Social sustainability

Our Approach

We are committed to respecting human rights and promoting good working conditions in line with the UN guiding principles. We value and promote diversity and equality. We ensure the safety and well-being of our employees and work only with partners who share our commitment to health and safety. From a social responsibility perspective, we have identified working conditions, and equal treatment and opportunities for all (S1) as the most material sustainability theme for the Group.

Safety

At Aspo, work environments range from cargo vessels to chemical warehouses and offices. Occupational safety is of paramount importance, and safety guidelines and training are constantly developed to prevent occupational accidents. We have segment-specific occupational health and safety programs and supplementary occupational safety guidelines.

• The development of occupational safety is monitored using the Total Recordable Injury Frequency (TRIF) metric, which describes the number of accidents per one million working hours.
• The TRIF target for 2025 was 4.0, and the outcome was 7.0. The long-term target is zero accidents. The target applies to Aspo’s own workforce, as well as leased employees working on the vessels ESL Shipping owns
  

Action plan to ensure employees' safety with a TRIF target of 4.0 by 2025

Diversity

Aspo has prepared a DEI policy, which defines principles that obligate all employees to prevent all forms of discrimination and harassment, and to promote diversity, equity and inclusion.

For its activities to promote diversity, equity and inclusion, Aspo established a working group in 2023, consisting of a diverse group of people working in different positions in the Group’s various activities. The working group coordinates DEI activities and leads development initiatives in accordance with the ESG goals. In 2025, Aspo started job grading system implementation to Aspo Group‑level to report equal pay.

• DEI-target: Aspo’s goal is for 40% of the Group’s senior managers and supervisors, excluding sea personnel, to be of an under-represented gender by 2030.

The company does not accept any discrimination based on education, competence, position, personality, way of life, work experience, ethnic origin, religion, gender, sexual orientation, age, nationality, abilities or other qualities.

Action plan to increase the share of the underrepresented gender to 40% among senior management and supervisors by 2030

Measures against violence and harassment in the workplace 

In 2025, no discrimination cases were reported within the Aspo Group, including cases of harassment.

Aspo has Group‑level workplace conciliation procedure instructions to report inappropriate behavior and harassment in the workplace.

The action plan for measures to combat workplace violence and harassment

Human rights

Aspo is committed to respecting interna­tionally accepted human rights as defined in the UN’s Universal Declaration of Human Rights, and the UN Guiding Principles on Business and Human Rights.

The annual personnel survey investigates experiences of the implementation of human rights policies in the workplace. The policies also address appropriate working conditions and do not accept any human trafficking, child or forced labor, or other human rights violations in any circumstances or in any part of the chain of operations.

Aspo is also committed to the UN Global Compact.