Governance, responsibilities and oversight

Nornickel seeks to ensure respect for human rights by putting in place effective management mechanisms and controlling the adequacy of decision-making processes.

The Company has a clear governance structure with a defined hierarchy for reporting and escalating concerns about human rights issues. The Board of Directors and the Management Board consider human rights risks when reviewing comprehensive reports.

The Sustainable Development and Climate Change Committee of the Board of Directors monitors the effectiveness and efficiency of major amendments to approved strategies, goals, programmes, projects and other significant initiatives adopted with regard to human rights. The Audit Committee regularly reviews reporting on complaints received through the Corporate Trust Line.

The Risk Management Service monitors key risk management initiatives, including those identified in the process of stakeholder engagement regarding the respect for and protection of human rights, and develops company-wide methodological principles and approaches to risk management.

In case of a human rights violation, any stakeholder can contact the Corporate Trust Line and use a grievance mechanism.

The Company conducts regular surveys of employees and the sentiment of local communities and indigenous peoples to assess engagement and listen to the interests, opinions and preferences of its stakeholders. The Company guarantees anonymity for whistle-blowers and respondents.

In 2022, the Company held the first-ever independent assessment of its impact on human rights, including an in-depth analysis of risks at the level of divisions and business units.

To integrate the engagement principle into sustainable development management, in particular as regards human rights, health and safety indicators linked to FIFR were included in the annual team KPIs of the top management (with a relative weight of 30%).

The Company also put in place incentives linked to the Company's human rights commitments and targets for managers and white-collar employees. They include bonuses for identifying OHS and labour risks and proposals for their minimisation.