March the 3rd 2022

This is our very first CoP and we are proud to take part in the global work for a better world. Our philosophy is and has always been to be a company in line with the environment and we are continuously strive to invent products to the shipping industry that will make the sea cleaner and the impact on the environment smaller. 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 believe that our support for the Global Compact will strengthen us as a company which will benefit our customers and employees. It also means that we put pressure on our suppliers to develop their business in accordance with the Global Compact.

Since we have Quality, Environmental and Occupational Health and Safety Management Systems which are certified according to SS EN ISO 9001:2015, SS EN ISO 14001:2015 and SS ISO 45001:2018 supporting the Global Compact is a natural part of our day-to-day operations. We have during the year re-certified the complete systems.

Yours sincerely,

Peter Eriksson
Managing Director

JOWA complies with the Universal Declaration of Human Rights and national laws.

We strive to ensure equality and diversity
It is self-evident that all people are equal. JOWA strives to increase diversity and equality in all areas of operations. Everyone shall have equal rights and equal opportunities regardless of gender, gender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age.

We do not accept victimization, harassment or discrimination.
JOWA has a zero tolerance policy for all forms of victimization, harassment, sexual harassment, bullying and discrimination. We have a responsibility to prevent, avert and act. All employees and business partners who see or suspect violations are obligated to report them.

JOWA is committed in respecting human rights as stated in the human declaration of human rights in both internal and external operations.

Jowa has a suggestion box open to all employees, every suggestion or question from employee will be read and considered by the management group and measures will be taken.
New employees will go through an introduction week to learn about the company, its philosophy and culture.
JOWA also have an employee handbook where the employee have access to all relevant details to their rights, duties and resources within the organisation.

During the past year no internal human rights issues were identified or reported from our employees or business partners.

JOWA uphold the right to reasonable employment conditions
JOWA does not accept employment conditions that do not meet the minimum standards of national and local legislation or the ILO’s fundamental conventions.

We prioritize occupational health and safety.
JOWAs workplaces shall be safe, secure and free from accidents. We consider employee health and job satisfaction central issues.

We take a long-term and systematic approach to developing the working environment and promoting employee well-being in order to prevent accidents and ill health.

At JOWAs workplaces everyone shall participate in working environment management and follow JOWAs guidelines and workplace rules. Employees take responsibility for their own and others’ working environments. We think twice in our day-to-day work and safeguard both ourselves and others.

JOWAs workplaces shall have adequate equipment and competence for the protection of people and property.

We strive to ensure equality and diversity
It is self-evident that all people are equal. JOWA strives to increase diversity and equality in all areas of operations. Everyone shall have equal rights and equal opportunities regardless of gender, gender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age.

We do not accept victimisation, harassment or discrimination.
JOWA has a zero tolerance policy for all forms of victimisation, harassment, sexual harassment, bullying and discrimination. We have a responsibility to prevent, avert and act. All employees and business partners who see or suspect violations are obligated to report them.

We do not accept child labour
All forms of violence, force or abuse of children are unacceptable. Here a child is defined as any person under 15 years of age, unless legislation prescribes a higher minimum age. Employees under 18 years of age shall be particularly well protected from hazardous work tasks that entail a risk to health and safety, such as working nights.

We do not accept forced or bonded labour
Work shall be conducted on a voluntary basis. Personal documents and possessions may not be confiscated in order to force people to work. Employees shall be free to leave the workplace at the end of a work shift. Illicit labour may not be used.

We uphold the right to freedom of association
JOWA does not accept any restrictions on the right to freedom of association or collective bargaining. Employees shall be able to exercise these rights without being hindered or risking harassment and reprisals, even in countries where the right to organise is limited or prohibited.

Signed collective agreements shall be respected and followed.

Working hours and minimum wages shall comply with national legislation in the country in which the product is produced or the service is performed.

Jowa has a suggestion box open to all employees, every suggestion or question from employee will be read and considered by the management group and measures will be taken.
New employees will go through an introduction week to learn about the company, its philosophy and culture.
JOWA also have an employee handbook where the employee have access to all relevant details to their rights, duties and resources within the organisation.
Everyone working in Jowa has a special Health Insurance, where you can get immediate medical care.
Every year a risk analysis is made to measure all employees well-being, physical and psychological health.

