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Nomor Surat 022/CORSEC/AMI/IV/2026
Nama Perusahaan PT Amman Mineral Internasional Tbk.
Kode Emiten AMMN
Lampiran 2
Perihal Penyampaian Laporan Keberlanjutan dan ESG
Merujuk pada pelaporan Laporan Tahunan Nomor 021/CORSEC/AMI/IV/2026, Dengan ini Perseroan Menyampaikan
Laporan Keberlanjutan dan ESG tahun 2025 dengan periode tahun buku dari 01 Januari 2025 sampai dengan 31
Desember 2025 dalam bahasa Indonesia dan Inggris
Apakah Perseroan akan/telah melakukan panggilan Rapat Umum Pemegang Saham Tahunan? (Ya)
Perseroan melakukan panggilan Rapat Umum Pemegang Saham Tahunan pada tanggal 27 April 2026
Informasi sebagaimana dimaksud di atas telah dimuat pada Situs Web Perseroan di alamat link
https://www.amman.co.id/id/rapat-umum-pemegang-saham pada tanggal 27 April 2026
Apakah Perseroan tercatat di Bursa lain? (Tidak)
A. Kinerja Lingkungan (Environmental Performance)
Perseroan menyampaikan Keberlanjutan dan ESG Tahunan :
E-01 Laporan Emisi Gas Rumah Kaca (GRK)
Laporan Emisi GRK Konsolidasi? Ya
Batasan Organisasi Operasional/Finansial
Adakah anak perusahaan yang tidak diikutsertakan dalam
Ya
laporan ini?
Mohon Jelaskan:
Oleh karena terdapat keterbatasan ketersediaan data maka terdapat anak perusahaan yang tidak
diikutsertakan dalam laporan ini.
Name Total Emisi (tCO2e)
Kategori 1: Emisi GRK langsung dan pembuangan
Emisi langsung dari pembakaran stasioner 1.525.991
Emisi langsung dari pembakaran bergerak 683.908
Emisi langsung dari proses pengolahan 0
Emisi fugitive langsung 645
Emisi langsung dari Land Use, Land Use Change and
0
Forestry (LULUCF)
Total Emisi Langsung (Scope 1) 2.210.544
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Kategori 2: Emisi GRK tidak langsung dari energi yang diimpor/dibeli
Emisi tidak langsung dari konsumsi Listrik yang
0
diimpor/dibeli
Emisi tidak langsung dari konsumsi jaringan energi yang
0
diimpor/dibeli (diluar listrik)
Total Emisi Tidak Langsung (Scope 2) 0
Kategori 3: Emisi GRK tidak langsung dari transportasi
Transportasi dan distribusi hulu 0
Perjalanan dinas 0
Transportasi dari klien dan pengunjung 0
Transportasi dan distribusi hilir 0
Perjalanan Karyawan 0
Kategori 4: Emisi GRK tidak langsung dari produk yang digunakan oleh perusahaan
Kegiatan yang berhubungan dengan energi yang tidak
termasuk dalam emisi langsung dan emisi energi tidak 0
langsung
Pembelian Barang dan Jasa 0
Capital equipment/goods 0
Limbah yang dihasilkan dalam kegiatan operasional 0
Aset Sewaan hulu 0
Kategori 5: Emisi GRK tidak langsung yang terkait dengan penggunaan produk dari perusahaan
Investasi 0
Penggunaan produk yang dijual 0
Perawatan akhir masa pakai produk yang dijual 0
Waralaba hilir 0
Aset Sewaan Hilir 0
Pengolahan produk yang dijual 0
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Kategori 6: Emisi GRK tidak langsung dari sumber lainnya
Emisi atau pembuangan tidak langsung lainnya 0
Total Emisi Tidak Langsung (Scope 3) 0
Total Emisi GRK (Scope 1 and 2) 2.210.544
Total Emisi GRK (Scope 1, 2 and 3) 2.210.544
Offsets/Credits 0
Pembelian Renewable Energy Certificate (REC) (kWh) 0
Total emisi dari Scope 1 dan 2 per unit
E-02 Intensitas Emisi GRK 3,98
pendapatan Perusahaan Tercatat
Jumlah total energi yang dikonsumsi secara
4.258.952.705
langsung (kWh or J)
Jumlah total energi yang dikonsumsi secara
E-03 Konsumsi Energi listrik 0
tidak langsung (kWh or J))
Total konsumsi energi (kWh or J) 4.258.952.705
E-04 Konsumsi Air Total konsumsi air (m3) 2.877.000
E-05 Limbah yang dihasilkan Total limbah yang dihasilkan (ton) 54.699
E-06 Komitmen Perusahaan untuk mencapai target Net Zero Emission
Apakah Perusahaan memiliki komitmen pencapaian target net zero? Tidak
Tahun berapa Perusahaan menargetkan pencapaian Net Zero emission yang
null
dipublikasi?
Mohon berikan deskripsi ringkas penjelasan dan tautan ke dokumentasi yang menjelaskan komitmen
pencapaian target Net zero emission Perusahaan.
Saat ini, Perusahaan belum memiliki dokumen komitmen khusus terkait pencapaian target Net Zero
Emission. Namun demikian, Perusahaan berkomitmen untuk mengikuti dan mematuhi seluruh regulasi serta
kebijakan Pemerintah Indonesia yang berkaitan dengan upaya pencapaian Net Zero Emission.
E-07 Komitmen Perusahaan untuk mengurangi Emisi Gas Rumah Kaca (Emission Reduction)
Apakah Perusahaan memiliki komitmen mengurangi emisi? Ya
23 %
Target pengurangan emisi GRK
754.310 (tCO2e)
Tahun target untuk penurunan emisi GRK? 2030
Apakah perusahaan memiliki manajemen yang mengawasi pengendalian iklim?
Ya
Langkah-langkah yang sudah dilakukan dan penurunan emisi yang telah dicapai dibandingkan tahun
sebelumnya.
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Penjelasan:
Saat ini, Perusahaan belum memiliki dokumen komitmen khusus terkait pencapaian target Net Zero Emission.
Namun demikian, Perusahaan berkomitmen untuk mengikuti dan mematuhi seluruh regulasi serta kebijakan
Pemerintah Indonesia yang berkaitan dengan upaya pencapaian Net Zero Emission.
