a
culture of transparency through a variety of means, most notably
through a robust anti-corruption policy. Anti-corruption training
is included in the induction programme for new employees
as well as in Jotun Academy. Emphasis is placed on training
via e-learning courses and regular practical dilemma training,
especially for individuals working in management, purchasing
and sales.
In 2017, Jotun has strengthened its approach, certifying trainers
in every region to lead classroom dilemma training activities.
The company has also developed stronger whistleblowing
routines, refining our guidelines to enhance clarity and
embedding them throughout the global organisation. Regional
compliance teams have also been established to ensure each
case receives the attention it deserves, while safeguarding
whistleblowers.
8. DIVERSITY
Jotun recognises the value of a diverse workforce and has
deliberately sought to recruit individuals of different ethnic,
religious, and national origin to make the company stronger. The
company cooperates with several institutions that facilitate job
training for people who, for different reasons, are unable to fulfil
usual working commitments.
In addition, Jotun works to ensure that women are provided with
the same opportunities as men. To ensure equal opportunity,
Jotun has implemented uniform, professional and transparent
recruitment policies, tools and practices.
Two of the nine senior management positions that report
to the President & CEO are female. Of those with personnel
responsibility in Jotun A/S, 30 per cent are women (29 per cent
in 2016). Women make up 11 per cent of skilled workers (9 per
cent in 2016), while the corresponding percentage for women
among office staff is 36 per cent, compared to 29 in 2016.
While Jotun employees come from many different cultures and
backgrounds and work in over 200 different locations around
the world, the company is united by a common set of values.
Jotun believes that diversity is a strength, and is actively
promoting tolerance and teamwork.
9. FUTURE PROSPECTS
Like all multinational companies, Jotun’s business is impacted by
both global and regional trends and events. Global economic
trends that impact Jotun’s business include raw material prices,
price of oil, currency fluctuations, international trade volume
and, more generally, global GDP growth. Political trends likely
to impact Jotun’s business are more difficult to predict, but may
include changing political alliances, threats to existing trade
relationships (protectionism) and the ever-present risk of conflict
between nations. Regional trends are specific to each country
where Jotun is active and may include natural disasters, civil
unrest and localised economic turmoil.
While global and regional trends are monitored carefully,
the Board’s primary focus remains on creating value through
sustainable and profitable growth. Achieving this requires
not only that production capacity is increased, but also that
efficiencies are leveraged to lower the average production
cost per entity. Jotun’s strategy, which is grounded in segment
diversity, organic growth and a differentiated approach to diverse
markets, allows the company to shift resources to different