English | Code Of Conduct - Book - Page 19
SASOL CODE OF CONDUCT (THE CODE)
Our commitments are informed by the International Bill of Rights, applicable United Nations compacts,
guiding principles and internationally accepted codes of conduct and performance standards. These
commitments and associated practices are outlined in our Human Rights Policy, supported by our
Safety, Health and Environmental (SHE) Policy, Security Policy, Supply Chain Policy, Whistle Blower
Policy, Anti Bribery Policy and Supplier Code of Conduct among others. We identify and mitigate human
rights risks in accordance with our Enterprise Risk Management process, framework and Policy. We
engage and collaborate with our stakeholders and solicit feedback to enhance our performance on
human rights and social value creation. We expect our joint venture and business partners, as well as
suppliers, to uphold our Human Rights Policy and encourage them to implement similar policies within
their own businesses. Suppliers are required to comply with the Policy through our Supplier Code of
Conduct. We provide grievance mechanisms and ensure that human rights concerns and complaints are
appropriately investigated and reported on.
We actively manage conicts of interest
We actively manage actual, potential or perceived conflicts of interest.
Decisions like who to hire or how much to pay them must be made in Sasol’s best interests. If an employee could
be influenced by private interests when doing their job, this must be declared immediately.
What does a conflict of interest look like?
Here are some examples:
•
Utilising Sasol information or time for a job outside of Sasol.
•
Working for or advising a competitor of Sasol.
•
Holding private work outside of Sasol which could impact work performance at Sasol.
•
Having a personal relationship such as a family relationship, a business/commercial/financial relationship, a
romantic/sexual relationship with another Sasol employee who can influence salary, performance review or
promotion.
•
Having a personal relationship with a competitor of Sasol which could impact the objectivity of decisions
within work environment at Sasol.
We exercise sound judgment when offering and accepting gifts, entertainment and
hospitality
We only accept and give gifts, entertainment and hospitality of a reasonable value. Gifts, entertainment and
hospitality could be viewed as a way to gain or give an unfair business advantage. They should never influence a
person’s objectivity in doing their job, whether it is a supplier, customer, business partner or a superior.
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