B. Kinerja Sosial (Social Performance)
S-01 Kesetaraan Gender
Laki-Laki Perempuan
Level Jabatan
Jumlah pegawai Persentasi pegawai Jumlah pegawai Persentasi pegawai
Entry-level 2.191 76,21 % 306 10,64 %
Mid-level 277 9,63 % 38 1,32 %
Senior-level 51 1,77 % 5 0,17 %
Executive-level 7 0,24 % 0 0%
Total Pegawai 2.526 87,86 % 349 12,14 %
S-02 Jumlah level pegawai yang dimiliki oleh laki-laki dan perempuan berdasarkan kelompok umur
Level Jabatan
Rentang Usia Entry-level Mid-level Senior-level Executive-level Jumlah
(tahun) Pegawai
Laki-Laki Perempuan Laki-Laki Perempuan Laki-Laki Perempuan Laki-Laki Perempuan
18-25 119 25 0 0 0 0 0 0 144
25-35 942 181 15 6 0 0 0 0 1.144
35-45 556 52 104 17 8 2 1 0 740
45-55 516 46 134 15 32 1 3 0 747
>55 58 2 24 0 11 2 3 0 100
S-03 Tingkat Pergantian Pegawai
Jumlah Pegawai (dalam tahun Percentage Pegawai (dalam tahun
pelaporan) pelaporan)
Jumlah Pegawai
resign/Pemutusan Hubungan 279 Pegawai 9,7 %
Kerja
Jumlah Pegawai Baru/pengganti 615 Pegawai 21 %
S-04 Jumlah Pegawai Sementara
Jumlah Pegawai (dalam tahun Percentage Pegawai (dalam tahun
pelaporan) pelaporan)
Jumlah Pegawai perusahaan
yang dipegang oleh kontraktor 21.792 Pegawai 88,34 %
dan/atau konsultan
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S-05 Pelatihan dan Pengembangan Pegawai
Rata-rata jam pelatihan per
Jumlah pegawai yang ikut serta Persentase jumlah pegawai yang
pegawai dalam tahun
dalam program pelatihan ikut serta dalam pelatihan (%)
Pelaporan
40 jam/pegawai 24.667 99 %
S-06 Jumlah Kecelakaan Kerja
Persentase kecelakaan kerja serius yang berakibat
Frekuensi kecelakaan kerja dari total pegawai
cedera serius dan fatal dari total pegawai (%)
99 0%
S-07 Jumlah Kejadian Pelanggaran Hak Asasi Manusia
Jumlah pelanggaran hak asasi manusia dalam tahun
0
Pelaporan
Kebijakan Perusahaan terkait Pekerja
S-08 Perusahaan memiliki kebijakan terkait pelecehan seksual dan/atau
Ya
non-diskriminasi?
AMMAN berkomitmen untuk menyediakan lingkungan kerja yang aman, inklusif, dan saling menghormati
bagi seluruh karyawan. Kebijakan terkait pencegahan dan penanganan pelecehan seksual diatur dalam
Kode Etik Perusahaan. Sejalan dengan komitmen tersebut serta mengacu pada Undang-Undang Nomor 13
Tahun 2003 tentang Ketenagakerjaan dan Keputusan Menteri Ketenagakerjaan Nomor 88 Tahun 2023,
Perusahaan telah membentuk Satuan Tugas Pencegahan dan Penanganan Kekerasan Seksual di
Lingkungan Kerja (Satgas PPKS). Satgas PPKS terdiri dari perwakilan manajemen dan karyawan yang
bekerja secara kolaboratif untuk mengembangkan dan mengimplementasikan program pencegahan
kekerasan seksual, menerima dan menindaklanjuti pengaduan, memfasilitasi penyelesaian kasus, serta
memberikan dukungan kepada korban.
S-09 Perusahaan memiliki kebijakan mengenai hak asasi manusia? Ya
AMMAN memiliki Kebijakan Hak Asasi Manusia (Human Rights Policy) yang menjadi payung utama dan
terintegrasi dengan Kode Etik, kebijakan terkait masyarakat, kebijakan rantai pasok yang bertanggung
jawab, serta mekanisme pengaduan. Kebijakan ini disusun selaras dengan prinsip dan standar
internasional, antara lain United Nations Guiding Principles on Business and Human Rights (UNGP),
Deklarasi Organisasi Perburuhan Internasional (ILO), Voluntary Principles on Security and Human Rights
(VPSHR), serta mengacu pada Undang Undang No. 39 Tahun 1999 tentang Hak Asasi Manusia.
Implementasi kebijakan tersebut dilaksanakan melalui proses Human Rights Due Diligence (HRDD) pada
tahun 2025.
S-10 Perusahaan memiliki kebijakan mengenai pekerja anak dan/atau
Ya
pekerja paksa?
AMMAN memiliki komitmen tegas untuk melarang pekerja anak, pekerja paksa, dan perdagangan manusia
yang secara eksplisit tercantum dalam Kebijakan Ketenagakerjaan yang Adil serta Kebijakan Tanggung
Jawab Rantai Pasok, dan terintegrasi dengan Kebijakan Hak Asasi Manusia serta Kode Etik Perusahaan.
Dalam pelaksanaannya, AMMAN mematuhi peraturan perundang undangan nasional yang berlaku di
bidang ketenagakerjaan dan hak asasi manusia, serta mengacu pada standar internasional, termasuk
Konvensi Organisasi Perburuhan Internasional (ILO) dan United Nations Guiding Principles on Business
and Human Rights (UNGP).
Komitmen ini diperkuat melalui pelaksanaan Human Rights Due Diligence (HRDD) pada tahun 2025 yang
diaudit oleh pihak ketiga independen. Sepanjang tahun 2025, AMMAN mencatat tidak terdapat insiden
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terkait pekerja anak, pekerja paksa, maupun perdagangan manusia di seluruh operasi dan anak
perusahaan, yang mencerminkan efektivitas penerapan kebijakan serta sistem pengawasan perusahaan.
S-11 Perusahaan memiliki kebijakan perusahaan mengenai kesehatan dan
keselamatan kerja serta lingkungan kerja yang aman dan layak diberikan Ya
kepada seluruh karyawan?
