SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 131
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
BUSINESSES
ESG
REMUNERATION REPORT
DATA AND ASSURANCE / ADMINISTRATION
GOVERNANCE continued
ETHICS
Our commitment
We are committed to high ethical standards and combating
corruption throughout our sphere of influence. This is an
important part of our drive to deliver social value through
our core activities.
Our group approach
Sasol’s ethics strategy is principles-based and anchored in the Company’s shared values,
especially the value of accountability.
GOVERNANCE OVERSIGHT OF ETHICS
PERFORMANCE
Promoting a strong ethical culture
Execution
The GEC established the Group Ethics Office
(GEO), led by the Chief Ethics Officer, as a
functionally independent office responsible for
Sasol’s ethics programme.
Senior Vice Presidents and Vice Presidents
implement the Code in their areas, aided by
appointed business unit Ethics Officers (EOs).
The GEO supports compliance with the Code
through the decentralised ethics community
– particularly through the EOs.
Defining and adhering to the Code
Accountability
The Sasol Limited Board of Directors (Board) is accountable for ethical
business conduct and oversees behaviour in accordance with the Sasol Code
of Conduct (Code). The Board has delegated its powers to the Safety, Social
and Ethics Committee (SSEC) to ensure effective implementation of ethics
policies, structures, and programmes. The SSEC manages and monitors ethics
in Sasol on behalf of the Board.
Responsibility
The responsibility for practical direction setting, strategy setting, and
management of ethics then becomes the responsibility of the Group
Executive Committee (GEC).
We have made amendments to the Sasol Code
of Conduct (Code) to better reflect our
commitment to building a stronger and more
sustainable Sasol. The changes include aligning
the Code with Sasol’s triple-bottom line
imperatives, it Integrates Sasol policies to
ensure that employees have a clear guidance
on what is expected of them and it is refined,
shortened and simplified to promote better
understanding. The changes are designed to
enhance our ethical guidelines and reinforce
our dedication to safety and accountability in
all aspects of our business resilience. These
updates will help us navigate the challenges of
today and tomorrow, ensuring that we
continue to operate in a manner that aligns
with our core values and principles.
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Ongoing training and awareness initiatives are crucial for adherence to
our codes, policies and programmes. Sasol’s New Employee Orientation
programme which was rolled out in 2010, includes an ethics module and
is mandatory for new employees.
Our efforts to implement regular communication campaigns concerning
high-risk BUs, investigation substantiated rates and tailor-made ethics
moments are crucial for maintaining a high standard of integrity and
ethical behaviour within Sasol.
The Ethics Opportunity and Risk Assessment survey was used to identify
potential areas to improve the management of ethics within Sasol. The
results of the assessment were shared with the SSEC and a co-ordinated
approach, to address the recommendations, was collectively agreed upon
by the GEO, Human Resources and Safety Health and Environmental
teams. The aim of the approach was to address the common findings and
themes across the culture, safety and ethics reports. The findings from
these reports contributed to the development and roll out of the
leadership refresher training programme for middle and frontline leaders
as well as the improvement of our policies and procedures.
Sasol employees receive ethics training and awareness on an annual basis
to foster a resilient ethical culture, where ethical behaviour is the norm
and is reflected in everything that we do and in every business decision.
99% of employees who fall within the target audience completed the
anti-bribery and competition law training programme. Annual compliance
confirmation was received for more than 6 578 out of a total global
participation of 6 630 employees (99% participation rate), the
employees range from execution level to CEO and President level. In this
process, targeted employees acknowledged that they had read and
understood, and would comply with, inter alia, Sasol’s Anti-Bribery Policy,
Competition Law Policy, Code and the Human Rights Policy. The targeted
employees also confirmed that they had addressed any potential conflicts
of interest.
