30/5-2022
To our stakeholders:
I am pleased to confirm that Visigon Nordic AB 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 sharing this information with our stakeholders using our primary channels of communication. Sincerely yours,

Sincerely yours,
Petter Midtsian
CEO of Visigon Nordic AB

Human Rights Policy

Purpose
Visigon is committed to respecting and promoting human rights throughout our operations, including throughout the value chains in which we operate. This means that Visigon always strives to promote the realization of internationally recognized human rights and strives not to cause, contribute to, or be associated with a negative impact on human rights.
In accordance with the principles of the UN Global Compact and the UN Guiding Principles on Business and Industry human rights, Visigon undertakes to respect to a minimum the human rights that are expressed in the International Bill of Human Rights and in the ILO's core conventions.
Definition
Human rights are defined as universal rights that should allow individuals the freedom to lead a dignified life, free from fear or want, and free to express independent beliefs. These rights shall be applied equally and universally in all countries for all individuals, regardless of nationality, place of residence, sex, national or ethnic origin, colour, religion, language, or any other status.
Visigon bases the human rights definition and commitments on the Universal Declaration of Human Rights. We also support the principles concerning fundamental rights stipulated in the International Labour Organization's Declaration on Fundamental Principles and Rights at Work, as well as the United Nations Convention on the Rights of the Child. Furthermore, we are committed to using the UN Guiding Principles on Business and Human Rights as a starting point for our sound management of human rights-related business aspects.
Visigon’s responsibility:
Visigon’s responsibilities in respecting human rights are:
To embed the respect for human rights as an integral part of Visigon’s vision and values, and to encourage our employees to uphold human rights.
To seek to prevent or mitigate adverse human rights impacts that are directly linked to our operations, products, or services by our business relationships, even if we have not contributed to those impacts.
To avoid causing or contributing to adverse human rights impacts through our own activities, and to address such impacts if they occur.
Human rights comittments

Diversity and Inclusion. Visigon endorses the principles of diversity and inclusion. By diversity and inclusion, Visigon means that every individual, within their own abilities, qualifications and life experiences, is an equal part of the collective, regardless of gender, ethnic background, religion or other belief, age, sexual orientation, gender identity and gender expression or physical ability. For Visigon, diversity, and inclusion is the opportunity to utilize a variety of experiences and competencies to ensure that Visigon remains an attractive employer and partner. Consequently, diversity and inclusion are of strategic importance and fundamental to our business. The companies we work with, are expected to have zero tolerance for all forms of discrimination including verbal, physical, and sexual harassment.
Labour rights. Visigon respects human rights in our labour practices and accepts no discrimination. This includes, but is not limited to, freedom of association, the right to collective bargaining and no child or forced labour. Employees throughout our business operations shall have the right to a safe and healthy workplace, with statutory working hours and remuneration, wherein the salary shall conform to a living wage, all of which might be part of collective agreements. We also expect the same from the companies we work or partner with.
Privacy rights. We commit to protecting personal data and the rights of individuals by complying with the General Data Protection Regulation.

Special attention to vulnerable groups. We recognise that children are an especially vulnerable group and that we all share the responsibility to respect and promote children’s rights. We recognise that also other particular groups, such as women, indigenous people, and minority groups are especially vulnerable to violations of their human rights. We commit to having special attention to protecting their rights, by applying principles of non-discrimination, participation and accountability.

Business Implementation
Visigon acts with due diligence to avoid infringing on the rights of others in our business activities and operations. We continuously assess and seek to develop the human rights risk framework for identifying and managing risks and impacts. Visigon acknowledges that despite concerted efforts, abuse can occur. If the Group’s activities entail a direct violation of the human rights of others, we shall take action to rectify the situation, taking into account the interests of those whose rights are being violated. We are committed to assessing remedies if necessary. We also expect the same from the companies we work or partner with.

Visigon follows the laws of Sweden and Denmark in regard to the topics of Human Rights.