AMMAN berkomitmen menetapkan Kesehatan dan Keselamatan Kerja (K3) sebagai prioritas utama dalam
seluruh kegiatan operasional untuk menciptakan lingkungan kerja yang aman, sehat, dan layak, serta bebas
dari kecelakaan kerja dan penyakit akibat kerja. Kebijakan ini berlaku bagi seluruh karyawan, kontraktor,
dan pihak lain yang bekerja di wilayah operasional perusahaan. Dalam penerapannya, AMMAN mematuhi
regulasi nasional, termasuk penerapan Sistem Manajemen Keselamatan Pertambangan (SMKP) sesuai
Undang Undang No. 4 Tahun 2009 dan Peraturan Menteri ESDM No. 26 Tahun 2018, serta telah
memperoleh sertifikasi ISO 45001:2018 sebagai penerapan standar internasional K3.
Kebijakan K3 diimplementasikan melalui sistem manajemen yang terstruktur, mencakup identifikasi bahaya,
penilaian dan pengendalian risiko, penguatan kepemimpinan keselamatan, serta pemantauan dan evaluasi
kinerja K3 secara berkelanjutan dengan prinsip pencegahan dan perbaikan berkelanjutan (continuous
improvement). Implementasi tersebut didukung oleh pelatihan dan sosialisasi K3, inspeksi keselamatan,
audit internal, simulasi tanggap darurat, serta partisipasi aktif pekerja dalam membangun budaya
keselamatan. AMMAN juga melakukan Penilaian Risiko Kesehatan sebagai dasar penerapan pengendalian
berdasarkan Hierarchy of Control (HoC), dengan tindak lanjut berupa tindakan korektif apabila risiko
teridentifikasi. Kinerja dan hasil evaluasi K3 dipantau, dilaporkan kepada manajemen, serta disampaikan
kepada otoritas pemerintah terkait sebagai bentuk transparansi dan kepatuhan terhadap peraturan yang
berlaku.
Corporate Social Responsibility (CSR)
S-12 Perusahaan memiliki aktivitas CSR, investasi atau sumbangan
Ya
terhadap komunitas atau organisasi nirlaba terdaftar?
AMMAN melaksanakan aktivitas tanggung jawab sosial melalui Program Pengembangan dan
Pemberdayaan Masyarakat (PPM) serta memiliki Corporate Policy Communities sebagai kebijakan korporat
yang mengatur hubungan dan keterlibatan perusahaan dengan masyarakat. PPM merupakan bentuk
investasi sosial perusahaan yang disusun mengacu pada Keputusan Menteri ESDM No. 1824 Tahun 2018.
Program PPM AMMAN berfokus pada tiga pilar utama strategi Dampak Sosial Perusahaan, yaitu
Pengembangan Sumber Daya Manusia, Pemberdayaan Ekonomi, dan Pariwisata Berkelanjutan, serta
dilaksanakan dengan pendekatan berbasis hak yang mendorong partisipasi aktif, inklusivitas, dan
ketahanan jangka panjang masyarakat di sekitar wilayah operasional. Pada tahun 2025, AMMAN
mempertahankan keberlanjutan penuh seluruh portofolio PPM yang telah berjalan sejak tahun sebelumnya.
Pelaksanaan PPM mencakup berbagai program sosial dan dukungan infrastruktur strategis, antara lain
pengembangan ekonomi dan pariwisata, penguatan UMKM dan ekonomi perempuan, pendidikan dan
kesehatan masyarakat, perlindungan hak anak, pengelolaan lingkungan, penyediaan air bersih, serta
peningkatan akses dan ketahanan infrastruktur. Seluruh inisiatif tersebut dijalankan selaras dengan IFC
Performance Standard 4 tentang Keselamatan Masyarakat guna memperkuat ketahanan komunitas dan
meningkatkan kualitas layanan dasar secara berkelanjutan.
C. Kinerja Tata Kelola (Governance Performance)
G-01 Keberagaman Manajemen dan Independensi (Board Diversity and Independence)
Tipe Manajemen
Jumlah Laki-laki Perempuan Pihak Independen
Perusahaan
Komisaris 0 5 0 2
Direksi 0 5 0 0
G-02 Total kehadiran direksi dan komisaris ke rapat dewan
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Jumlah rapat dewan (di tahun Rata-rata persentase kehadiran
pelaporan) direksi/komisaris dalam rapat dewan
Jumlah kehadiran direksi ke rapat
4 100 %
dewan
Jumlah kehadiran komisaris ke
4 100 %
rapat dewan
Kebijakan mengenai manajemen lainnya
G-03 Perusahaan memiliki kebijakan mengenai pemisahan Chairman of
Tidak
The Board dan CEO?
-
G-04 Perusahaan memiliki kebijakan penilaian dewan direksi dan
Ya
komisaris
Perseroan menerapkan kebijakan penilaian kinerja mandiri (self-assessment) bagi masing-masing anggota
Dewan Komisaris dan Direksi. Dalam penilaian mandiri ini, setiap anggota diharapkan mengevaluasi
kinerjanya sendiri berdasarkan tugas dan tanggung jawab yang diatur dalam Peraturan OJK terkait dan
Pedoman Tata Kerja Direksi dan Dewan Komisaris.
Selain penilaian mandiri, Direksi juga tunduk pada penilaian tahunan oleh Dewan Komisaris. Penilaian ini
mengacu pada kriteria yang ditetapkan oleh Komite Nominasi dan Remunerasi, termasuk capaian kinerja
selama tahun buku, kompetensi masing-masing anggota, kehadiran dalam rapat, pelaksanaan tugas,
kepatuhan terhadap prinsip Tata Kelola Perusahaan yang Baik, serta keselarasan antara tujuan strategis
dan kinerja keuangan Perseroan.
Sementara itu, Dewan Komisaris menjalani evaluasi kinerja dengan prosedur yang sama, yakni penilaian
berdasarkan kriteria capaian kinerja, kompetensi, dan kehadiran dalam rapat, sesuai dengan pedoman yang
berlaku. Evaluasi ini dilakukan oleh masing-masing anggota Dewan Komisaris sesuai prosedur yang
ditetapkan untuk memastikan objektivitas dan akuntabilitas.
