April 16th 2012

To our stakeholders:

I am pleased to confirm that Oriflame Cosmetics reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to share this information with our stakeholders using our primary channels of communication.

Sincerely yours,

Magnus Brännström
CEO

Responsible business practices are the key to Oriflame’s success and future growth. Whether in the day-to-day business activities or the impact of the products, Oriflame is committed to achieving ever higher standards of quality, social and environmental performance. From employees to Oriflame Consultants, paper sourcing to product development, manufacturing to events, Oriflame believes its global reach and marketplace success comes with a duty of care to the people involved and the natural resources it uses.

In our Code of Conduct we state:

"We believe that corporations have the same ethical responsibilities as individuals. That is why we adhere to the Universal Declaration of Human Rights and the Global Compact Principles on Human Rights and Labour Standards

We act according to the following fundamental principles and beliefs:
- Everyone is to be given an equal chance. All employees are to be treated equally, fairly and with respect, regardless of race, gender, age, national origin, religion, sexual orientation or political affiliation.
- Oriflame strictly opposes child labour and other forms of exploitation of children and minority groups. Oriflame does not employ staff who are below the national minimum age for employment. Employment of underage workers by a supplier, either directly or as outworkers constitutes grounds for the termination of Oriflame's trading relationship with that supplier.
- Oriflame is highly committed to the safety of its workers and customers. We respect all international laws and regulations concerning employment principles such as minimum wage, working hour requirements and wage equality. Local and national standards of health and safety in the workplace are also adhered to.
- At Oriflame, we respect all international laws and regulations concerning information provided to, and cooperation with, work councils and unions. By promoting good relationships with the representatives of our employees, Oriflame aims to create an atmosphere of open communication and fair treatment
- We consider privacy as a fundamental human right. All business activities shall respect international and national privacy laws, employee data will be strictly confidential and all information data shall be guided by the principles "need to know" and "need to do".
- Oriflame is strongly opposed to and does not tolerate any form of sexual harassment, meaning all unwelcome behaviour of a sexual nature which violates the integrity of the employee.
- Oriflame is also strongly opposed to and does not tolerate "mobbing", meaning a situation in which one or more employees in the workplace show hostile behaviour and moral harassment towards another employee. Constant or repeated ignoring of a co-worker is also defined as mobbing."

...and:

"Social responsibility:

We at Oriflame contribute to the communities in which we operate, not only by providing income opportunities through its distribution method, but also through charity programmes on a regional and global level.

Oriflame’s view of corporate social responsibility includes applying a responsible business model, which empowers people and provides them with tools to enrich their lives. Becoming an Oriflame Consultant provides financial opportunities from the first day, without risk. Apart from providing employment and business opportunities, Oriflame contributes to local communities by supporting good causes on a local, regional and global level. As a responsible Company, it is what society expects from Oriflame and it also reflects its long-term commitment to pursue ethical business principles throughout its operations and to fulfil people’s dreams.

In our Supplier Code of Conduct, which is a condition for any agreement or contract between Oriflame and a supplier, we set demands on our Suppliers to ensure that they operate in accordance with internationally recognized standards.

Oriflame Foundation
For many years Oriflame has tried to support the most responsible non-governmental organisations and charities around the world. This includes World Childhood Foundation, founded by HM Queen Silvia and co-founded by Oriflame and the Af Jochnick Foundation, a relationship which continues to this day. In order to reach its full potential, all of Oriflame’s philanthropic work is now being gathered under one umbrella - Oriflame Foundation. Co-ordinating all the community investment activities in this way allows for improved collaboration between the different projects and an increase in the overall level of community investment across different markets. Besides the fundraising conducted at regional level, the Company also supports the Oriflame Foundation to run global projects and supplement regional efforts.

Oriflame seeks to contribute to efforts and projects that create long-term positive impacts for people and their communities. Providing education is perhaps one of the most effective ways of doing this. Thus, the primary mission of Oriflame’s community involvement is to help children and young women through a wide range of educational initiatives, providing opportunities for them to change their lives for the better and empowering them to fulfil their dreams. This firm conviction to supporting self-help is the guiding principle of Oriflame’s community involvement, and is also in line with the Company’s business model.

