In line with sustainable palm oil cultivation, IOI Group estates and palm oil mills are committed to operate in an environmentally friendly and responsible manner.

The Environmental Management Plan serves to ensure a continuous awareness of various environmental components; protect the environment from neglect and mismanagement; and ensure that all activities are within the Laws/Acts and legislation of State and Nation. Environmental impacts caused by day to day operations and mitigating actions plans are also identified by each operating unit.

The Environmental Management Plan covers the following:

• High conservation value areas in the existing estates.
• Oil mill waste-product disposal.
• Oil mill smoke emission.
• Prohibition of open burning.
• Waste disposal.
• Water consumption.
• Soil erosion control and prevention plans.
• Integrated pest management (IPM).
• Control of chemical/mineral fertilizer application.
• Minimizing green house gas (GHG).
• Efficient usage of electricity and office papers.

This plan is valid from 2007 to 2012 and is subject to revision as and when necessary to cater to the industry’s standards, environmental conditions and legal requirements that change from time to time.

For more information, please refer to individual operating units for individual Environmental Management Plans.

In line with Vision IOI and as a caring and responsible corporate citizen, IOI Group prides itself for taking care of its employees by providing a rewarding and enriching social environment.

This is done through identifying social impacts and safety risks in each operating units and working out mitigation and action plans, at the same time adhering to national laws, regulations, and other requirements. The management plan seeks to protect the interest of the employees, stakeholders and mitigate social impacts caused by day to day operations.

The Social Management Plan covers the following:

• The Organizational Chart charting social responsibilities.
• National Laws and Regulations.
• General Labor Conditions.
• The Social Liaison Officer’s task and role.
• The Group’s Grievance Procedure.
• Sexual Harassment Policy and Procedure of Handling Sexual Harassment.
• Stakeholder Request Procedure.
• Grievance Procedure for Land Issues.
• Employee Handbook.
• Facilities/Amenities.
• Social Impact Assessment and Action Plans.
• Corporate Social Responsibility.
• Customs and Cultures Issues.
• Appropriate forms and scheduled plans.
  
  

This plan is valid from 2007 to 2012 and is subject to revision as and when necessary to cater to the industry’s standards, social climate and conditions and legal requirements that change from time to time. For more information, please refer to individual operating units for individual Social Management Plans.