G-05 Perusahaan memiliki kebijakan pelatihan dewan direksi dan
Ya
komisaris
Direksi Perseroan didorong untuk secara proaktif mengikuti berbagai program pelatihan dan pengembangan
kompetensi secara berkelanjutan, baik yang sesuai dengan keahlian masing-masing maupun yang terkait
dengan tren dan dinamika bisnis secara lebih luas. Kegiatan ini mencakup pemantauan perkembangan
industri, kondisi pasar, serta isu-isu relevan lainnya yang dapat memengaruhi proses pengambilan
keputusan. Dengan pendekatan ini, anggota Direksi diharapkan lebih siap dalam menjalankan tanggung
jawabnya dan mampu mendorong Perseroan mencapai tujuan strategis secara lebih efektif.
G-06 Kriteria khusus yang digunakan untuk pemilihan dewan direksi dan
Ya
komisaris
Komite Nominasi dan Remunerasi Perseroan bertugas merumuskan kebijakan yang diperlukan untuk
mengusulkan calon anggota Dewan Komisaris dan Direksi. Tanggung jawab ini termasuk memberi nasihat
tentang komposisi Dewan Komisaris dan Direksi, menyusun kriteria untuk kandidat, meninjau, dan
mengusulkan kandidat dan merancang program pengembangan kapasitas untuk anggota Dewan Komisaris
dan Direksi. Tanggung jawab tersebut ditentukan dalam Piagam Komite Nominasi dan Remunerasi, yang
dapat diakses di situs web Perseroan.
G-07 Perusahaan memiliki kebijakan mengenai kode etik dan/atau anti-
Ya
korupsi?
AMMAN memiliki kebijakan anti korupsi yang komprehensif dan terintegrasi dalam sistem tata kelola
perusahaan. Kebijakan ini tercantum dalam Kode Etik dan Perilaku Bisnis, serta didukung oleh dokumen
lain seperti Kebijakan Rantai Pasok Bertanggung Jawab, Kebijakan Manajemen Risiko, dan Kebijakan
Ketenagakerjaan Adil, yang semuanya tersedia secara publik di situs web perusahaan. AMMAN
menerapkan prinsip zero tolerance terhadap korupsi, penyuapan, dan perilaku anti-persaingan, serta
mematuhi peraturan nasional seperti UU No. 11 Tahun 1980 dan UU No. 20 Tahun 2001.
Untuk memastikan implementasi kebijakan ini, AMMAN memiliki sistem pengendalian internal, termasuk
audit internal, evaluasi berkala, dan pelaporan pelanggaran melalui AMMAN Ethics Line (AEL) yang dikelola
Page 8
oleh pihak independen (Deloitte Indonesia). Saluran ini menjamin kerahasiaan pelapor dan perlindungan
terhadap tindakan pembalasan.
AMMAN juga aktif melakukan komunikasi dan sosialisasi kebijakan anti korupsi melalui berbagai media
seperti poster, banner, flyer, dan videotron. Selain itu, perusahaan menyelenggarakan pelatihan etika dan
kepatuhan setiap tahun, yang diikuti oleh lebih dari 18.000 peserta (termasuk karyawan dan mitra bisnis).
Karyawan juga diwajibkan menandatangani komitmen terhadap Kode Etik setiap tahun.
AMMAN berkomitmen untuk mencegah korupsi, suap, balas jasa, gratifikasi, dan praktik tidak etis lainnya
melalui penerapan Kode Etik dan Perilaku Bisnis yang berlaku bagi seluruh karyawan dan mitra bisnis.
Kode Etik ini mengatur standar perilaku, termasuk konflik kepentingan, pencegahan penipuan, serta
kepatuhan terhadap hukum, dan selaras dengan prinsip internasional seperti UNGP dan VPSHR.
G-08 Perusahaan memiliki kebijakan mengenai perlakuan adil terhadap
Ya
Pemegang Saham?
Meskipun perusahaan tidak memiliki kebijakan khusus terkait perlakuan yang adil terhadap pemegang
saham, Perusahaan tetap tunduk dan patuh terhadap peraturan perundang-undangan di bidang pasar
modal, termasuk namun tidak terbatas pada Peraturan OJK No. 31/2015, Peraturan OJK No. 17/2020,
Peraturan OJK No. 42/2020, dan Peraturan BEI No. I-E.
Kami berkomitmen penuh untuk terus meningkatkan nilai bagi para pemegang saham dan pemangku
kepentingan. Kami yakin bahwa dengan menerapkan prinsip-prinsip dasar tata kelola perusahaan yang baik
yang meliputi transparansi, akuntabilitas, tanggung jawab, independensi, dan kewajaran, kami dapat
memperkuat integritas dan efisiensi operasional kami. Menjunjung tinggi prinsip-prinsip ini tidak hanya
berarti memastikan pendekatan yang transparan dan terbuka terhadap praktik bisnis kami, tetapi juga
menjamin bahwa kami bertanggung jawab atas tindakan kami, beroperasi secara independen, dan
memperlakukan seluruh pemangku kepentingan secara adil. Komitmen yang teguh ini menanamkan
kepercayaan pada para pemangku kepentingan kami, meyakinkan mereka bahwa kami teguh menjaga
kepentingan mereka dan kepentingan Perseroan. Memelihara dan menjunjung tinggi kepercayaan ini
sangat penting bagi pertumbuhan dan ketahanan bisnis kami. Oleh karena itu, kami bertekad untuk
menanamkan prinsip-prinsip tata kelola ini di seluruh organisasi kami dan memastikan penerapannya
secara konsisten di seluruh aspek operasional kami.
G-09 Perusahaan memiliki kebijakan mengenai kewajiban
Ya
direksi/komisaris untuk mencegah adanya konflik kepentingan?
Pencegahan terjadinya konflik kepentingan telah di antisipasi dengan ketentuan dalam Anggaran Dasar
Perseroan, diantaranya mengenai penunjukan pimpinan rapat umum pegang saham yang memungkinkan
ditunjuknya anggota Dewan Komisaris lain, dalam hal anggota Dewan Komisaris yang ditunjuk sebelumnya
memiliki benturan kepentingan dengan mata acara yang akan diputuskan dalam rapat umum pemegang
saham Perseroan.