Efforts are focused on various activities, also beyond traditional classroom-based education; from building social skills and mentoring to supporting orphans and foster families. Examples of existing projects are Oriflame’s Contemporary Girls’ Initiative in Turkey to help young girls complete their secondary education, and social rehabilitation for teenagers in Latvia through the Livslust Foundation.

To identify the right projects to support, the majority of Oriflame’s markets are working with carefully selected NGO partners. These not only have extensive experience of developing and running successful education-based initiatives, but also share Oriflame’s aims and values. By working together with professional and experienced partners, the impact of philanthropic efforts can be maximised.

In many of its markets, Oriflame has partnerships with SOS Children’s Villages, an international social development organisation that focuses on family-based, long-term care of children who can no longer grow up with their biological families. One such example is the co-operation with SOS Children’s Villages in Latin America, which includes all markets and has led to successful fundraising and a high level of involvement from both Oriflame Consultants and employees.

To support communities, Oriflame’s employees and Consultants are encouraged to engage in local volunteering projects and each employee is offered one day per year of paid leave to do volunteer work for good causes in their markets. Volunteering initiatives can range from different types of community service activities to fundraising. All Oriflame’s markets have local volunteering initiatives, which are run in conjunction with the markets’ local NGO partners or as bespoke projects developed by the market themselves.

Oriflame supports projects in different markets through the sale of regionally selected cosmetic products and specially developed accessories. This is supplemented by local fundraising events organised by Oriflame employees and Oriflame Consultants.

The key actions taken by our company to implement human rights policies, reduce risks and respond to violations include:

- We have incorporated Sustainability and Human Rights risks into our normal business risk assessment process, and are taking actions to manage them accordingly.
- We train / inform employees on human rights issues and the Oriflame policies and Code of Conduct via the Oriflame Academy Training programme
- We have a confidential email address to which employees can email any concerns they may have. The owner of this email address is Corporate HR and emails sent to this address will be treated confidentially and will not be forwarded to anyone without the approval of the sender. This email can be used when in doubt regarding any issues relating to Oriflame policies / code of conduct etc.
- In 2011, Oriflame’s supplier requirements were reviewed and a new comprehensive Supplier Code of Conduct was developed. This code will be rolled out to suppliers during 2012. Through audits and close co-operation with suppliers, Oriflame works to ensure that labour standards and principles are adhered to. Besides Oriflame’s own guidelines, the ISO 26000 Social Accountability standard is used as a basis for audits performed. For non-cosmetic suppliers, Oriflame works in co-operation with well-established trading houses that conduct annual audits of their subcontractors. In addition to these audits, Oriflame conducts audits to “check the auditor” to ensure compliance to Oriflame’s Supplier Code of Conduct and that necessary actions are taken for any non conformance. Oriflame has staff located in China dedicated to conducting audits of working conditions as well as environmental matters.

Oriflame monitors performance regarding human rights in numerous ways.

- Sustainability is a regular point at Executive Committee meetings as well as on the annual budget and target discussion.
- When it comes to human rights and ethical issues among our suppliers, we conduct our own audits, focusing mainly on our highest risk suppliers (particularly accessory suppliers in China) to ensure that they comply with our ethical policies. During 2011 Oriflame audited approximately 10 percent of non-cosmetics suppliers, the target is to increase this to 25 percent for 2012.

Our three core values within the company are Togetherness, Spirit and Passion.

