Statement by the CEO:

I am pleased to confirm that Liseberg is still giving its ongoing support for the UN Global Compact and will continue to show our commitment to the initiative and we will also improve our efforts in the future. We will work harder to perform and ensure the issues encountered in connection with the principles and also make them a more natural part of our core values.

As a large amusement park, we meet millions of people and we have a responsibility to show our guests what we stand for when it comes to human rights, labor and environment and we will also live up to and fulfill our commitment. During 2011/12 we looked over our strategic framework, underlining amongst other things our role and responsibilities towards our local community, always balancing our financial objectives with our long-term impact on the world around us.

This work has had effect on all our activities and now led to the fact that a CSR program is beginning to take shape.

Andreas Andersen, CEO Liseberg AB

All work in the area of human rights at Liseberg, is built on the principle of equal dignity. Any form of discrimination and victimization are completely unacceptable. We have adopted policies that support our work on human rights, security and work environment. Within Liseberg's pro-bono programs, we are focusing to children and young people who would otherwise not have opportunities to visit us.

Lisebergs attractions can be accessible for all our guests including those with disabilities. Guests with disabilities have free entrance to our concerts as well as their escorts. Lisebergs Employee Uniform Policy underlines that headwear and long sleeved shirt can be worn in accordance with the employee's religious views. Liseberg has employees with disabilities among both the permanent and seasonal staff. The management group has had a dedicated seminar, focusing on Human Rights.

Groups at senior management levels had seminars, focusing on Human Rights issues based on a material from the City of Gothenburg.

Several documents guide our actions for Labour e.g. Health and Safety Policy, Code of Conduct, Alcohol and Drug Policy. In accordance with the policies there are related targets to be achieved during a specified period. Plan for equal rights and opportunities replace a previous plan for equality and diversity (broader scope).

In Sweden it is a legal right for any employee to be organized in a labor-association and at Liseberg we have signed collective agreements with all our employees. We conduct risk analyses to find out where our health and safety can jeopardizes in order to rectify and improve the work situation.

Through Employee Satisfaction Study and Health-index we measure staff satisfaction.

Liseberg has renewed it's certificate with the City of Goteborg's Environmental Diploma and we are constatly working on improving our environmental policies and management system. For the moment we are focusing on reducing our chemical use.

Priority areas we have been working with for 2011/12 are:
* Staff knowledge and awareness.
* Energy. Energy efficiency.
* Chemicals. The number of chemicals should be reduced to a minimum and chemicals with least possible environmental impact should be used.
* Resource use and waste. Minimize wastes and increase recycling.

Action plan for envoronmental performance with KPI's (Key performance indicators) and deadlines are settled and we have taken a chemical system in use.

We have completed an enterprise-wide internal control and monitoring procedures for purchasing.

A revision of our internal control system is currently taking place, and a new policy for business travel, entertainment, bribery, conflicts of interest, secondary employment and benefits have been developed.