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Nomor Surat 22//IP-CORSEC/IV/2025
Nama Perusahaan PT Impack Pratama Industri Tbk
Kode Emiten IMPC
Lampiran 2
Perihal Penyampaian Laporan Keberlanjutan dan ESG
Merujuk pada pelaporan Laporan Tahunan Nomor 21/IP-CORSEC/IV/2025, Dengan ini Perseroan Menyampaikan
Laporan Keberlanjutan dan ESG tahun 2024 dengan periode tahun buku dari 01 Januari 2024 sampai dengan 31
Desember 2024 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 02 Mei 2025
Informasi sebagaimana dimaksud di atas telah dimuat pada Situs Web Perseroan di alamat link https://www.impack-
pratama.com/sustainability-report/ pada tanggal 30 April 2025
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? Tidak
Batasan Organisasi Operasional/Finansial
Adakah anak perusahaan yang tidak diikutsertakan dalam
Ya
laporan ini?
Mohon Jelaskan:
Penentuan unit anak perusahaan yang dilaporkan ditentukan berdasarkan besar skala anak perusahaan
Perseroan, yaitu yang memberikan kontribusi terbesar bagi pendapatan Perseroan.
Name Total Emisi (tCO2e)
Kategori 1: Emisi GRK langsung dan pembuangan
Emisi langsung dari pembakaran stasioner 3,84
Emisi langsung dari pembakaran bergerak 626,54
Emisi langsung dari proses pengolahan 0
Emisi fugitive langsung 0
Emisi langsung dari Land Use, Land Use Change and
0
Forestry (LULUCF)
Total Emisi Langsung (Scope 1) 630,38
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Kategori 2: Emisi GRK tidak langsung dari energi yang diimpor/dibeli
Emisi tidak langsung dari konsumsi Listrik yang
41.130
diimpor/dibeli
Emisi tidak langsung dari konsumsi jaringan energi yang
0
diimpor/dibeli (diluar listrik)
Total Emisi Tidak Langsung (Scope 2) 630,38
Kategori 3: Emisi GRK tidak langsung dari transportasi
Transportasi dan distribusi hulu 2.677
Perjalanan dinas 52
Transportasi dari klien dan pengunjung 0
Transportasi dan distribusi hilir 0
Perjalanan Karyawan 1.578
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 113.108
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) 117.415
Total Emisi GRK (Scope 1 and 2) 117.415
Total Emisi GRK (Scope 1, 2 and 3) 159.175,38
Offsets/Credits 3.421
Pembelian Renewable Energy Certificate (REC) (kWh) 0
Total emisi dari Scope 1 dan 2 per unit
E-02 Intensitas Emisi GRK 10,77
pendapatan Perusahaan Tercatat
Jumlah total energi yang dikonsumsi secara
47.275.720
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) 47.275.720
E-04 Konsumsi Air Total konsumsi air (m3) 43.891
E-05 Limbah yang dihasilkan Total limbah yang dihasilkan (ton) 574
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.
null
E-07 Komitmen Perusahaan untuk mengurangi Emisi Gas Rumah Kaca (Emission Reduction)
Apakah Perusahaan memiliki komitmen mengurangi emisi? Ya
15 %
Target pengurangan emisi GRK
3.500 (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.
Penjelasan:
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null
B. Kinerja Sosial (Social Performance)
S-01 Kesetaraan Gender
Laki-Laki Perempuan
Level Jabatan
Jumlah pegawai Persentasi pegawai Jumlah pegawai Persentasi pegawai
Entry-level 1.690 72 % 8 2.1 %
Mid-level 523 22.3 % 345 88.2 %
Senior-level 116 4.9 % 33 8.4 %
Executive-level 19 0.8 % 5 1.3 %
Total Pegawai 2.348 100 % 391 100 %
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
18-25 473 3 55 63 0 0 0 0 594
25-35 670 2 194 159 15 3 2 0 1.045
35-45 313 0 148 79 31 13 5 1 590
45-55 223 1 92 32 50 13 3 2 416
>55 20 1 24 13 21 4 9 2 94
S-03 Tingkat Pergantian Pegawai
Jumlah Pegawai (dalam tahun Percentage Pegawai (dalam tahun
pelaporan) pelaporan)
Jumlah Pegawai
resign/Pemutusan Hubungan 343 Pegawai 14,9 %
Kerja
Jumlah Pegawai Baru/pengganti 547 Pegawai 20,1 %
S-04 Jumlah Pegawai Sementara
Jumlah Pegawai (dalam tahun Percentage Pegawai (dalam tahun
pelaporan) pelaporan)
Jumlah Pegawai perusahaan
yang dipegang oleh kontraktor 0 Pegawai 0%
dan/atau konsultan
S-05 Pelatihan dan Pengembangan Pegawai
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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
13 jam/pegawai 1.505 100 %
S-06 Jumlah Kecelakaan Kerja
Persentase kecelakaan kerja serius yang berakibat
Frekuensi kecelakaan kerja dari total pegawai
cedera serius dan fatal dari total pegawai (%)
7 0,07 %
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?
Kebijakan perusahaan terkait dengan non-diskriminasi tertuang dalam Kebijakan Hak Asasi Manusia (HAM)
dari Perseroan, dan juga tercermin dalam Perjanjian Kerja Bersama (PKB). Dalam hal ini, perusahaan
memastikan bahwa setiap karyawan mendapatkan kesempatan yang setara dalam hal proses rekrutmen,
kemajuan karir dan pengembangan kompetensi; tanpa membedakan gender, suku, ras, disabilitas, agama,
atau indikator lainnya yang melanggar HAM. Di bagian mukadimah PKB, disebutkan pula bahwa salah satu
tujuan dari PKB adalah memberikan kesempatan untuk maju bagi seorang pekerja tanpa adanya perbedaan
suku, agama, ras, dan golongan.