Our five operating principles are:
- Respect people
- Focus on Customers
- Demand Quality
- Seek simplicity and Cost Efficiency
- Pursue Sustainability and Long-term Growth

In our Code of Conduct we state:

"We believe that corporations have the same ethical responsibilities as individuals. That is why we adhere to the Universal Declaration of Human Rights and the Global Compact Principles on Human Rights and Labour Standards

We act according to the following fundamental principles and beliefs:
- Everyone is to be given an equal chance. All employees are to be treated equally, fairly and with respect, regardless of race, gender, age, national origin, religion, sexual orientation or political affiliation.
- Oriflame strictly opposes child labour and other forms of exploitation of children and minority groups. Oriflame does not employ staff who is below the national minimum age for employment. Employment of underage workers by a supplier, either directly or as outworkers constitutes grounds for the termination of Oriflame's trading relationship with that supplier.
- Oriflame is highly committed to the safety of its workers and customers. We respect all international laws and regulations concerning employment principles such as minimum wage, working hour requirements and wage equality. Local and national standards of health and safety in the workplace are also adhered to.
- At Oriflame, we respect all international laws and regulations concerning information provided to, and cooperation with, work councils and unions. By promoting good relationships with the representatives of our employees, Oriflame aims to create an atmosphere of open communication and fair treatment
- We consider privacy as a fundamental human right. All business activities shall respect international and national privacy laws, employee data will be strictly confidential and all information data shall be guided by the principles "need to know" and "need to do".
- Oriflame is strongly opposed to and does not tolerate any form of sexual harassment, meaning all unwelcome behaviour of a sexual nature which violates the integrity of the employee.
- Oriflame is also strongly opposed to and does not tolerate "mobbing", meaning a situation in which one or more employees in the workplace show hostile behaviour and moral harassment towards another employee. Constant or repeated ignoring of a co-worker is also defined as mobbing. "

... and:

"Diversity
-Diversity is a source of our strength. Embracing and actively working to sustain diversity, Oriflame aspires to be a company that reflects the globally diverse audience whom we serve. In addition to hiring best talent, we believe that our diversity of gender, nationalities and cultures leads to the creation of better perspectives, ideas and products. The diversity of our employees and partners serves as the foundation of better service for our customers and stakeholders all over the world. "

In our Supplier Code of Conduct, which is a condition for any agreement or contract between Oriflame and a supplier, we set demands on our Suppliers to ensure that they operate in accordance with internationally recognized standards.

The key actions taken by our company to implement labour policies, reduce labour risks and respond to labour violations include:

- The Oriflame Academy Training programme which focuses on our Code of Conduct as well as all our HR policies, covering all relevant labour issues
- The confidential email address to which employees can email any concerns they may have. The owner of this email address is Corporate HR and emails sent to this address will be treated confidentially and will not be forwarded to anyone without the approval of the sender. This email can be used when in doubt regarding any issues relating to Oriflame policies / code of conduct etc.
- In 2011, Oriflame’s supplier requirements were reviewed and a new comprehensive Supplier Code of Conduct was developed. This code will be rolled out to suppliers during 2012. Through audits and close co-operation with suppliers, Oriflame works to ensure that labour standards and principles are adhered to. Besides Oriflame’s own guidelines, the ISO 26000 Social Accountability standard is used as a basis for audits performed. For non-cosmetic suppliers, Oriflame works in co-operation with well-established trading houses that conduct annual audits of their subcontractors. In addition to these audits, Oriflame conducts audits to “check the auditor” to ensure compliance to Oriflame’s Supplier Code of Conduct and that necessary actions are taken for any non conformance. Oriflame has staff located in China dedicated to conducting audits of working conditions as well as environmental matters.

Oriflame monitors performance regarding labour issues in numerous ways.

-When it comes to diversity, for example, statistics are taken regarding the top 450 employees (gender / nationality / training received etc.) four times per year.
- Senior management review all relevant statistics / people concerns / labour issues etc. annually during the Global People Review
- When it comes to labour issues among our suppliers, we conduct our own audits, focusing mainly on our highest risk suppliers (particularly accessory suppliers in China) to ensure that they comply with our ethical policies. During 2011 Oriflame audited approximately 10 percent of non-cosmetics suppliers, the target is to increase this to 25 percent for 2012.

