ORLEN ORLEN Group 2017
Integrated Report

Core Values and Standards of Conduct

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The 'Core Values and Standards of Conduct' offer guidance on relations inside and outside the Company. The document contains regulations applicable to our relations with trading partners, local communities and competitors.


 

RESPONSIBILITY We respect our customers, shareholders, the natural environment and local communities


 

DEVELOPMENT We explore new development opportunities


 

PEOPLE Our assets are our competence, team spirit and integrity


 

ENERGY We work with passion


 

RELIABILITY We are a partner to rely on


We make decisions based on solid ethical foundations and values that all employees identify with. ‘Core Values and Standards of Conduct’ is a document applied across the ORLEN Group and setting out the values that PKN ORLEN has committed to respect: Responsibility, Development, People, Energy, Reliability. It provides for such issues as fair and friendly working conditions, occupational health and safety, as well as equal employment, promotion and development opportunities. It also contains commitment to foster and comply with the rules of fair competition, transparency of activities, mutual respect, and professionalism.

When the ‘Core Values and Standards of Conduct’ were first implemented, the employees were informed of this fact. The final part of the document contains information on the ways to report  instances of unethical or illegal behaviour, of which the employees were notified during meetings with their superiors that were held after the implementation of the ‘Core Values and Standards of Conduct’ until the end of 2012. The document (including the information on the ways to report irregularities) is available on the intranet. Since the beginning of 2013, all newly hired staff are informed of  its contents and the irregularities reporting mechanism as part of their on-board training. Parties from outside the ORLEN Group can access the document at PKN ORLEN’s corporate website at www.orlen.pl.

Compliance with the ‘Core Values and Standards of Conduct’ is monitored by the Human Capital Committee and the Ethics Officer, who guarantees that employees, employers and all Stakeholders can freely report violations, and helps in difficult labour issues. The Human Capital Committee issues opinions on, approves/submits for approval by the PKN ORLEN Management Board, and monitors compliance with the 'Core Values and Standards of Conduct, which includes in particular considering significant violations, taking remedial measures, and issuing guidelines. The Committee also resolves important ethical issues.

About one-third of the reported cases were requests for advice or consultation rather than reports of violation of the ‘Core Values and Standards of Conduct’. The majority concerned inappropriate way of communication, problems related to cooperation within a team, and interpersonal relations. There were no cases of immoral conduct, corruption, discrimination on the grounds of sex, race, age or disability, or conflicts of interests. Most of the problems were resolved.

The Company's employees and external Stakeholders may report any breach or suspected breach of the ‘Core Values and Standards of Conduct’ connected with any events in a workplace or behaviour of employees. A variant path is defined for reporting and analysing information on actual or suspected breaches, depending on the severity and complexity of the problem and on the confidence of the parties involved. A suspected breach of the 'Core Values and Standards of Conduct' or any ethical dilemmas may be reported to:

  • Line manager.
  • Senior managers.
  • The Ethics Officer.
  • The Human Capital Committee.

The Company also operates an anonymous concerns reporting system.

The anonymous concerns reporting system is available here.

PKN ORLEN has in place effective functional control, risk management and compliance supervision systems, as well as an internal audit and control function. The simultaneous operation of all these elements allows the Group to exercise ongoing and effective anti-corruption supervision. The Group has an organised management control system comprising a set of comprehensive procedures.

In 2017, the Workplace Bullying Policy was implemented at PKN ORLEN to set out the rules to be followed when an instance of workplace mobbing is reported and to define the rights and obligations of employees in such situations.
An important initiative was incorporation of the responsible business and sustainable development criteria into the procurement management standard. The Company promotes social responsibility among its suppliers and seeks to cooperate with trading partners that respect human rights and operate in compliance with the law, ensure safe and fair working conditions, follow the best standards of ethical conduct and care for the environment. CSR criteria have been defined and compiled into a single document entitled ‘Supplier Code of Conduct’. As of 2016, compliance with the Code is a mandatory criterion in the process of selecting trading partners.

Issues related to human rights and principles of business ethics are discussed at training sessions, internal meetings and lectures for employees. As part of the Adaptation Programme, new employees are introduced to PKN ORLEN's core values and standards of conduct by participating in a training game.
Training in solving ethical dilemmas is also available on the electronic training platform.
Most of the cases or requests for consultation reported to the Ethics Officer in 2017 concerned interpersonal relations, communication and cooperation. In the reporting period, there was no record of any instances of discrimination on grounds of sex, race, age or disability. There was also no information on any corruption events or behaviour or any conflicts of interest.

In order to reinforce the ‘Core Values and Standards of Conduct’ and promote desirable attitudes and behaviour among the Group’s personnel, a number of HR programmes for employees are carried out, including the ‘Value Based Management’ work evaluation, or the ‘Distinguished PKN ORLEN Employee’ title awarded every year for socially-oriented attitudes and observance of the core values. The largest Group-wide corporate culture building project is ORLEN Olympics, the annual sports games for the Group’s employees, which combine healthy fair play competition and the Company’s core values. The PKN ORLEN Volunteer Programme includes three aid schemes and a number of participation options for all employees, regardless of their job and position. In 2017, more than 2,000 people got involved in volunteering projects.

In addition, the ORLEN Group pursues several hundred projects promoting the priorities included in the CSR Strategy, i.e. in the following three key areas:

  • Organisation, where the key goal is to build lasting relations with employees based on diversity, sense of security, development opportunities, as well as combining social and professional roles.
  • Immediate environment, where priority is given to developing social conscience and responsibility in our trading partners and customers through sharing best practices and knowledge, and implementing the highest CSR standards.
  • Distant environment, where the strategy is implemented and innovation is promoted to set top industry standards in business ethics and environmental protection.

The ethics policy is effective and embodies PKN ORLEN’s commitment to meeting challenges and Stakeholders’ expectations. It also places PKN ORLEN among the world’s top businesses and for the fifth consecutive time won it the title of the ‘World’s Most Ethical Company‘, awarded by the US-based Ethisphere Institute.



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