Kebijakan HAM dapat dilihat lebih lanjut pada tautan berikut ini: https://www.impack-pratama.com/wp-
content/uploads/Kebijakan-HAM.pdf
S-09 Perusahaan memiliki kebijakan mengenai hak asasi manusia? Ya
Perusahaan memiliki Kebijakan Hak Asasi Manusia (HAM) sebagai salah satu bentuk penghormatan
terhadap pemenuhan HAM di tempat kerja. Adapun kebijakan ini berpedoman pada ketentuan yang berlaku
secara global, peraturan perundang-undangan di Indonesia, dan peraturan yang berlaku di internal
perusahaan.
Ruang lingkup kebijakan, sebagai perwujudan komitmen perusahaan terhadap penerapan HAM, antara lain
meliputi:
1. Pemenuhan hak dasar ketenagakerjaan;
2. Sikap non-diskriminasi perusahaan dalam proses rekrutmen, kemajuan karir, dan pengembangan
kompetensi;
3. Memastikan bahwa praktik ketenagakerjaan di perusahaan telah sesuai dengan Undang-Undang
Ketenagakerjaan yang belaku;
4. Adanya hak kebebasan untuk berserikat dan bekumpul dan hak untuk berunding; serta
5. Mendorong mitra bisnis (pemasok) untuk menghargai HAM dalam penerapan usahanya.
Kebijakan HAM dapat dilihat lebih lanjut pada tautan berikut ini: https://www.impack-pratama.com/wp-
content/uploads/Kebijakan-HAM.pdf
S-10 Perusahaan memiliki kebijakan mengenai pekerja anak dan/atau
Ya
pekerja paksa?
Perusahaan memastikan bahwa praktik ketenagakerjaan telah sesuai dengan Undang-Undang
Ketenagakerjaan dan Peraturan Perusahaan, serta tidak adanya kegiatan usaha yang melibatkan pekerja di
bawah umur (pekerja anak) atau pekerja paksa. Komitmen ini dibuktikan dengan tidak adanya tenaga kerja
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paksa ataupun tenaga kerja anak di Perusahaan.
Komitmen ini tertuang dalam Kebijakan Hak Asasi Manusia (HAM) dari Perseroan, yang menyebutkan
bahwa "Perusahaan memastikan bahwa praktik ketenagakerjaan telah sesuai dengan Undang-Undang
Ketenagakerjaan dan peraturan internal perusahaan yang berlaku. Tidak ada kegiatan usaha yang
melibatkan pekerja di abwah umur (pekerja anak), terlihat dari salah satu syarat untuk dapat diterima
sebagai calon pekerja adalah minimal berusia 18 (delapan belas) tahun. Perusahaan juga memastikan tidak
ada tenaga kerja paksa dalam kegiatan usaha".
Perseroan juga memastikan tidak adanya tenaga kerja anak melalui penyusunan Pekerjaan Kerja Bersama
(PKB)
.
Kebijakan HAM dapat dilihat lebih lanjut pada tautan berikut ini: https://www.impack-pratama.com/wp-
content/uploads/Kebijakan-HAM.pdf
S-11 Perusahaan memiliki kebijakan perusahaan mengenai kesehatan dan
keselamatan kerja serta lingkungan kerja yang aman dan layak diberikan Ya
kepada seluruh karyawan?
Pengelolaan Kesehatan dan Keselamatan Kerja (K3) serta lingkungan hidup yang terencana merupakan
upaya manajemen perusahaan untuk melindungi keselamatan dan kesehatan setiap karyawan di tempat
kerja dan mendukung pencapaian target K3 Perseroan, yaitu mencegah terjadinya insiden di tempat kerja,
yang dapat mengakibatkan kecelakaan kerja atau penyakit akibat kerja (PAK), sejalan dengan target
Towards Zero Fatalities (Menuju Nihil Kecelakaan Kerja Fatal) di lingkungan kerja perusahaan.
Pada praktiknya, perusahaan telah memiliki standard operating procedure (SOP) sebagai penduan dalam
pelaksanaan K3 di lingkungan perusahaan, yang berlaku bagi seluruh karyawan perusahaan maupun
semua orang yang berada di lingkungan perusahaan.
Beberapa hal yang diatur dalam standar operasional prosedur tersebut antara lain adalah panduan untuk
identifikasi bahaya, menentukan risiko K3 dan pengendaliannya, prosedur induksi keamanan, prosedur
penggunaan alat pelindung diri (APD), prosedur penanganan tanggap darurat, serta prosedur penanganan,
investigasi, dan pelaporan kecelakaan kerja.
Perusahaan juga berupaya meningkatkan sosialisasi secara rutin mengenai pentingnya K3 dalam bekerja,
dengan tujuan menumbuhkan dan mengembangkan kesadaran diri seluruh karyawan, agar turut serta dan
berkontribusi dalam pelaksanaan K3 serta perlindungan terhadap kelestarian lingkungan.
Kami juga telah mengidentifikasi material/produk yang berbahaya dan melakukan pengarsipan material
safety data sheet (MSDS) di unit-unit perusahaan, serta melakukan pengendalian dan pengelolaan
penggunaan Bahan Berbahaya dan Beracun (B3), termasuk limbah yang dihasilkannya (LB3).
Penjelasan mengenai Kebijakan K3 dan Lingkungan Kerja yang aman dan layak dapat dilihat lebih detail
pada tautan berikut ini: https://www.impack-pratama.com/id/keberlanjutan/sosial/
Corporate Social Responsibility (CSR)
S-12 Perusahaan memiliki aktivitas CSR, investasi atau sumbangan
Ya
terhadap komunitas atau organisasi nirlaba terdaftar?
