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Fiberdom Code of Conduct

1. Purpose

This Code of Conduct defines how we work at Fiberdom. It applies to all employees, management, board members, interns, contractors, and partners representing the company. It guides everyday decision-making and supports our commitment to responsible and ethical business.

2. Who We Are

Fiberdom develops and produces 100% plastic-free, high-performance, recyclable, and home-compostable fiber-based materials from wood pulp and paperboard. Our pilot-scale facility in Vantaa, Finland combines R&D, material formulation, and the manufacturing of certified plastic-free cutlery and other emerging applications based on our Duranova™ material.

 

Our work matters—to ourselves, to our partners, to our customers, to society, and to the transition toward a plastic-free, circular society.

3. Our Principles

  • Integrity: We act honestly, fairly, and transparently.

  • Respect: Everyone is treated equally, with dignity and professionalism.

  • Responsibility: We comply with laws, protect people and the environment, and take accountability for our actions.

  • Continuous Improvement: We learn, innovate, and challenge ourselves to do better.

4. Fair Labor & Human Rights

  • Employment at Fiberdom is always voluntary and based on written contracts that follow Finnish labour law and applicable collective agreements.

  • We do not accept child labour, forced labour, or modern slavery.

  • We do not tolerate discrimination on the basis of age, gender, nationality, ethnicity, disability, religion, sexual orientation, or any other protected characteristic.

  • Workplace decisions—recruitment, development, and advancement—are based on skills, merit, and fit.

5. Workplace Safety, Well-being & Conduct

  • We maintain a safe, healthy working environment across offices, laboratories, and the pilot facility.

  • We build a culture of safety at work, follow strict safety instructions, use required protective equipment, and stop work if conditions are unsafe.

  • Harassment, bullying, or any disrespectful behaviour—verbal, physical, written, or digital—has no place at Fiberdom.

  • We encourage open communication and support one another’s well-being.

6. Environmental Responsibility

As a company built around fiber-based materials, each employee plays a role in protecting the environment—by creating alternatives for fossil fuel based materials, by avoiding waste, following quality and safety procedures, and using resources responsibly.

7. Business Ethics & Anti-Corruption

  • Bribery, facilitation payments, kickbacks, and corruption of any kind are prohibited.

  • We refuse gifts, benefits, or hospitality that could influence—or appear to influence— business decisions.

  • We comply with competition laws and avoid anti-competitive practices.

  • We screen partners to ensure they meet our ethical expectations.

  • Employees must disclose potential conflicts of interest, including outside business activities, board positions, or significant investments in competitors or suppliers.

8. Data Protection, Confidentiality & Intellectual Property

  • We protect personal data in line with GDPR and company policies.

  • We safeguard Fiberdom’s confidential information, process know-how, formulations, and intellectual property.

  • We respect the IP of customers, research partners, suppliers and other respective parties.

  • All inventions, improvements, and know-how developed during employment belong to Fiberdom. We have an Inventor policy in place to reward innovations made.

  • Employees should clarify that personal views are their own when discussing industry topics online. Company achievements require approval before public sharing.

9. Responsible Use of Company Assets

Company equipment, facilities, raw materials, and digital systems must be used for legitimate work purposes. Misuse or unauthorized removal is not allowed.

10. Substance Use

Illegal drugs are prohibited in all work contexts. While alcohol may be served at approved company events, employees must never operate machinery, handle materials, or perform laboratory work while impaired or under the influence of alcohol. Supervisors may remove an employee from work if impairment is suspected, in accordance with the Finnish Occupational Safety Act.

11. Speaking Up

  • Anyone can raise concerns or report suspected breaches to their manager, the General Manager, or through the confidential reporting channel.

  • Fiberdom prohibits retaliation against anyone who reports in good faith.

  • Issues are acknowledged as quickly as possible and investigated promptly, fairly, and respectfully.

12. Compliance & Updates

This Code is reviewed annually by management and approved by the Board. Violations may result in corrective action or termination in accordance with Finnish labour law.

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