In 2010, the Board of Directors decided to take another step in deepening its focus on sustainability by instigating a new corporate strategy for environmental responsibility. It was preceded by an environmental assessment of the Company’s operations. The analysis spanned all phases of the life cycle, from raw material extraction to production and disposal, focusing mainly on carbon footprint. The study identified Oriflame’s most significant environmental impacts and serves as the foundation for Oriflame’s environmental sustainability strategy and plan.

Four key areas
Oriflame’s environmental sustainability strategy contains a series of commitments across four key areas: sustainable sourcing, climate change, water and waste. The aim is to reduce environmental impact through a number of key priorities across these areas: sourcing of sustainable natural resources, such as paper, palm oil and other ingredients; reduction of CO2 and other greenhouse gas emissions; reducing water consumption and emissions to water and minimising waste throughout the supply chain. In 2011, Oriflame rolled out a series of improvements designed to embed sustainability principles into every part of the business.

Product Development
To generate meaningful performance improvements, environmental sustainability must be fully integrated into the entire product development process. When formulating new concepts, Oriflame strives to design innovative products that, where possible, use ingredients with a low environmental impact that are ethically sourced. For example, all Oriflame’s primary surfactants and preservatives have a good biodegradability profile and scientific reports on environmental issues are continuously monitored to ensure that action is taken to replace ingredients or packaging materials wherever possible. With the launch of the Ecobeauty cosmetic range in late 2011, Oriflame became the first global cosmetics brand to offer products certified by four different independent organisations. The entire range is designed to be environmentally responsible – from the contents of the products to the 100-percent recyclable packaging. Fairtrade certification also ensures that specific ingredients are ethically produced. The lessons learnt from developing Ecobeauty will be used in other Oriflame products going forward. Oriflame views Ecobeauty as an innovation “laboratory” or a symbol of the company’s wider commitments to implementing more sustainable business practices.

Sustainable Sourcing
The life-cycle assessment study revealed that a large proportion of the environmental impact of Oriflame’s products occurs beyond the direct scope of the Company’s operations. Sourcing of raw materials, such as paper and palm oil is therefore a critically important impact area.

Paper guideline. Paper and wood-based products are Oriflame’s number one raw material, used in packaging materials as well as in publications (especially catalogues). In 2010, Oriflame started working in collaboration with the Rainforest Alliance, a global conservation organisation, to develop a responsible paper sourcing strategy and set ambitious sustainability targets. A paper guideline has been rolled out to all Oriflame catalogue suppliers globally and, during 2011, data on complete catalogue paper use and statistics on sources were gathered. The next step is to implement the guidelines for main corrugated board suppliers. The ultimate aim is to ensure that all Oriflame paper and board packaging and publications are sourced from credibly certified sources and/or from recycled origins.

Use of palm oil. Oriflame uses palm oil as an ingredient in numerous cosmetic formulations. Palm oil contributes to the economic development of the countries where it is produced. Nonetheless, there are serious environmental pressures caused by the palm oil industry’s rapid expansion into eco-sensitive areas. It is vital that production and use of palm oil is conducted in a sustainable manner based on economic, social and environmental viability. Oriflame participates in the Round Table on Sustainable Palm Oil (RSPO) and has made a commitment to buying all of the palm oil consumed in the Company’s products from certified sustainable sources. On the way to achieving this goal, Oriflame helps to fund sustainable palm oil production through the purchase of Green Palm certificates covering 100 percent of its total palm oil consumption. In 2011, Oriflame’s palm oil approach resulted in a high score, 8.5 of 9 possible points, in WWF’s Palm Oil Buyers’ Scorecard, ranking European companies on their palm oil sourcing policies.