Dalam menjalankan kewajiban tentang tanggung jawab sosial dan lingkungan, Perseroan secara konsisten
berpedoman pada konsep Creating Shared Value (CSV). Pendekatan ini bertujuan untuk memberikan nilai
tambah bagi Perseroan, masyarakat, dan lingkungan. Melalui CSV, Perseroan berfokus pada identifikasi
aktivitas yang mendukung perkembangan sosial dan lingkungan, serta pada saat yang sama membuka
peluang/diferensiasi bisnis baru yang berkaitan dengan operasi bisnis inti dan dapat diintegrasikan dengan
strategi jangka panjang. Perseroan telah mengalokasikan dana sebesar Rp24,45 miliar untuk mendukung
semua kegiatan Tanggung Jawab Sosial dan Lingkungan (TJSL) pada tahun 2024. Investasi ini mencakup
pemberian bantuan dalam bentuk donasi materi dan kontribusi in-kind kepada masyarakat, serta proyek-
proyek yang mendukung keanekaragaman hayati. Untuk lebih lengkapnya, kegiatan TJSL dapat dilihat pada
bagian TJSL Laporan Keberlanjutan 2024 kami atau pada website Perseroan di tautan berikut: https://www.
impack-pratama.com/id/keberlanjutan/komitmen-kami/
C. Kinerja Tata Kelola (Governance Performance)
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G-01 Keberagaman Manajemen dan Independensi (Board Diversity and Independence)
Tipe Manajemen
Jumlah Laki-laki Perempuan Pihak Independen
Perusahaan
Komisaris 0 1 1 1
Direksi 0 6 1 0
G-02 Total kehadiran direksi dan komisaris ke rapat dewan
Jumlah rapat dewan (di tahun Rata-rata persentase kehadiran
pelaporan) direksi/komisaris dalam rapat dewan
Jumlah kehadiran direksi ke rapat
12 100 %
dewan
Jumlah kehadiran komisaris ke
6 100 %
rapat dewan
Kebijakan mengenai manajemen lainnya
G-03 Perusahaan memiliki kebijakan mengenai pemisahan Chairman of
Ya
The Board dan CEO?
Chairman of the Board ini memiliki fungsi pengawasan terhadap jalannya pengelolaan perusahaan oleh
CEO. Sementara CEO memiliki tugas dan tanggung jawab dalam pengelolaan perusahaan. UU No. 40
tentang Perseroan Terbatas telah memisahkan fungsi dan tanggung jawab tersebut, masing-masing di
Dewan Komisaris dan Direksi.
G-04 Perusahaan memiliki kebijakan penilaian dewan direksi dan
Ya
komisaris
Kebijakan Penilaian Kinerja Direksi dan Dewan Komisaris (mulai tahun 2022):
1 .
D IREKSI:
Prosedur:
- KNR memberi rekomendasi kriteria penilaian.
- Indikator kerja utama ditetapkan dan disampaikan ke Direksi.
- Direksi melakukan self-assessment.
- Hasil self-assessment dikonsolidasi dan dinilai secara kolegial.
- Dewan Komisaris melakukan evaluasi akhir berdasarkan rekomendasi KNR.
- Hasilnya disampaikan dalam RUPS dan tercantum di Laporan Tahunan.
Kriteria Penilaian:
- Pencapaian kinerja keuangan & bisnis,
- Pelaksanaan tugas Direksi,
- Kepatuhan terhadap hukum & kebijakan,
- Penerapan tata kelola perusahaan,
- Kehadiran dalam rapat.
Tujuan: Pertimbangan pengangkatan atau pemberhentian, serta arah pengembangan dan efektivitas
Direksi.
2 . D E W A N
Prosedur: S A R I S
K O M I
- KNR memberikan rekomendasi kriteria penilaian.
- Penetapan indikator kerja utama.
- Self-assessment kolegial dilakukan oleh tiap anggota.
- Konsolidasi hasil untuk penilaian kolegial.
- Evaluasi akhir oleh Komisaris Utama.
- Hasilnya dilaporkan di RUPS dan Laporan Tahunan.
Kriteria Penilaian:
- Pelaksanaan pengawasan dan pengelolaan,
Page 8
- Kepatuhan hukum & kebijakan,
- Efektivitas kerja komite,
- Penerapan tata kelola perusahaan,
- Kehadiran dalam rapat.
Tujuan: Dasar pertimbangan untuk pengangkatan/pemberhentian dan pengembangan kompetensi.
Untuk lebih lengkapnya, Kebijakan Penilaian Kinerja Anggota Direksi dan Dewan Komsiaris dapat dilihat
pada tautan berikut ini: https://www.impack-pratama.com/wp-content/uploads/Kebijakan-Penilaian-Kinerja-
Anggota-Direksi-dan-Dewan-Komisaris.pdf
G-05 Perusahaan memiliki kebijakan pelatihan dewan direksi dan
Ya
komisaris
Pengembangan kompetensi dari anggota Direksi dan anggota Dewan Komisaris merupakan salah satu
bentuk tindak lanjut dari hasil penilaian kinerja. Dalam hal ini, Perusahaan mendorong aktivitas yang
bertujuan meningkatkan kompetensi Direksi dan Dewan Komisaris; yang dapat dilakukan melalui program
pelatihan, seminar, webinar, dan/tau workshop. Dengan adanya program pelatihan keberlanjutan ini,
Perusahaan berharap dapat menunjang pengembangan pengetahuan profesional dan kemampuan dari
anggota Direksi dan anggota Dewan Komisaris, yang pada akhirnya bertujuan untuk meningkatkan kinerja
secara individu maupun Perusahaan secara menyeluruh.
Adapun program pengembangan kompetensi/pelatihan yang diikuti oleh Dewan Direksi dan Komisaris pada
tahun 2024, yaitu:
1. Company Update: PT Avia Avian Tbk, 18 Januari 2024, Online, Penyelenggara: CGS CIMB Insight
2. Security and Privacy Awareness, 28 Juni 2024, Altira Business Park Jakarta, Penyelenggara: PT Impack
Pratama Industri Tbk
3. Equipment Laboratory & Test Knowledge for PVC, 24-25 Juli 2024, Pabrik Sun Ace Singapura,
Penyelenggara: PT Sun Ack Kakoh Ltd.