Our Whistle blowing statement(from employee handbook)
In case that you like to report a breach to any of the compliance rules, please send an e-mail to the external auditor peter.astrom@revaco.se. He will thereafter report the breach to the company board. This process also includes code of ethics concerns or conflicts of interest.

Since joining UNGC, we have drafted and implemented a Human rights policy as you can see above. The policy is shared with the entire staff to educate all of us regarding human rights.

Visigon Nordic AB has followed the Swedish and Danish laws regarding Human Rights since its
start in 2010. Visigon has every intention to continue to following these laws.
Visigon has never been forced to deal with a situation that was breaking the United Nations
Human Rights standards, nor the Swedish or Danish Human Rights laws.

Visigon follows the laws of Sweden and Denmark in regard to the topics of Labor and
Labor rights.

Freedom of Association and Right to Collective Bargaining policy:
Visigon follows the laws of Sweden and Denmark in regard to the topics of
Freedom of Association and Right to Collective Bargaining.
Forced and Compulsory Labour policy:
Visigon follows the laws of Sweden and Denmark in regard to the topic of Forced
and Compulsory Labour Policy.
Relevant Working Environment Policies:
Visigon’s aim is that all employees should always work in a safe environment. If you
observe an unsafe condition, warn others and inform your safety representative, Petter
Midtsian
Whistleblowing Policy:
● Visigon has a whistleblowing policy through an external auditor, asking every
employee to report any breach of policy, wrongdoings or compliance rules.
Female Inclusion Policy:
Full female inclusion policy, containing:
Equal pay for work of equal value policy

www.visigon.com
Prevention of Harassment Policy
Equal Representation Policy

Working Environment Policy
We are each other's work environment! Work environment work is a common concern for the company and the employees and must be conducted in collaboration where everyone has a responsibility to participate.
The work environment in our business must be such that we do not suffer from ill health or be injured as a result of the work. A good work environment contributes to our well-being and well-being, which in turn contributes to us being able to perform to achieve the visions and goals that we set at any given time.
We do not accept any form of abusive discrimination such as bullying or harassment in our workplace.
We contribute to a good working environment through:
That work environment work is a natural part of everything we do and work environment aspects are taken into account in all decisions made and the activities that are carried out as well as in the event of changes in the business.
That our managers, employees, and safety representatives have the right knowledge, skills, resources, and powers to be able to work in a good and safe working environment
That we follow established routines for our systematic work environment work and thus regularly follow up the physical, organizational and social work environment
That all employees receive the introduction and training they need to be able to work safely
That responsibilities and powers at all levels are clearly formulated
Openness, dialogue, participation, respect for each other and personal responsibility
To take the help of occupational health care or other external expertise if necessary
Our rehabilitation work must be characterized by the fact that we act early if someone suffers from an illness with the goal that everyone should return to work.
That we follow current work environment legislation and work with continuous improvements of the work environment
To counteract and prevent sexual harassment

Pointing towards our policies and earlier provided information.

Our policy on this matter is to create a safe and open environment with respect
for all, regardless of gender, and environment where all should feel safe to say if
things are not as they should be.

Working Environment Policy
We are each other's work environment! Work environment work is a common concern for the company and the employees and must be conducted in collaboration where everyone has a responsibility to participate.
The work environment in our business must be such that we do not suffer from ill health or be injured as a result of the work. A good work environment contributes to our well-being and well-being, which in turn contributes to us being able to perform to achieve the visions and goals that we set at any given time.
We do not accept any form of abusive discrimination such as bullying or harassment in our workplace.
We contribute to a good working environment through:
That work environment work is a natural part of everything we do and work environment aspects are taken into account in all decisions made and the activities that are carried out as well as in the event of changes in the business.
That our managers, employees, and safety representatives have the right knowledge, skills, resources, and powers to be able to work in a good and safe working environment
That we follow established routines for our systematic work environment work and thus regularly follow up the physical, organizational and social work environment
That all employees receive the introduction and training they need to be able to work safely
That responsibilities and powers at all levels are clearly formulated
Openness, dialogue, participation, respect for each other and personal responsibility
To take the help of occupational health care or other external expertise if necessary
Our rehabilitation work must be characterized by the fact that we act early if someone suffers from an illness with the goal that everyone should return to work.
That we follow current work environment legislation and work with continuous improvements of the work environment
To counteract and prevent sexual harassment

Visigon Environmental Policy

Background
The environment is an important part of Visigon’s brand and position. Visigon aims to take overall responsibility for the global environment in our business. Visigon’s goal is for our climate footprint to be at the absolute minimum possible and to be sustainable at all stages of the business.