Production sites and offices. Increasing the sustainability profile of Oriflame’s own facilities and operations is a key priority. During 2011, a new greenhouse gas reduction target was set. This target aims to reduce Oriflame’s greenhouse gas emissions by 50 percent by 2020 relative to turnover, and applies to all our own production sites, offices and logistics operations, as well as business travel. In 2011, audits were conducted at all in-house manufacturing sites to establish improvements with regard to energy use, greenhouse gas emissions, waste control and water consumption. Each of these areas is the subject of ambitious targets to be met by 2015. For example, energy and water demand reduction initiatives have been implemented in a number of our factories with plans for further investment during 2012. We have also moved a proportion of our electricity demand to certified renewable sources in Sweden and Poland. The new distribution and production facilities under construction in Moscow are being LEED Green Building certified prior to completion, with the aim of making them among the very few industrial projects in Russia to gain such an independent certification. Oriflame is also implementing a strategy for improving the environmental profile of all its offices worldwide, which also is seen as a way to engage employees and Oriflame Consultants in the Company’s sustainability work. This includes the provision of manuals for all office managers and guidelines for employees regarding energy use, recycling and other sustainability tips. A corresponding strategy for Oriflame conferences is under development.

Logistics. Oriflame’s overall logistics strategy is to move the sourcing of products and printing of catalogues closer to the current and future Group distribution centre facilities and major markets. The aim is to improve transportation routes and thereby reduce greenhouse gas emissions and energy consumption. Oriflame favours sea shipping, truck freight and railway cargo and attempts to limit air shipments to the greatest extent possible. The packaging and loading routines for ship containers and trucks are being reviewed to optimise space usage, thereby reducing energy consumption. These efforts have been successful, improving utilisation by more than 35 percent in ship containers and 15 percent in trucks. As for truck freight, Oriflame has changed its requirements on vehicle use, aiming at Euro 4, 5 or 6 standards for all road transport whenever possible, thus reducing particle emissions. During 2011, approximately 35 percent of Oriflame’s total road transport has been conducted by Euro 4, 5, 6 certified trucks. Oriflame is actively exploring the “China land bridge”, using train freight from China through Russia to Europe.

Key initiatives to implement environmental policies, address environmental risks and respond to environmental incidents include:

Environmental Training
In the Company’s internal education programme, the Oriflame Academy, a section dedicated to sustainability issues is now included for all levels. For key management there is also a workshop programme on the integration of sustainability into everyday business processes. This is complemented by ongoing communication through the Oriflame intranet and other channels.

Environmental Responsibility
During 2009, a Senior Advisor on Environmental Sustainability, reporting directly to CEO, was recruited to design and implement the Company’s sustainability strategy. Moving forward, the responsibility of fulfilling Oriflame’s ambitious commitments will sit firmly within every part of the organisation. Oriflame is also exploring exciting new ways to engage employees as well as 3.6 million Oriflame Consultants globally on these crucial issues.

Environmental Commitments:
As part of its renewed sustainability strategy, Oriflame has unveiled a series of commitments across its key impact areas. During 2011, implementation of these pledges intensified as they were rolled out globally across every part of the business. Oriflame reports regularly on its progress in meeting these commitments, and will add new targets and commitments in the years ahead.

Sustainable sourcing
- Palm oil: Purchase all our palm oil from certified sustainable sources, initially through the purchase of green palm credits and ultimately through certified segregated sources.
Progress: On track. Green palm credits purchased to cover our full 2011 volume. Oriflame is an active member of the RSPO and continues to focus on sourcing segregated sustainable palm oil.

- Paper: Source 75% of the wood fibre used in our publications and our paper and board packaging from credible certified sources and/or recycled origin by 2015. By 2020, our goal is 100%.
Progress: On track. After a baseline analysis of our catalogue suppliers with the help of the Rainforest Alliance, our suppliers reported that approx. 80% of their paper is from certified sources. According to definitions in our paper commitment, 55% of our paper is actually compliant and we are on track towards our 2015 goal. We keep working to ensure that all our paper is proven acceptable by our policy with intact chain of custodies.

- Animal Welfare: Never use ingredients in our cosmetics formulations derived from dead animals or which cause harm or suffering to animals.
Progress: On track.