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D. Lain-lain
Keselarasan Laporan Keberlanjutan/Tahunan dengan Metrik ESG
Halaman di Laporan
Kinerja Kode Nama Metrik
Keberlanjutan/Tahunan
E-01 Laporan Emisi Gas Rumah Kaca 165
E-02 Intensitas Emisi Gas Rumah Kaca 165
E-03 Konsumsi Energi Listrik 173
E-04 Konsumsi Air 178
Lingkungan
E-05 Limbah yang Dihasilkan 188
Komitmen Perusahaan untuk Mencapai
E-06 -
Target Net Zero Emission
Komitmen Perusahaan untuk
E-07 161
mengurangi Emisi Gas Rumah Kaca
S-01 Kesetaraan Gender 103-104
Pegawai Berdasarkan Gender dan
S-02 101
Kelompok Umur
S-03 Tingkat Pergantian Pegawai -
S-04 Jumlah Pegawai Sementara 101
S-05 Pelatihan dan Pengembangan Pegawai 105-106
S-06 Jumlah Kecelakaan Kerja 119-120
Kejadian Pelanggaran Hak Asasi
S-07 -
Manusia
Sosial Kebijakan Pelecehan Seksual dan/atau
S-08 68
Non-diskriminasi
S-09 Kebijakan Mengenai Hak Asasi Manusia 109
Kebijakan Pekerja Anak dan/atau
S-10 104
Pekerja Paksa
Kebijakan Mengenai Kesehatan dan
Keselamatan Kerja serta Lingkungan
S-11 118
Kerja yang Aman dan Layak diberikan
Kepada Seluruh Karyawan
S-12 Pencegahan Konflik Kepentingan 84-99
Page 10
Keberagaman Manajemen dan
G-01 -
Independensi
Total Kehadiran Direksi dan Komisaris ke
G-02 -
Rapat Dewan
Kebijakan Pemisahan Chairman of the
G-03 -
Board dan CEO
Kebijakan Penilaian Dewan Direksi dan
G-04 -
Komisaris
Kebijakan Pelatihan Dewan Direksi dan
Tata-kelola G-05 -
Komisaris
G-06 Kriteria Khusus Pemilihan Dewan -
G-07 Kode Etik dan/atau Anti-Korupsi 68-71
Kebijakan Perlakuan Adil terhadap
G-08 -
Pemegang Saham
G-09 Pencegahan Konflik Kepentingan 68
Standar Internasional yang Diacu dan Verifikasi Pihak Ketiga
Keselarasan dengan kerangka pelaporan keberlanjutan
X Ya Tidak
GRI
TCFD
CDP
IFRS S1
IFRS S2
X SASB
Others, please specify
Assurance dan validasi pihak ketiga
X Tidak
Demikian untuk diketahui.
Hormat Kami,
PT Amman Mineral Internasional Tbk.
Page 11
Vemmy Febrianti
Corporate Secretary
PT Amman Mineral Internasional Tbk.
Gedung Menara Karya Lantai 6 Unit A, B, C dan H
Telepon : 021 5799 4600, Fax : 021 576 1464, www.amman.co.id
Nama Pengirim Vemmy Febrianti
Jabatan Corporate Secretary
Tanggal dan Waktu 27-04-2026 13:06
Lampiran 1. AMMN - Penyampaian Laporan Keberlanjutan 2025.pdf
2. AMMN - Laporan Keberlanjutan 2025.pdf
Dokumen ini merupakan dokumen resmi PT Amman Mineral Internasional Tbk. yang tidak memerlukan tanda
tangan karena dihasilkan secara elektronik oleh sistem pelaporan elektronik. PT Amman Mineral Internasional Tbk.
bertanggung jawab penuh atas informasi yang tertera didalam dokumen ini.
Page 12
Go To Indonesian Page
Letter / Announcement No. 022/CORSEC/AMI/IV/2026
Issuer Name PT Amman Mineral Internasional Tbk.
Issuer Code AMMN
Attachment 2
Subject Submission of Sustainability Report
Referring to the Annual Report Report Number 021/CORSEC/AMI/IV/2026 , with this The Company hereby submit
Sustainability Report 2025 for the period of 01 January 2025 to 31 December 2025 in Indonesia dan Inggris
Will the Company be/has summons for the Annual General Meeting of Shareholders? (Yes)
The Company made invitations to the Annual General Meeting of Shareholders on 27 April 2026
The information referred above has been published on the Company’s website https://www.amman.co.id/id/rapat-
umum-pemegang-saham at 27 April 2026
Is the Company listed on another Stock Exchange? (No)
A. Environmental Performance
The Company submits its Annual Sustainability and ESG Report:
E-01 Greenhouse Gas (GHG) Emission Report
Consolidated GHG Emission Report? Yes
Organizational Boundaries Operasional/Finansial
Any subsidiaries that are not included in the report? Yes
Please Explain:
Oleh karena terdapat keterbatasan ketersediaan data maka terdapat anak perusahaan yang tidak
diikutsertakan dalam laporan ini.
Name Total emission (tCO2e)
Category 1: Direct GHG emissions and removals
Direct emissions from stationary combustion 1.525.991
Direct emissions from mobile combustion 683.908
Direct emissions from processes 0
Direct fugitive emissions 645
Direct emissions from Land Use, Land Use Change and
0
Forestry (LULUCF)
Total Direct Emissions (Scope 1) 2.210.544
Page 13
Category 2: Indirect GHG emissions from imported energy
Indirect emissions from imported/purchased electricity
0
consumption
Indirect emissions from imported/purchased network energy
0
consumption (excluding electricity)
Total Indirect Emissions (Scope 2) 0
Category 3: Indirect GHG emissions from transportation
Upstream transport and distribution 0
Business travels 0
Transportation of clients and visitors 0
Downstream transportation and distribution 0
Employee commuting 0
Category 4: Indirect GHG emissions from products used by Organization
Energy related activities not included in direct emissions and
0
energy indirect emissions
Purchased goods and services 0
Capital equipment/goods 0
Waste generated in operations 0
Upstream leased assets 0
Category 5: Indirect GHG Emissions associated with the use of products from the Organization
Investments 0
Use of sold products 0
End of life treatment of sold products 0
Downstream franchises 0
Downstream leased assets 0
Processing of sold products 0
Page 14
Category 6: Indirect GHG emissions from other sources
Other indirect emissions or removals 0
Total GHG Emissions (Scope 1 and 2) 0
Total GHG Emissions (Scope 1 and 2) 2.210.544
Total GHG Emissions (Scope 1, 2 and 3) 2.210.544
Offsets/Credits 0
REC Purchases (kWh) 0
Total scope 1 and 2 emissions produced per
E-02 GHG Emissions Intensity 3,98
revenue of listed compant (tCO2e/Rp)
Total amount of energy directly consumed
4.258.952.705
(kWh or J)
Total amount of energy indirectly consumed
E-03 Electricity Consumption 0
(kWh or J)
Total energy consumption (kWh or J) 4.258.952.705
E-04 Water Consumption Total water consumed (m3) 2.877.000
E-05 Waste Generation Total waste generated (ton) 54.699
E-06 Company commitment to Net Zero Emission Target
Does the Company have a net zero emission target commitment? No
What year is the Company’s net zero emission published target? null
Please provide a brief description and a link to documentation explaining the Company’s commitment in
achieving net zero emission target.