During the last year JOWA has not received any complaint or grievance from employees in relation to labour rights violations.
The Risk Analysis from 2021 shows that the amount of physical and psychological stress has been reduced for all employees.

We protect the climate and the environment
JOWA contributes to sustainable social development and works continually to prevent environmental risks and minimise our impact on climate change and the environment.
Our environmental management shall be systematic and integrated with operations.

We follow and respect laws and other relevant requirements established by society concerning the environment.

Our employees shall have the competence relevant to the impact their work tasks have on the environment.

We strive to reduce the environmental impact of our operations JOWA actively focuses on the areas in which our operations have the greatest environmental impact from a life cycle perspective and works with:
- The phasing out of substances in materials and production that are hazardous to the environment and health.
- Reduced climate impact from transport and production
- Material efficiency in production by reducing waste materials and increasing the level of recycling
- JOWA works progressively with continual improvements to enhance environmental performance
- Employees and business partners at JOWAs workplaces are responsible for reporting deviations and environmental incidents
- We encourage knowledge about, and the development and adoption of, clean technology

JOWA has minimized the air transports and we are working on reducing air pollution from our transports by further 5%.

We separate all our waste for recycling, use of chemicals is minimized and we work to phasing out chemicals by more environmental friendly products.

JOWA has started a program for going through the amount of material/parts included in our products, our goal is to reduce material/parts, to avoid unnecessary purchases and transport and to save the environment.

JOWA is ISO 14001:2015 certified since 2011 and the environment is a vital part of JOWA culture and consciousness.

We do not accept corruption
JOWA always acts responsibly and ethically in its business relationships. We do not tolerate any form of corruption, bribery or blackmail. This means, for example, that:
- We act and make decisions without consideration for personal gain for ourselves or those close to us. We do not use relationships with business partners for personal gain.
- We avoid situations that can create or give the impression of creating conflicts of interest. If a conflict of interest cannot be avoided, it must be reported openly to the appropriate line manager. If an employee pursues business operations outside of JOWA (a so-called sideline), approval must be sought from JOWA.
- We never breach applicable laws on the giving or accepting of bribes. We neither give nor accept gifts or services of a value that exceeds the levels established by JOWA. Nor do we participate in business entertainment outside normal business operations. We adapt to our business partners’ rules on gifts, business entertainment and the like if they are stricter than JOWA’s rules.

We follow competition laws
JOWA pursues business in compliance with the applicable competition legislation in the markets in which we operate. We act to promote healthy competition in tendering, quotation, procurement and purchasing processes.
We do not accept any form of illegal anti-competitive action, such as price fixing, cartel formation or the abuse of dominant market positions.
We act correctly and do not exercise inappropriate influence or manipulation intended to distort competition.

We strive to prevent financial crime
As a community builder, JOWA takes responsibility for the prevention of financial crime in the industry. Financial crime distorts competition and results in instability, unpredictability and fewer resources for the law-abiding sections of society.

We correctly account for all financial transactions.

We oppose and actively work to prevent illicit work.

We act and make decisions without consideration for personal gain for ourselves or those close to us. We do not use relationships with business partners for personal gain.
- We avoid situations that can create or give the impression of creating conflicts of interest. If a conflict of interest cannot be avoided, it must be reported openly to the appropriate line manager. If an employee pursues business operations outside of JOWA (a so-called sideline), approval must be sought from JOWA.
- We never breach applicable laws on the giving or accepting of bribes. We neither give nor accept gifts or services of a value that exceeds the levels established by JOWA. Nor do we participate in business entertainment outside normal business operations. We adapt to our business partners’ rules on gifts, business entertainment and the like if they are stricter than JOWA’s rules.

There has not been a case of corruption at our company.
All payments are done by bank transfer and are completely transparent.
JOWA Financial Statements are verified and compiled by the accountant Frejs Revisionsbyra before sending to authority for approval.