- Packaging: By year-end 2011, all newly specified cosmetic display packaging cartons and leaflets will be FSC certified.
Progress: Completed. All new cartons now specify FSC-certified cardboard. Cartons will start to be labelled with the FSC logo during 2012.

- Packaging: Source 75% of all our display packaging cartons and leaflets from FSC-certified sources by 2013.
Progress: New.

Climate change
- Greenhouse Gas Emissions: Reduce emissions from our factories by 20 % by 2015 (per unit produced based on the 2010 baseline).
Progress: On track. Greenhouse gas emissions per unit increased slightly due to a drop in units produced. In absolute terms, a decrease of more than 5% was achieved.

- Greenhouse Gas Emissions: During 2011, present new greenhouse gas reduction targets with a wider scope than current manufacturing targets.
Progress: Completed. During 2011, Oriflame took the decision to adopt a new carbon reduction target that covers all offices, warehouses and manufacturing sites, as well as travel and transportation.

- Greenhouse Gas Emissions: Reduce greenhouse gas emissions from global Oriflame operations by 50 % by 2020 (relative to turnover, 2010 baseline).
Progress: New.

- Energy Use: Reduce energy use at our factories by 15% by 2015 (per unit produced based on the 2010 baseline).
Progress: On track. Energy use per unit increased slightly due to a drop in units produced. In absolute terms, a decrease of more than 5% was achieved.

- Travel: By year-end 2011, an online communication tool will be rolled out to all office employees to help reduce travel.
Progress: On track. An online tool has been rolled out to all relevant employees. Training will continue on an on-going basis to ensure usage is optimised.

- LEED certification: Reduce future greenhouse gas emissions at our new facilities by pursuing LEED green building scheme certification for all our new production facilities.
Progress: On track. We are currently attempting to LEED-certify the Noginsk Facility under construction outside Moscow.

Water
- Responsible Water Use: Reduce water use at our factories by 10% by 2015 (per unit produced based on the 2010 baseline).
Progress: On track. Water consumption per unit increased by 10% due to the installation of new processing vessels combined with a drop in total units. However, in absolute terms, total water consumption was marginally reduced.

- Biodegradability: To reduce environmental impact at the product end-of-life, only use readily biodegradable primary surfactants and primary conditioning agents in our cosmetic formulations.
Progress: On track.

- Education: To reduce environmental impact during the use phase and at the end-of-life, we will start to communicate with our 3.6 million Oriflame Consultants on issues relating to water consumption and pollution.
Progress: Late but now on track. Initiatives to educate Oriflame Consultants are being launched through information in service centres. In connection with the launch of the Ecobeauty range, this will be rolled out in other channels.

- LEED Certification: Reduce water use and emissions to water at our new facilities by adopting new manufacturing systems design and pursuing LEED green building scheme certification for all our new production facilities.
Progress: On track. We are currently attempting to LEED-certify the Noginsk Facility under construction outside Moscow.
Waste

- Manufacturing waste: Reduce waste at our factories by 10% by 2015 (per unit produced based on the 2010 baseline).
Progress: On track. Waste produced per unit increased slightly due to a drop in units produced. In absolute terms, total solid waste generation was reduced by over 10%.

- Recycled Plastic: Increase the use of post-consumer recycled plastic (PCR) in our cosmetic packaging materials. In 2011, all new coloured PET bottles will specify PCR material.
Progress: On track. PCR content has been introduced in all new PET bottles, for example the new Pure Nature bottles now contain 100% PCR material. Rollout will continue with further bottles and also tubes and jars.

- Education: To encourage end-of-life recycling of our packaging materials and catalogues, we will start to communicate with our 3.6 million Oriflame Consultants on environmental issues relating to waste.
Progress: Late but now on track. Initiatives to educate Oriflame Consultants are being launched through information in service centres. In connection with the launch of the Ecobeauty range, this will be rolled out in other channels.

- Facilitate recycling: Increase the availability of recycling facilities at our service centres worldwide, as part of the roll-out of the upgrade of our service centres starting 2011.
Progress: On track. During autumn 2011, we launched a guide to green offices and service centres. In connection with this, the roll out of recycling facilities in service centres started.