4. Core Tax DJP, 10 Oktober 2024, Online, Penyelenggara: PB Taxand
5. Manajemen Risiko 2024, 22-23 Oktober 2024, Altira Business Park Jakarta, Penyelenggara: ASTA
Consultant
6. Sosialisasi Root Cause Analysis, Sosialisasi Standar K3 Marka dan Rambu K3, Evaluasi 6S, 30 Oktober
2024, Pabrik Impack Cikarang, Penyelenggara: PT Impack Pratama Industri Tbk
7. Sustainability Awareness 2024, 02 Desember 2024, Online, Penyelenggara: PT Impack Pratama Industri
T b
k8. Sosialisasi Pengelola Limbah B3, 18 Desember 2024, Online, Penyelenggara: PT Impack Pratama
Industri Tbk
Untuk lebih lengkapnya, Kebijakan Pelatihan Dewan Direksi dan Dewan Komsiaris dapat dilihat pada tautan
berikut: https://www.impack-pratama.com/wp-content/uploads/Kebijakan-Penilaian-Kinerja-Anggota-Direksi-
dan-Dewan-Komisaris.pdf
G-06 Kriteria khusus yang digunakan untuk pemilihan dewan direksi dan
Ya
komisaris
1. Kriteria Pemilihan Dewan Direksi:
Berdasarkan Pedoman Kerja Direksi dan Pedoman Nominasi dan Remunerasi, kriteria pemilihan anggota
Direksi baru maupun untuk pemilihan ulang meliputi:
- Memiliki akhlak, moral, dan integritas yang baik;
- Mampu melakukan perbuatan hukum;
- Dalam 5 tahun sebelum dan selama menjabat, tidak pernah: (1) Dinyatakan pailit; (2) Menjadi anggota
Direksi/Komisaris yang menyebabkan perusahaan pailit; (3) Dihukum atas tindak pidana yang merugikan
keuangan negara atau sektor keuangan; (4) Tidak menyelenggarakan RUPS Tahunan; (5) Tidak
menyampaikan atau pertanggungjawabannya ditolak oleh RUPS; (6) Menyebabkan perusahaan melanggar
kewajiban pelaporan ke OJK
- Berkomitmen mematuhi peraturan perundang-undangan;
- Memiliki pengetahuan, keahlian, atau pengalaman sesuai kebutuhan dan bidang kerja di Perusahaan.
2. Kriteria Pemilihan Dewan Komisaris:
Sesuai Pedoman Kerja Dewan Komisaris dan Pedoman Nominasi dan Remunerasi, kriteria pemilihan
anggota Komisaris mencakup hal yang sama dengan Direksi, ditambah:
- Tidak memiliki rangkap jabatan melebihi batas ketentuan yang berlaku (sesuai POJK No. 33/POJK.
04/2014).
Tambahan untuk Komisaris Independen:
- Tidak bekerja atau memiliki kewenangan atas kegiatan perusahaan dalam 6 bulan terakhir (kecuali untuk
pengangkatan kembali);
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- Tidak memiliki saham di Perusahaan, baik langsung maupun tidak langsung;
- Tidak memiliki hubungan afiliasi dengan Perusahaan, Direksi, Komisaris, atau pemegang saham utama;
- Tidak memiliki hubungan usaha yang berkaitan langsung maupun tidak langsung dengan kegiatan usaha
Perusahaan.
Untuk lebih lengkapnya, silahkan lihat link-link berikut ini:
Pedoman Kerja Direksi: https://www.impack-pratama.com/wp-content/uploads/Pedoman-Kerja-Direksi-2022.
pdf
Pedoman Kerja Dewan Komisaris: https://www.impack-pratama.com/wp-content/uploads/Pedoman-Kerja-
Dewan-Komisaris-2022.pdf
Pedoman RNC: https://www.impack-pratama.com/wp-content/uploads/Pedoman-RNC.pdf
G-07 Perusahaan memiliki kebijakan mengenai kode etik dan/atau anti-
Ya
korupsi?
Impack telah memiliki serta mengimplementasikan Kebijakan Kode Etik serta Kebijakan Anti-Fraud dan Anti-
Korupsi di seluruh grup dan unit usaha sejalan dengan Pedoman Tata Kelola Perusahaan yang Baik (Good
Corporate Governance-GCG). Etika bisnis mencakup bagaimana Perseroan sebagai salah satu entitas
bisnis bersikap dan bertindak dalam upaya manyeimbangkan kepentingan antara Perseroan dengan
stakeholders sesuai dengan prinsip-prinsip GCG dan nilai-nilai korporasi yang berlaku. Penjelasan lebih
lanjut mengenai Kode Etik Perseroan dapat dilihat pada tautan: https://www.impack-pratama.com/gcg-
policy/Kode-Etik.pdf. Sedangkan, melalui komitmen perseroan untuk senantiasa menjalankan bisnisnya
secara etis dan dengan integritas, kebijakan Anti-Fraud dan Anti-Korupsi mengungkapkan prinsip dan
pedoman Impack dalam mencegah terjadinya tindakan fraud dan korupsi dalam semua aspek operasional
Perseroan. Penjelasan lebih lanjut mengenai Kebijakan Anti-Fraud dan Anti-Korupsi dapat dilihat pada
tautan: https://www.impack-pratama.com/gcg-policy/Kebijakan-Anti-Fraud.pdf.
G-08 Perusahaan memiliki kebijakan mengenai perlakuan adil terhadap
Ya
Pemegang Saham?
Perseroan menerapkan perlakuan seimbang kepada para Pemegang Saham dalam memberikan informasi.
Perseroan mengupayakan komunikasi dengan para Pemegang Saham dilakukan sesuai kebutuhan mereka.