Saat ini, Perusahaan belum memiliki dokumen komitmen khusus terkait pencapaian target Net Zero
Emission. Namun demikian, Perusahaan berkomitmen untuk mengikuti dan mematuhi seluruh regulasi serta
kebijakan Pemerintah Indonesia yang berkaitan dengan upaya pencapaian Net Zero Emission.
E-07 Company Commitment to GHG Emission Reduction Target
Does the Company commit to reducing GHG emission? Ya
23 %
What is the Company’s GHG emission reduction target?
754.310 (tCO2e)
Targeted year in achieving GHG reduction target? 2030
Does the Listed Company has measures on monitoring in enacting climate policy?
Yes
Page 15
Steps that have been taken and emission reductions that have been achieved compared to the previous year
Throughout 2025, the Company has implemented various initiatives to mitigate the impacts of climate change
and reduce emissions intensity, including through energy transition to lower-carbon sources such as the use of
solar power plants, the operation of combined cycle power plants (CCPPs), and LNG facilities. These efforts are
supported by increased efficiency and operational optimization, the implementation of low-emission technologies
in downstream facilities, such as double-flash smelting technology, and strengthening emission measurement,
reporting, and verification systems that adhere to international standards.
The use of solar power plants (PLTS) in 2025 contributed to the avoidance of approximately 34,000 tons of
CO2e emissions compared to fossil fuel use in the previous year.
B. Kinerja Sosial (Social Performance)
S-01 Gender Diversity
Men Women
Job positions Number of Percentage of Percentage of
Number of employees
employees employees employees
Entry-level 2.191 76,21 % 306 10,64 %
Mid-level 277 9,63 % 38 1,32 %
Senior-level 51 1,77 % 5 0,17 %
Executive-level 7 0,24 % 0 0%
Total Pegawai 2.526 87,86 % 349 12,14 %
S-02 Employees Level by Gender and Age Group
Job levels
Age group Entry-level Mid-level Senior-level Executive-level Number of
(years) employees
Men Women Men Women Men Women Men Women
18-25 119 25 0 0 0 0 0 0 144
25-35 942 181 15 6 0 0 0 0 1.144
35-45 556 52 104 15 8 2 1 0 740
45-55 516 46 134 15 32 1 3 0 747
>55 58 2 24 0 11 2 3 0 100
S-03 Employees Turnover
Number of employees Percentage
(in reporting year) (in reporting year)
Number of employees resigned 279 Employees 9,7 %
Number of newly appointed
615 Employees 21 %
Employees
Page 16
S-04 Temporary Worker
Number of employees Percentage
(in reporting year) (in reporting year)
Total company headcount held
by contractors and/or 21.792 Employees 88,34 %
consultants
S-05 Employee Training and Development
Average training hour per
Total employee attending company Percentage of employee attending
employee
training program company training program (%)
(in reporting year)
40 hours/employee 24.667 99 %
S-06 Injury Rate
Frequency of work-related accidents of total
Percentage of serious work-related accidents resulting in
Employees
serious and fatal injuries from total employees (%)
(in reporting year)
99 0%
S-07 Incidents Regarding Human Rights Abuse
Number of incidents regarding human rights
0
abuse (in reporting year)
Company Policy Regarding Employees
S-08 Does the company has a policy regarding sexual harassment and/or
Yes
non-discrimination?
AMMAN is committed to providing a safe, inclusive, and respectful work environment for all employees.
Policies related to the prevention and handling of sexual harassment are regulated in the Company's Code
of Ethics. In line with this commitment and referring to Law Number 13 of 2003 concerning Manpower and
Decree of the Minister of Manpower Number 88 of 2023, the Company has established a Task Force for the
Prevention and Handling of Sexual Violence in the Workplace (Satgas PPKS). The PPKS Task Force
consists of representatives from management and employees who work collaboratively to develop and
implement sexual violence prevention programs, receive and follow up on complaints, facilitate case
resolution, and provide support to victims.
S-09 Does the company has a policy regarding human rights? Yes
AMMAN has a Human Rights Policy that serves as the main umbrella and is integrated with the Code of
Ethics, community policies, responsible supply chain policies, and complaint mechanisms. This policy is
formulated in accordance with international principles and standards, including the United Nations Guiding
Principles on Business and Human Rights (UNGP), the Declaration of the International Labor Organization
(ILO), the Voluntary Principles on Security and Human Rights (VPSHR), and refers to Law No. 39 of 1999
concerning Human Rights. The implementation of this policy is carried out through the Human Rights Due
Diligence (HRDD) process in 2025.
S-10 Does the company have a policy regarding child labor and/or forced
Yes
labor?
AMMAN has a firm commitment to prohibit child labor, forced labor, and human trafficking which are
explicitly stated in the Fair Employment Policy and Supply Chain Responsibility Policy, and are integrated
with the Human Rights Policy and the Company's Code of Conduct. In its implementation, AMMAN complies
Page 17
with applicable national laws and regulations in the field of labor and human rights, as well as refers to
international standards, including the Convention of the International Labour Organization (ILO) and the
United Nations Guiding Principles on Business and Human Rights (UNGP).
This commitment is strengthened through the implementation of Human Rights Due Diligence (HRDD) in
2025 which is audited by an independent third party. Throughout 2025, AMMAN noted that there will be no
incidents related to child labor, forced labor, or human trafficking across all operations and subsidiaries,
reflecting the effectiveness of the company's policies and oversight systems.