- LEED certification: Reduce construction waste at our new facilities by pursuing LEED green building scheme certification for all our new production facilities.
Progress: On track. We are currently attempting to LEED-certify the Noginsk Facility under construction outside Moscow.

The sustainability plan contains a series of commitments across four key areas: sustainable sourcing, climate change, water and waste.

These areas are regularly discussed by the Executive Committee during their monthly meetings as well as during annual budget and target reviews.

Performance according to our indicated commitments is reported on annually.

An initial focus are has included performing environmental audits at our manufacturing sites for improved profiles in regard to energy use, CO2 emissions, waste control and water consumption. Each of these areas has ambitious targets to be met by 2015. During 2011 many actions have been carried out in each of these areas.

In our Code of Conduct we state:

- Legal Compliance: Wherever we do business we comply with existing laws. In situations where local or national laws do not provide adequate guidance, Oriflame applies its own policies and procedures.

- Corruption and Bribery: Oriflame adheres to the UN Global Compact Principle 10; "Businesses should work against corruption in all its forms - including extortion and bribery". All forms of compensation to external parties shall refer only to justified products or services. Gifts and other favours as elements of expected hospitality must not exceed local customs and must be in line with local laws.

- Outside business interests: Engaging in business with any firm that is owned / managed by or employs an Oriflame employee or a close relative of an Oriflame employee, constitutes a conflict of interest. Holding an undisclosed financial interest in any firms that is doing or seeking to do business with Oriflame, or that is a competitor of Oriflame, constitutes a conflict of interest. However, ownership of less than one percent of securities of a publicly traded company shall not be deemed contrary to this policy.

- Communications: We strive to be transparent, accurate and proactive in our communications. The people with whom we are interacting should have confidence in us and find our communications reliable, trustworthy and correct. We want to show that we are a credible, open, honest and responsible company.

- Independent Oriflame Consultants: There are also separate rules for the conduct of Oriflame Independent Consultants. It outlines a set of principles for proper business behaviour; being honest and truthful, treating customers in a fair, thoughtful and responsive manner, demonstrating high standards of integrity and responsibility, not marketing products other than Oriflame products, not selling to any retail outlet and respecting local laws and regulations.

All employees receive the Oriflame Code of Conduct
If in doubt regarding any issues in the Oriflame Code of Conduct employees are encouraged to confidentially email to a separate email address. The owner of this email address is Corporate HR and emails sent to this address will be treated confidentially and will not be forwarded to anyone without the approval of the sender. This email can be used when in doubt regarding any issues in the Oriflame Code of Conduct.

Training regarding the Code of Conduct and Oriflame Policies are an integral part of the Oriflame training system, The Oriflame Academy. A whole separate session on the Code of Conduct is held as part of this training.

Governance and anti corruption issues are ultimately owned by our CEO, but in practice sit under our CFO.

Oriflame is a member of the Direct Selling Association (www.dsa.org) where our CEO is vice chairman, which works to promote ethical business practices in the direct selling industry.

Compliance and Non Compliance Procedures
Reporting Procedures: Conduct or actions that are, or may for good reasons be perceived as, infringements of National Laws or the Oriflame Code of Conduct, are to be reported. Employees are encouraged to report any such conduct or action to their superiors, or, if the superior is involved in the situation or will not act upon it, to the next level in the organisation. We expect superiors/ managers to treat reported matters seriously and in compliance with Oriflame's policies and values. If employees are in doubt about the interpretation or application of any law or regulation, they are encouraged to contact the Corporate Legal Department. In accordance with the Code of Conduct, no one will be discriminated against or punished for reporting, in good faith, actual or suspected infringements.

Employees are also able to send confidential emails to a separate email address. The owner of this email address is Corporate HR and emails sent to this address will be treated confidentially and will not be forwarded to anyone without the approval of the sender. This email can be used when in doubt regarding any issues in the Oriflame Code of Conduct.