Komunikasi dengan Pemegang Saham dan calon investor dilakukan sesuai dengan perundang-undangan
dan peraturan yang berlaku. Dalam kegiatan sehari-hari, tim Investor Relations akan mengambil peran
dalam komunikasi antara Manajemen Perseroan dengan Pemegang Saham dan calon investor. Penjelasan
lebih lanjut mengenai Kebijakan Komunikasi/Perlakuan Adil terhadap Pemegang Saham dapat dilihat pada
tautan berikut ini: https://www.impack-pratama.com/wp-content/uploads/Kebijakan-Komunikasi-Dengan-
Pemegang-Saham.pdf
G-09 Perusahaan memiliki kebijakan mengenai kewajiban
Tidak
direksi/komisaris untuk mencegah adanya konflik kepentingan?
Kebijakan mengenai kewajiban Direksi/Komisaris untuk mencegah adanya konflik atau benturan
kepentingan diatur dalam Pedoman Kerja Direksi dan Pedoman Kerja Dewan Komisaris dari Perseroan.
Kebijakan tersebut antara lain mengatur hal-hal berikut:
a. Anggota Direksi/Dewan Komisaris yang memiliki benturan kepentingan dilarang mengambil keputusan
dan/atau tindakan dan/atau terlibat dalam proses pelaksanaan transaksi yang dapat merugikan Perseroan
atau mengurangi keuntungan Perseroan dan wajib mengungkapkan kondisi benturan kepentingan dimaksud
dalam tiap keputusan.
b. Anggota Direksi/Dewan Komisaris tidak berwenang mewakili Perseroan dalam hal atau transaksi dimana
anggota Dewan Komisaris yang bersangkutan memiliki benturan kepentingan dengan Perseroan.
Pedoman Kerja Direksi dapat dilihat pada tautan: https://www.impack-pratama.com/wp-
content/uploads/Pedoman-Kerja-Direksi-2022.pdf
Pedoman Kerja Dewan Komisaris dapat dilihat pada tautan: https://www.impack-pratama.com/wp-
content/uploads/Pedoman-Kerja-Dewan-Komisaris-2022.pdf
Kebijakan Benturan Kepentingan dapat dilihat pada tauatan: https://www.impack-pratama.com/wp-
content/uploads/Kebijakan-Benturan-Kepentingan.pdf
Page 10
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 64
E-02 Intensitas Emisi Gas Rumah Kaca 74
E-03 Konsumsi Energi Listrik 72
E-04 Konsumsi Air 76
Lingkungan
E-05 Limbah yang Dihasilkan 61
Komitmen Perusahaan untuk Mencapai
E-06 0
Target Net Zero Emission
Komitmen Perusahaan untuk
E-07 64
mengurangi Emisi Gas Rumah Kaca
S-01 Kesetaraan Gender 91
Pegawai Berdasarkan Gender dan
S-02 92
Kelompok Umur
S-03 Tingkat Pergantian Pegawai 94
S-04 Jumlah Pegawai Sementara 93
S-05 Pelatihan dan Pengembangan Pegawai 106
S-06 Jumlah Kecelakaan Kerja 104
Kejadian Pelanggaran Hak Asasi
S-07 13
Manusia
Sosial Kebijakan Pelecehan Seksual dan/atau
S-08 96
Non-diskriminasi
S-09 Kebijakan Mengenai Hak Asasi Manusia 30
Kebijakan Pekerja Anak dan/atau
S-10 96
Pekerja Paksa
Kebijakan Mengenai Kesehatan dan
Keselamatan Kerja serta Lingkungan
S-11 98
Kerja yang Aman dan Layak diberikan
Kepada Seluruh Karyawan
S-12 Pencegahan Konflik Kepentingan 86
Page 11
Keberagaman Manajemen dan
G-01 95
Independensi
Total Kehadiran Direksi dan Komisaris ke
G-02 0
Rapat Dewan
Kebijakan Pemisahan Chairman of the
G-03 48
Board dan CEO
Kebijakan Penilaian Dewan Direksi dan
G-04 0
Komisaris
Kebijakan Pelatihan Dewan Direksi dan
Tata-kelola G-05 108
Komisaris
G-06 Kriteria Khusus Pemilihan Dewan 0
G-07 Kode Etik dan/atau Anti-Korupsi 52
Kebijakan Perlakuan Adil terhadap
G-08 0
Pemegang Saham
G-09 Pencegahan Konflik Kepentingan 49
Standar Internasional yang Diacu dan Verifikasi Pihak Ketiga
Keselarasan dengan kerangka pelaporan keberlanjutan
X Ya Tidak
X GRI
TCFD
CDP
IFRS S1
IFRS S2
X SASB
Others, please specify
Assurance dan validasi pihak ketiga
X Ya
Nama pihak ketiga Lingkup pekerjaan
Demikian untuk diketahui.
Hormat Kami,
PT Impack Pratama Industri Tbk
Page 12
Lenggana Linggawati
Corporate Secretary
PT Impack Pratama Industri Tbk
Altira Office Tower Lantai 38, Altira Business Park, JL Yos Sudarso No. 85
Telepon : 6221- 65311045, Fax : 6221-65311041, www.impack-pratama.com
Nama Pengirim Lenggana Linggawati
Jabatan Corporate Secretary
Tanggal dan Waktu 30-04-2025 17:40
Lampiran 1. SR IMPC 2024.pdf
2. 29042025134101.pdf
Dokumen ini merupakan dokumen resmi PT Impack Pratama Industri Tbk yang tidak memerlukan tanda tangan
karena dihasilkan secara elektronik oleh sistem pelaporan elektronik. PT Impack Pratama Industri Tbk bertanggung
jawab penuh atas informasi yang tertera didalam dokumen ini.