Purpose
This policy describes Visigon’s environmental work and will guide all our Co-Workers in how we should work to reduce our negative impact on the environment and become climate neutral in the future.

Policy
Visigon's environmental efforts must be guided by a balancing of what is financial reasonable and technically and ecologically justified.

Visigon conducts structured environmental work and encourages employees' actions and commitment to environmental issues.

Visigon must live up to and meet both customers' and society's requirements within the environmental area and comply with relevant laws and regulations.

Specific points for lowering environmental impact:

Equipment and consumables
Consumables must be eco-labeled.
To actively work to reduce the use of consumables.
Technical equipment must only be switched on during use.
Choose technology and equipment that is energy efficient, sustainable and dimensioned for our needs.
Transportation
Use technology to maximize travel-free meetings.
Aim to choose the best mode of transport from an environmental point of view for travel and transport.
Food and Waste
Ensure eco-labeled waste disposal.
All waste that can be recycled must be sorted at source and, as far as possible, go to reuse or material recycling.
We work actively to reduce the amount of waste.
We avoid buying fish products, but if this happens, we choose MSC, ASC or KRAV-certified fish.
We avoid buying meat, but if it does, we choose locally produced and / or only from producers who conduct sustainable production.
When buying food, we primarily choose organic and locally produced products.
Energy
Aim to only use electricity that is eco-labeled and comes from renewable and fossil-free sources.
Work actively to reduce our energy consumption and increase the efficiency of energy use.

Chemicals
Detergents and other cleaning equipment must be eco-labeled.
We actively opt-out of goods and materials that contain particularly dangerous substances.

Since Joining the UNGC, we have implemented the above stated policy and also implemented all these steps in our organisation.

We are proud to say that we have implemented and taken action to all of our steps in our environmental policy.

A great example is our latest company conference, where we previously have been flying to. This time we chose the better environmental option and chose to travel by train for all employees.

Anti-Corruption Policy

Purpose
This anti-corruption policy sets out Visigon's anti-corruption rules. The policy constitutes a supplementation and deepening of Visigon's Business Code. If a law violates this policy or the Business Code, the stricter of the two must be followed.
Failure to comply with anti-corruption laws and regulations can have very serious consequences Visigon and its employees, such as very high fines, immeasurable damage to the company's reputation, and also criminal penalties such as imprisonment and fines. Therefore, Visigon’s Employees and business partners must be very careful and always use good judgment to avoid putting themselves or others in a situation that may be contrary to this policy or applicable laws against corruption.
It is never in Visigon's interest to violate this policy or applicable laws against corruption. Any involvement in a violation of this policy or applicable law will result in disciplinary action, which may also include dismissal.

Prohibition of bribes
No Visigon employee shall offer, leave, approve, request, accept or receive one bribe, neither directly nor indirectly. No Visigon employee shall perform their duties in a way other than normal in anticipation of, or as a result of, a bribe.
A "bribe" is an improper benefit, whether it is a financial gift or other benefits, if the purpose is to encourage erroneous decisions or abuse of a person's position, regardless of that person have employment in the public or private sector

Hospitality and Gifts
Giving and receiving benefits that constitute bribery is strictly prohibited within Visigon. However, Limited and reasonable gifts and hospitality in some cases are accepted as a way of building business relationships if they are transparent, proportionate, reasonable, and have a clear business purpose.