S-11 Does the company have a company policy regarding occupational
health and safety as well as a safe working environment for all Yes
employees?
AMMAN is committed to establish Occupational Health and Safety (OHS) as a top priority across all
operational activities, with the objective of creating a safe, healthy, and decent working environment, free
from occupational accidents and work related illnesses. This policy applies to all employees, contractors,
and other parties working within the operational areas of the Company. In its implementation, AMMAN
complies with national regulations, including the application of the Mining Safety Management System
(SMKP) in accordance with Law No. 4 of 2009 on Mineral and Coal Mining and Minister of Energy and
Mineral Resources Regulation No. 26 of 2018, and has obtained ISO 45001:2018 certification as evidence
of its alignment with international OHS standards.
The OHS policy is implemented through a structured management system that includes hazard
identification, risk assessment and control, strengthening safety leadership, and continuous monitoring and
evaluation of OHS performance, with a strong emphasis on prevention and continuous improvement.
Implementation is supported by regular OHS training and awareness programs, safety inspections, internal
audits, and emergency response drills, as well as active worker participation in building a strong safety
culture. AMMAN also conducts Health Risk Assessments as the basis for implementing effective controls
based on the Hierarchy of Control (HoC). Where risks are identified, prompt corrective actions are taken to
protect employee wellbeing. OHS performance and evaluation outcomes are monitored, reported to
management, and communicated to relevant government authorities as part of the commitment of the
Company to transparency, regulatory compliance, and safe, reliable, and sustainable operations.
Corporate Social Responsibility (CSR)
S-12 Does the company have CSR activities, investments or donations to
Yes
the community or registered non-profit organizations?
AMMAN carries out corporate social responsibility activities through the Community Development and
Empowerment Program (PPM) and has a Corporate Policy Communities in place as a corporate level policy
governing the relationship and engagement of the Company with surrounding communities. The PPM is
implemented as a form of the social investment of the Company and is developed in accordance with
Decree of the Minister of Energy and Mineral Resources No. 1824 of 2018.
AMMAN PPM focuses on three core pillars of the Social Impact strategy of the Company, namely Human
Capital Development, Economic Empowerment, and Sustainable Tourism. All programs are implemented
using a rights based approach, promoting active community participation, inclusivity, equal access to
opportunities, and long term community resilience in areas surrounding the operations of the Company. In
2025, AMMAN maintained the full continuity of its PPM portfolio, with all programs from the previous year
continuing without interruption.
PPM implementation includes a range of social programs and strategic infrastructure support, covering
areas such as economic and tourism development, MSME and womens economic empowerment, education
and public health, child rights protection, environmental management, access to clean water, and
improvements to community infrastructure and connectivity. All initiatives are conducted in alignment with
IFC Performance Standard 4 on Community Health, Safety, and Security, with the objective of strengthening
community resilience and sustainably improving access to essential services.
C. Governance Performance
G-01 Board Diversity and Independence
Page 18
Type of Company Number of seats Seats Occupied by Seats Occupied by Seats Occupied by
Board on Company Men Women Independent Party
Commissioners 0 5 0 2
Directors 0 5 0 0
G-02 Board Meeting Attendance
Number of board meetings Percentage of board meeting
(in reporting year) attendances (in reporting year)
Director Attendance to
4 100 %
Board Meetings
Comissioner Attendance to
4 100 %
Board Meetings
Other governmental-related policy
G-03 Does the company has a policy regarding separation of the
No
Chairman of the Board and CEO?
-
G-04 Does the company has a policy regarding board appraisal? Yes
The Company implements a self-assessment policy for each member of the Board of Commissioners and
the Board of Directors. In this self-assessment, each member is expected to evaluate their own performance
based on the duties and responsibilities outlined in the relevant OJK regulations and the Work Guidelines for
the Board of Directors and Board of Commissioners.
In addition to self-assessment, the Board of Directors is also subject to an annual evaluation by the Board of
Commissioners. This evaluation refers to criteria established by the Nomination and Remuneration
Committee, including performance achievements during the financial year, individual competencies,
attendance at meetings, execution of duties, adherence to Good Corporate Governance principles, and
alignment between strategic objectives and the financial performance of the Company.
Meanwhile, the Board of Commissioners undergoes a similar evaluation, following the same procedures,
based on performance achievements, competencies, and meeting attendance, in accordance with the
applicable guidelines. This evaluation is conducted by each member of the Board of Commissioners to
ensure objectivity and accountability.
G-05 Does the company has a policy regarding board training and
Yes
development?
Members of the Board of Directors of the Company are encouraged to actively participate in ongoing training
and competency development programs, both within their areas of expertise and in the broader business
context. This includes keeping abreast of industry trends, market dynamics, and other relevant issues that
may impact their decision-making. Such engagement ensures that the Board of Directors are better
equipped to fulfill their responsibilities and drive the Company toward its strategic objectives more
effectively.
G-06 Does the company has a criteria regarding board appointment and
Yes
re-election?
The Nomination and Remuneration Committee of the Company has the duty to formulate the policies
required for the nomination of candidates for members of the Board of Commissioners and Board of
Directors. This responsibility includes advising on the composition of the Board of Commissioners and Board
of Directors, developing criteria for candidates, reviewing and proposing candidates, and developing
capacity building programs for the members of the Board of Commissioners and Board of Directors. These
responsibilities are specified in the Nomination and Remuneration Committee Charter, which can be
Page 19
accessed on the website of the Company.
G-07 Does the company has a policy regarding ethics and/or anti-
Yes
corruption?
AMMAN has a comprehensive anti-corruption policy and is integrated in its corporate governance system.
This policy is listed in the Code of Ethics and Business Conduct, and is supported by other documents such
as the Responsible Supply Chain Policy, Risk Management Policy, and Fair Employment Policy, all of which
are publicly available on the company's website. AMMAN applies the principle of zero tolerance to
corruption, bribery, and anti-competitive behavior, and complies with national regulations such as Law No.
11 of 1980 and Law No. 20 of 2001.