Page 13
Go To Indonesian Page
Letter / Announcement No. 22//IP-CORSEC/IV/2025
Issuer Name PT Impack Pratama Industri Tbk
Issuer Code IMPC
Attachment 2
Subject Submission of Sustainability Report
Referring to the Annual Report Report Number 21/IP-CORSEC/IV/2025 , with this The Company hereby submit
Sustainability Report 2024 for the period of 01 January 2024 to 31 December 2024 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 02 Mei 2025
The information referred above has been published on the Company’s website https://www.impack-
pratama.com/sustainability-report/ at 30 April 2025
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? No
Organizational Boundaries Operasional/Finansial
Any subsidiaries that are not included in the report? Yes
Please Explain:
Penentuan unit anak perusahaan yang dilaporkan ditentukan berdasarkan besar skala anak perusahaan
Perseroan, yaitu yang memberikan kontribusi terbesar bagi pendapatan Perseroan.
Name Total emission (tCO2e)
Category 1: Direct GHG emissions and removals
Direct emissions from stationary combustion 3,84
Direct emissions from mobile combustion 626,54
Direct emissions from processes 0
Direct fugitive emissions 0
Direct emissions from Land Use, Land Use Change and
0
Forestry (LULUCF)
Total Direct Emissions (Scope 1) 630,38
Page 14
Category 2: Indirect GHG emissions from imported energy
Indirect emissions from imported/purchased electricity
41.130
consumption
Indirect emissions from imported/purchased network energy
0
consumption (excluding electricity)
Total Indirect Emissions (Scope 2) 630,38
Category 3: Indirect GHG emissions from transportation
Upstream transport and distribution 2.677
Business travels 52
Transportation of clients and visitors 0
Downstream transportation and distribution 0
Employee commuting 1.578
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 113.108
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 15
Category 6: Indirect GHG emissions from other sources
Other indirect emissions or removals 0
Total GHG Emissions (Scope 1 and 2) 117.415
Total GHG Emissions (Scope 1 and 2) 117.415
Total GHG Emissions (Scope 1, 2 and 3) 159.175,38
Offsets/Credits 3.421
REC Purchases (kWh) 0
Total scope 1 and 2 emissions produced per
E-02 GHG Emissions Intensity 10,77
revenue of listed compant (tCO2e/Rp)
Total amount of energy directly consumed
47.275.720
(kWh or J)
Total amount of energy indirectly consumed
E-03 Electricity Consumption 0
(kWh or J)
Total energy consumption (kWh or J) 47.275.720
E-04 Water Consumption Total water consumed (m3) 43.891
E-05 Waste Generation Total waste generated (ton) 574
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.
null
E-07 Company Commitment to GHG Emission Reduction Target
Does the Company commit to reducing GHG emission? Ya
15 %
What is the Company’s GHG emission reduction target?
3.500 (tCO2e)
Targeted year in achieving GHG reduction target? 2030
Does the Listed Company has measures on monitoring in enacting climate policy?
Yes
Page 16
Steps that have been taken and emission reductions that have been achieved compared to the previous year
Steps that have been taken:
1. The operations of PT Sirkular Karya Indonesia (SKI), Impack's subsidiary which focuses on circularity.
2. Implementing stringent environmental management practices in production facilities in alignment with ISO
14001:2015.
3. Obtaining Greenship Certificate with a 'Platinum' Rating from the Green Building Council Indonesia (GBCI) for
the Altira Business Park Office Area.
4. Using solar panels at Unit 1 and 2 Cikarang, which can reduce carbon emissions by 4.748 tCO2e annually,
equivalent to the carbon absorption of 218.101 mature trees.
5. Sustainable products made from PCR, such as 'Alcotuff', 'Decobond', 'Impraboard', and 'Ecolite' brands.
6. Environmental management, such as hazardous and toxic waste management services and testing of
industrial area domestic wastewater.
7. Regular rejuvenation of machines, spare parts, lights, cooling equipment, and other equipment to minimize
downtime and promote the use of more energy-efficient machines.
8. Utilizing LED lights of up to 71%.
9. Constructing a factory in Batang to reduce the burden of logistics and carbon emissions.
Emissions Reduction Achievement:
Impack has a target for reducing emissions from solar panels for the long-term (2030), medium-term (2025), and
short-term (2024). The long-term target is 3,500 tCO2e, the medium-term target is 2,400 tCO2e, the short-term
target is 1,700 tCO2e. In 2024, Impack achieved an emission reduction of 3,421 tCO2e from solar panels,
exceeding the target set for that 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 1.690 72 % 8 2.1 %
Mid-level 523 22.3 % 345 88.2 %
Senior-level 116 4.9 % 33 8.4 %
Executive-level 19 0.8 % 5 1.3 %
Total Pegawai 2.348 100 % 391 100 %
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
18-25 473 3 55 63 0 0 0 0 594
25-35 670 2 194 159 15 3 2 0 1.045
35-45 313 0 148 32 31 13 5 1 590
45-55 223 1 92 32 50 13 3 2 416
>55 20 1 24 13 21 4 9 2 94
Page 17
S-03 Employees Turnover
Number of employees Percentage
(in reporting year) (in reporting year)
Number of employees resigned 343 Employees 14,9 %
Number of newly appointed
547 Employees 20,1 %
Employees
S-04 Temporary Worker
Number of employees Percentage
(in reporting year) (in reporting year)
Total company headcount held
by contractors and/or 0 Employees 0%
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)
13 hours/employee 1.505 100 %
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)
7 0,07 %
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?
The Company's policy on non-discrimination is outlined in the Company's Human Rights Policy and is also
reflected in the Collective Labor Agreement (CLA). In this regard, the Company ensures that every
employee receives equal opportunities in recruitment, career advancement, and competency development;
without distinguishing gender, ethnicity, race, disability, religion, or other indicators that violate human rights.
In the preamble of the CLA, it is also stated that one of the goals of the CLA is to provide opportunities for
workers to advance without any discrimination based on ethnicity, religion, race, or group.
