English | Code Of Conduct - Book - Page 21
SASOL CODE OF CONDUCT (THE CODE)
We manage our
social media prole
We do not engage
in any conduct that
could be considered
unacceptable in
Sasol’s workplace.
We show proper
consideration for
the privacy of others
and for topics that
may be considered
objectionable or
inflammatory.
We exercise
discretion and
sound judgment
when posting any
information relating
to the Sasol brand.
We are personally
responsible
for all content
that we publish
(including ‘shares’
and retweets) on
all social media
channels.
We are encouraged
to use appropriate
internal channels
or the EthicsLine
rather than social
media channels to
raise personnel or
workplace matters.
Key messages
We protect human rights, including through identification and mitigation of human rights risks,
free association and fair labour practices that prohibit forced or child labour and modern slavery;
implementation of grievance mechanisms to enable the investigation and remedy related incidents.
We manage conflicts of interest, ensuring that our employees do their jobs objectively. If there is an
actual, potential or perceived conflict of interest, we declare it immediately.
We avoid accepting or giving gifts, travel benefits, hospitality, entertainment, donations and
sponsorships that could be seen as a way to improperly influence decisions and behaviour.
We consider external directorships carefully, limiting external directorships to one per employee
when remunerated and/or Sasol’s resources and/or time are required. We prohibit our people from
being a director at an existing or potential competitor’s business and organisations we do business
with or make donations to.
We use Sasol’s electronic communication tools which are authorised for business use by Sasol users
(email, Microsoft Teams, instant messaging, SMS, MMS, access to internet and social media) in line
with Sasol’s eCommunication Policy.
We handle ourselves appropriately on social media, with proper consideration for the privacy of
others and for topics that may be considered objectionable or inflammatory.
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