To ensure the implementation of this policy, AMMAN has an internal control system, including internal
audits, periodic evaluations, and reporting of violations through the AMMAN Ethics Line (AEL) which is
managed by an independent party (Deloitte Indonesia). This channel guarantees the confidentiality of the
whistleblower and protection against retaliatory actions.
AMMAN is also active in communicating and socializing anti-corruption policies through various media such
as posters, banners, flyers, and videotrons. In addition, the company organizes ethics and compliance
training every year, which is attended by more than 18,000 participants (including employees and business
partners). Employees are also required to sign a commitment to the Code of Conduct every year.
AMMAN is committed to preventing corruption, bribery, kickbacks, facilitation payments, gratification, and
other unethical practices through the implementation of the Code of Business Ethics and Conduct, which
applies to all employees and business partners. The Code sets clear standards of behavior regarding
conflicts of interest, fraud prevention, and compliance with applicable laws and regulations, and is aligned
with internationally recognized principles such as the UN Guiding Principles (UNGP) and the Voluntary
Principles on Security and Human Rights (VPSHR).
G-08 Does the company has a policy regarding equitable treatment of
Yes
shareholders?
While the Company does not have a specific policy regarding the fair treatment of shareholders, it remains
subject to and in compliance with the capital market laws and regulations, including but not limited to OJK
Regulation 31/2015, OJK Regulation 17/2020, OJK Regulation 42/2020 and IDX Rule I-E.
We are fully committed to continuously enhancing value for our shareholder and stakeholders. We are
confident that by embracing the fundamental principles of good corporate governance, transparency,
accountability, responsibility, independence, and fairness, we can fortify the integrity and efficiency of our
operations. Upholding these principles means not only ensuring a transparent and open approach to our
business practices but also guaranteeing that we take responsibility for our actions, operate independently,
and treat all stakeholders fairly. This unwavering commitment instills confidence in our stakeholders,
assuring them that we are steadfast in safeguarding their interests and those of the Company. Nurturing and
upholding this trust are vital for the enduring growth and resilience of our business. Therefore, we are
resolute in our dedication to infusing these governance principles throughout our organization and ensuring
their consistent implementation in all aspects of our operations.
G-09 Does the company have a policy regarding the obligations of
Yes
directors/commissioners to prevent conflicts of interest?
The prevention of conflicts of interest has been anticipated with the provisions in the Articles of Association
of the Company, among other things, regarding the appointment of the chairman of the general meeting of
shareholders which allows the appointment of other members of the Board of Commissioners, in the event
that the previously appointed members of the Board of Commissioners have a conflict of interest with the
agenda to be decided at the general meeting of the shareholders of the Company.
Page 20
D. Other
Alignment of Sustainability/Annual Reports with ESG Metrics
Pages in the Sustainability/Annual
Kinerja Kode Metric Name
Report
E-01 Greenhouse Gas Emission Report 165
E-02 Greenhouse Gas Emission Intensity 165
E-03 Electricity Consumption 173
E-04 Water Consumption 178
Environment
E-05 Waste Generated 188
Company Commitment to Achieving Net
E-06 -
Zero Emission Target
Company Commitment to Reduce
E-07 161
Emission
S-01 Gender Equality 103-104
S-02 Employees by Gender and Age Group 101
S-03 Employee Turnover Rate -
S-04 Number of Temporary Officers 101
S-05 Employee Training and Development 105-106
S-06 Number of Work Accidents 119-120
S-07 Human Rights Violation Incidents -
Social Sexual Harassment and/or Non-
S-08 68
Discrimination Policy
S-09 Policy on Human Rights 109
S-10 Child Labor and/or Forced Labor Policy 104
Occupational Health and Safety Policy
S-11 and Safe and Secure Work Environment 118
are provided to all employees.
S-12 Corporate Social Responsibility 84-99
Page 21
Management Diversity and
G-01 -
Independence
Total Attendance of Directors and
G-02 -
Commissioners to Board Meetings
Chairman of the Board and CEO
G-03 -
Separation Policy
Board of Directors and Commissioners
G-04 -
Assessment Policy
Board of Directors and Commissioners
Governance G-05 -
Training Policy
G-06 Special Criteria for Election of the Board -
G-07 Code of Ethics and/or Anti-Corruption 68-71
G-08 Fair Treatment Policy for Shareholders -
G-09 Conflict of Interest Prevention Policy 68
Referenced International Standards and Third Party Verification
Alignment with sustainability reporting framework
X Yes No
GRI
TCFD
CDP
IFRS S1
IFRS S2
X SASB
Others, please specify
null
Third-party assurance and/or validation
X No
Thus to be informed accordingly.
Respectfully,
PT Amman Mineral Internasional Tbk.
Page 22
Vemmy Febrianti
Corporate Secretary
PT Amman Mineral Internasional Tbk.
Gedung Menara Karya Lantai 6 Unit A, B, C dan H
Phone : 021 5799 4600, Fax : 021 576 1464, www.amman.co.id
Sender Name Vemmy Febrianti
Function Corporate Secretary
Date and Time 27-04-2026 13:06
Attachment 1. AMMN - Penyampaian Laporan Keberlanjutan 2025.pdf
2. AMMN - Laporan Keberlanjutan 2025.pdf
This is an official document of PT Amman Mineral Internasional Tbk. that does not require a signature as it was
generated electronically by the electronic reporting system. PT Amman Mineral Internasional Tbk. is fully
responsible for the information contained within this document.
Names mentioned 15 people and organisations named in the text · linked when the evidence is strong
unresolved
—
Emisi langsung dari pembakaran stasioner
p.1
unresolved
—
Emisi fugitive langsung
p.1
unresolved
—
Total Emisi Langsung (Scope 1)
p.1
unresolved
org
Menteri Ketenagakerjaan
p.5
unresolved
org
Menteri ESDM
p.6 ×2
unresolved
—
Vemmy Febrianti
· Corporate Secretary
p.11 ×2
unresolved
—
Direct emissions from stationary combustion
p.12
unresolved
—
Direct emissions from mobile combustion
p.12
unresolved
—
Direct emissions from processes
p.12
unresolved
—
Direct fugitive emissions
p.12
unresolved
—
Total Direct Emissions (Scope 1)
p.12
unresolved
org
Minister of Manpower
p.16
unresolved
org
Minister of Energy
p.17
unresolved
org
Minister of Energy and Mineral Resources
p.17
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