The Human Rights Policy can be accessed through the following link: https://www.impack-pratama.com/wp-
content/uploads/Human-Right-Policy-1.pdf
S-09 Does the company has a policy regarding human rights? Yes
Page 18
The Company has a Human Rights Policy as a form of respect for the fulfillment of human rights in the
workplace. This policy is guided by globally recognized standards, Indonesian laws and regulations, as well
as the Company's internal regulations.
The scope of the policy, as a reflection of the Company's commitment to human rights implementation,
includes the following:
1. Fulfillment of fundamental labor rights;
2. The Company's non-discriminatory stance in recruitment, career development, and competency
development;
3. Ensuring that labor practices within the Company comply with applicable labor laws;
4. Recognition of the right to freedom of association, assembly, and collective bargaining; and
5. Encouraging business partners (suppliers) to respect human rights in the conduct of their operations.
The Human Rights Policy can be accessed through the following link: https://www.impack-pratama.com/wp-
content/uploads/Human-Right-Policy-1.pdf
S-10 Does the company have a policy regarding child labor and/or forced
Yes
labor?
The Company ensures that its labor practices comply with the Labor Laws and Company Regulations, and
that no business activities involve underage workers (child labor) or forced labor. This commitment is
evidenced by the absence of both forced labor and child labor within the Company.
This commitment is outlined in the Company's Human Rights Policy, which states: "The Company ensures
that labor practices comply with Labor Laws and applicable company regulations. No business activities
involve child labor, as one of the requirements for employment is a minimum age of 18 years old. The
Company also ensures that no forced labor is involved in any of its business activities.
The Company also ensures the prohibition of child labor through the provisions in the CLA.
The Human Rights Policy can be accessed through the following link: https://www.impack-pratama.com/wp-
content/uploads/Human-Right-Policy-1.pdf
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?
Planned management of Occupational Health and Safety (OHS) and the environment is part of the
Company's efforts to protect the safety and the health of every employee in the workplace, while supporting
the achievement of the Company's OHS target, namely, preventing incidents in the workplace that may
result in work-related accidents or occupational illnesses. this is in line with the Company's target of Towards
Zero Fatalities in the work environment.
In practice, the Company has established standard operating procedures (SOP) as guidelines for
implementing OHS across the organization. These apply to all employees as well as anyone present within
the Company premises.
Key components regulated in the SOPs include: guidelines for hazard identification, OHS risk assessment,
and control; safety induction procedures; procedures for the use of personal protective equipment (PPE);
emergency response procedures; and procedures for handling, investigating, and reporting workplace
accidents.
The Company also routinely promotes awareness of the importance of OHS to cultivate and enhance a
safety-conscious mindset among all employees, encouraging participation and contribution to the
implementation of OHS and environmental protection.
We have also identified hazardous materials/products and maintain material safety data sheets (MSDS) at
Company units. In addition, we manage and control the use of hazardous and toxic substances, including
the handing of hazardous waste generated from their use.
Further information on the Company's OHS policy and commitment to a safe and proper working
environment can be accessed through the following link: https://www.impack-pratama.
com/sustainability/social/
Corporate Social Responsibility (CSR)
Page 19
S-12 Does the company have CSR activities, investments or donations to
Yes
the community or registered non-profit organizations?
In fulfilling its obligations related to social and environmental responsibility, the Company consistently
adheres to the Creating Shared Value (CSV) concept. This approach aims to generate added value for the
Company, society, and the environment. Through CSV, the Company focuses on identifying activities that
support social and environmental development while simultaneously opening up opportunities or creating
new business differentiations that are aligned with core operations and can be integrated into long-term
strategy. The Company has allocated Rp24.45 billion to supper all corporate social and environmental
responsibility (CSER) in 2024. This investment includes providing assistance in the form of material donation
and in-kind contributions to communities, as well as projects that support biodiversity conservation.
For more detailed information, please refer to the CSER section of our 2024 Sustainability Report or to the
following link: https://www.impack-pratama.com/sustainability/our-commitment/
C. Governance Performance
G-01 Board Diversity and Independence
Type of Company Number of seats Seats Occupied by Seats Occupied by Seats Occupied by
Board on Company Men Women Independent Party
Commissioners 0 1 1 1
Directors 0 6 1 0
G-02 Board Meeting Attendance
Number of board meetings Percentage of board meeting
(in reporting year) attendances (in reporting year)
Director Attendance to
12 100 %
Board Meetings
Comissioner Attendance to
6 100 %
Board Meetings
Other governmental-related policy
G-03 Does the company has a policy regarding separation of the
Yes
Chairman of the Board and CEO?
The Chairman of the Board has a supervisory function over the running of the company by the CEO.
Meanwhile, the CEO has duties and responsibilities in managing the company. Law No. 40 concerning
Limited Liability Companies has separated these functions and responsibilities, respectively into the Board
of Commissioners and Directors.
G-04 Does the company has a policy regarding board appraisal? Yes
Performance Assessment Policy Summary (Effective from 2022)
The Company has implemented a Performance Assessment Policy for the Board of Directors (BoD) and
Board of Commissioners (BoC) to evaluate performance based on key indicators and criteria.
1. BOARD OF DIRECTORS
(Procedure:
B O D )
- The Nomination and Remuneration Committee (NRC) recommends assessment criteria to the Board of
Commissioners (BoC).
- Key performance indicators (KPIs) are set and shared with each Director.
- Self-assessments are conducted by each Director and consolidated for a collegial evaluation.
- Final evaluation is carried out by the BoC based on NRC input.
Page 20
- Results are presented in the General Meeting of Shareholders (GMS) and reported in the Annual Report.
Assessment Criteria:
- Financial and business performance
- Fulfillment of duties and responsibilities
- Legal and policy compliance
- Corporate governance practices
- Meeting attendance
Purpose: Supports decisions on reappointment or dismissal and guides leadership development.
2. BOARD OF COMMISSIONERS
(Procedure:B O C )
- NRC provides performance criteria recommendations.
- KPIs are determined accordingly.
- BoC members conduct self-assessments of the BoC's collegial performance.
