Worldwide Code of Employee and Business Conduct
Ethical conduct in everything we do is a large part of the social cornerstone of our corporate sustainability framework. By holding ourselves to these high standards of ethical conduct, and encouraging our suppliers to do the same, we avoid real or perceived conflicts of interest.

In 2002, we will release a revised Worldwide Code of Employee and Business Conduct. Our implementation of the standards set out in the Code reinforces the sanctity of personal dignity in the workplace, ensures the health and safety of our employees, maintains appropriate standards for business behaviour, respects the interests of our communities, and protects our proprietary assets and confidential information.

Employee Value Proposition
Our human resource management system could be more aptly referred to as Human Resource Sustainability. Sustainability because we commit to our employees for the long term and we encourage them to return that commitment.

We call this our employee value proposition—the holistic sum of everything people experience and receive while they are part of the Company. To be the company of choice, we must offer certain basic advantages to our employees:

  • Be a respected company in the community;
  • Have well-known and respected brands;
  • Provide an exciting and challenging work environment;
  • Provide work relationships that foster communication, involvement and growth;
  • Promote an appreciation for work/life balance;
  • Provide competitive compensation and appropriate recognition strategies.


All Alcan managers are responsible for interpreting and providing guidance to employees and contractors to avoid any ambiguity or uncertainty. Inclusion of the Worldwide Code of Employee and Business Conduct in the audit process ensures that appropriate awareness programs and general compliance are in place. Infractions of the Code are dealt with swiftly—any employee who fails to comply with the Code is subject to disciplinary action, up to and including dismissal. Similarly, consultants or suppliers may see contracts terminated or not renewed if they do not comply with the Code.

By requiring appropriate conduct in our workplace and by suppliers, customers, governments and communities, we continue to build a sustainable company that our successors will be proud to lead.




Alcan's corporate culture, reinforced by our Worldwide Code of Employee and Business Conduct, characterizes how we get things done. Our global policy is to strive to maintain a work environment in which the personal dignity of the individual is respected by the Company and other employees. This means that we do not permit discrimination, intimidation or harassment on the basis of race, gender, national origin or religious beliefs or on the basis of any other personal characteristic protected by law. Nor do we permit political coercion or intimidation in the workplace. The business group Audit Committees are in place to monitor performance.

This has a direct influence on the type of people who want to work for Alcan. Our culture is an interconnected composite of values, work habits and leadership behaviours. The Company promotes an environment where teamwork, coaching and sharing best practices are fundamental elements.


TRAINING is an investment in our employees. We provide opportunities for personal development and advancement to employees to improve our ability to respond quickly and effectively to our many challenges. This includes the ongoing development of sound succession plans.

Aside from corporate level training programs, each location or business unit regularly evaluates its needs to ensure that employees at all levels receive appropriate training. Other training programs provided by business, corporate and functional groups complement these development efforts. Alcan sponsors many mentorship and work/study programs in North America and Europe, including Career Edge in Canada where the Company welcomes many graduates seeking their first work experience following university.


We support a compensation system that is internally equitable and externally competitive and one that reflects individual efforts and achievements. Alcan's compensation policies are designed to enable the Company to attract, retain, and motivate qualified people to carry out the objectives of the organization. We work diligently with our employees and their representatives to resolve labour issues or contract negotiations in a professional and equitable manner. During business cycle transitions, mergers, acquisitions and divestments, Alcan's approach is to find the optimal solution, either through continuing employment, attrition and/or new skills training.

For example, following our acquisition of the Koralu rolling facilities in Korea in 2000, nearly all employment changes were accomplished through attrition. And, in Brazil and British Columbia, Canada, in response to power shortages that forced production cuts, Alcan collaborated with employees to determine shift length reductions, holiday leaves and other measures to minimize job losses.

Furthermore, as an example of Alcan's commitment to working cooperatively with employee unions, in 1998, the Company negotiated a landmark, 18-year framework agreement on operational stability affecting several of our major operations in Quebec, Canada. Under the terms of the agreement, all parties will do everything possible to renew collective agreements and settle disputes without using grievances, lockouts or other means of pressure.