Partners and Suppliers
Suppliers of goods and services and partners shall be evaluated on the basis of pre-established criteria to identify, assess and avert the risks of corruption and to ensure that the supplier or partner will act in accordance with this policy. Payments to a provider must be appropriate, reasonable and defensible for legitimate products or services under contract
Facilitation payments
Facilitation payments are not allowed. A facilitation payment is a payment to a government employee to implement or expedite routine procedures or services. Central to this definition is that the service to which the payment relates must be something to which the payer is entitled with or without the payment, but the payment is intended to accelerate or otherwise facilitate the implementation of the service.
Political donations, charitable donations and sponsorship
Visigon is politically neutral and makes no political donations. Visigon makes no contribution to charity or sponsorship which can be interpreted as a substitute for political payments or which used as a substitute for bribes.
General Information
Support
If a Visigon employee doubts whether or not certain action is permitted under this policy or according to applicable law, they must contact their immediate superior.
How to report suspected corruption and violations of this policy
Employees are encouraged to report violations of this policy or applicable law by contacting their immediate superior. Violations can also be reported using Visigon's whistleblowing feature, which allows both open and anonymous reporting and can be accessed via Visigon’s intranet.

Since joining UNGC, we have drafted and implemented a Anti-Corruption policy as you can see above. The policy is shared with the entire staff to educate all of us regarding Corruption.

Visigon Nordic AB has followed the Swedish and Danish laws regarding Corruption since its
start in 2010. Visigon has every intention to continue to following these laws.
Visigon has never been forced to deal with a situation that was breaking the United Nations
Anti-Corruption standards, nor the Swedish or Danish Anti-Corruption Laws.

Anti-Corruption Policy

Purpose
This anti-corruption policy sets out Visigon's anti-corruption rules. The policy constitutes a supplementation and deepening of Visigon's Business Code. If a law violates this policy or the Business Code, the stricter of the two must be followed.
Failure to comply with anti-corruption laws and regulations can have very serious consequences Visigon and its employees, such as very high fines, immeasurable damage to the company's reputation, and also criminal penalties such as imprisonment and fines. Therefore, Visigon’s Employees and business partners must be very careful and always use good judgment to avoid putting themselves or others in a situation that may be contrary to this policy or applicable laws against corruption.
It is never in Visigon's interest to violate this policy or applicable laws against corruption. Any involvement in a violation of this policy or applicable law will result in disciplinary action, which may also include dismissal.

Prohibition of bribes
No Visigon employee shall offer, leave, approve, request, accept or receive one bribe, neither directly nor indirectly. No Visigon employee shall perform their duties in a way other than normal in anticipation of, or as a result of, a bribe.
A "bribe" is an improper benefit, whether it is a financial gift or other benefits, if the purpose is to encourage erroneous decisions or abuse of a person's position, regardless of that person have employment in the public or private sector

Hospitality and Gifts
Giving and receiving benefits that constitute bribery is strictly prohibited within Visigon. However, Limited and reasonable gifts and hospitality in some cases are accepted as a way of building business relationships if they are transparent, proportionate, reasonable, and have a clear business purpose.

Partners and Suppliers
Suppliers of goods and services and partners shall be evaluated on the basis of pre-established criteria to identify, assess and avert the risks of corruption and to ensure that the supplier or partner will act in accordance with this policy. Payments to a provider must be appropriate, reasonable and defensible for legitimate products or services under contract
Facilitation payments
Facilitation payments are not allowed. A facilitation payment is a payment to a government employee to implement or expedite routine procedures or services. Central to this definition is that the service to which the payment relates must be something to which the payer is entitled with or without the payment, but the payment is intended to accelerate or otherwise facilitate the implementation of the service.
Political donations, charitable donations and sponsorship
Visigon is politically neutral and makes no political donations. Visigon makes no contribution to charity or sponsorship which can be interpreted as a substitute for political payments or which used as a substitute for bribes.
General Information
Support
If a Visigon employee doubts whether or not certain action is permitted under this policy or according to applicable law, they must contact their immediate superior.
How to report suspected corruption and violations of this policy
Employees are encouraged to report violations of this policy or applicable law by contacting their immediate superior. Violations can also be reported using Visigon's whistleblowing feature, which allows both open and anonymous reporting and can be accessed via Visigon’s intranet.