- Results are consolidated for a collegial evaluation.
- Final evaluation is made by the President Commissioner, based on NRC recommendations.
- Results are reported at the GMS and in the Annual Report.
Assessment Criteria:
- Oversight and governance effectiveness
- Legal and policy compliance
- Committee performance
- Corporate governance practices
- Meeting attendance
Purpose: Informs reappointment/dismissal decisions and supports competency development of the BoC.
The Performance Assessment Policy for Members of the Board of Directors and Board of Commissioners
can be accessed through the following link: https://www.impack-pratama.com/wp-
content/uploads/Performance-Assessment-Policy-for-Members-of-BOD-BOC-1.pdf
G-05 Does the company has a policy regarding board training and
Yes
development?
Competency development for members of the BoD and BoC is one of the follow-up actions from the
performance assessment results. In this regard, the Company encourages activities aimed at improving the
competencies of the BoD and BoC, which can be achieved through training programs, seminars, and/or
workshops. Through these sustainability training programs, the Company aims to support the professional
knowledge and capabilities of the members of the BoD and BoC, ultimately aiming to improve both individual
and overall Company performance.
The Competency development/training programs attended by the BoD and BoC in 2024 are as follows:
1. Company Update: PT Avia Avian Tbk, 18 Januari 2024, Online, Penyelenggara: CGS CIMB Insight
2. Security and Privacy Awareness, 28 Juni 2024, Altira Business Park Jakarta, Penyelenggara: PT Impack
Pratama Industri Tbk
3. Equipment Laboratory & Test Knowledge for PVC, 24-25 Juli 2024, Pabrik Sun Ace Singapura,
Penyelenggara: PT Sun Ack Kakoh Ltd.
4. Core Tax DJP, 10 Oktober 2024, Online, Penyelenggara: PB Taxand
5. Manajemen Risiko 2024, 22-23 Oktober 2024, Altira Business Park Jakarta, Penyelenggara: ASTA
Consultant
6. Sosialisasi Root Cause Analysis, Sosialisasi Standar K3 Marka dan Rambu K3, Evaluasi 6S, 30 Oktober
2024, Pabrik Impack Cikarang, Penyelenggara: PT Impack Pratama Industri Tbk
7. Sustainability Awareness 2024, 02 Desember 2024, Online, Penyelenggara: PT Impack Pratama Industri
T b
k8. Sosialisasi Pengelola Limbah B3, 18 Desember 2024, Online, Penyelenggara: PT Impack Pratama
Industri Tbk
The Performance Assessment Policy for Members of the Board of Directors and Board of Commissioners
can be accessed through the following link: https://www.impack-pratama.com/wp-
content/uploads/Performance-Assessment-Policy-for-Members-of-BOD-BOC-1.pdf
G-06 Does the company has a criteria regarding board appointment and
Yes
re-election?
1. Selection Criteria for Board of Directors (BoD):
Based on the BoD Work Guidelines and Nomination and Remuneration Charter, the criteria for new or
reappointed BoD members include:
- Good morals, ethics, and integrity;
Page 21
- Legal capacity to act;
- Within the last 5 years and during tenure, must not have:(1) Been declared bankrupt; (2) Served as a BoD
or BoC member found guilty of causing company bankruptcy; (3) Been convicted of a crime harming state
finances or in the financial sector; (4)Failed to hold an Annual General Meeting (AGM); (5) Had
accountability reports rejected or not submitted at the AGM; (6) Caused the company to breach reporting
obligations to the Financial Services Authority (OJK)
- Commitment to comply with laws and regulations;
- Relevant knowledge, expertise, or experience required by the Company.
2. Selection Criteria for Board of Commissioners (BoC):
Based on the BoC Work Guidelines and Nomination and Remuneration Charter, the selection criteria are
similar to those for the BoD, with the addition of:
- No concurrent positions exceeding regulatory limits (as per OJK Regulation No. 33/POJK.04/2014).
Additional Criteria for Independent Commissioners:
- Not employed by or having authority over the Company in the past 6 months (unless reappointed);
- No direct or indirect share ownership in the Company;
- No affiliation with the Company, BoD, BoC, or major shareholders;
- No direct or indirect business relationship related to the Company's operations.
G-07 Does the company has a policy regarding ethics and/or anti-
Yes
corruption?
Impack has and implemented the Code of Conduct as well as the Anti-Fraud and Anti-Corruption Policy
across all groups and business units in line with the Good Corporate Governance (GCG) Guidelines.
Business ethics includes how the Company as a business entity behaves and acts in an effort to balance the
interests of the Company and stakeholders in accordance with GCG principles and applicable corporate
values. Further explanation regarding the Company's Code of Conduct can be through this link: https://www.
impack-pratama.com/gcg-policy/Code-of-Conduct.pdf. Meanwhile, through the Company's commitment to
always running its business ethically and with integrity, the Anti-Fraud and Anti-Corruption policy expresses
Impack's principles and guidelines in preventing fraud and corruption in all aspects of the Company's
operations. Further explanation regarding the Anti-Fraud and Anti-Corruption Policy can be accessed
through this link: https://www.impack-pratama.com/gcg-policy/Anti-Fraud-Policy.pdf.
G-08 Does the company has a policy regarding equitable treatment of
Yes
shareholders?
The Company applies equal treatment to shareholders in providing information. The Company strives to
communicate with shareholders according to their needs. Communication with shareholders and the
potential investors is carried out in accordance with applicable laws and regulations. The Corporate
Secretary is responsible for coordinating the delivery and dissemination of material and non-material
information to the capital market community. In daily activities, the Investor Relations team will take on a role
in communication between the Board of Directors and shareholders/potential investors. Further explanation
regarding the Communication/Fair Treatment of Shareholders can be seen at the link: https://www.impack-
pratama.com/wp-content/uploads/Communication-Policy-With-Shareholders-1.pdf
G-09 Does the company have a policy regarding the obligations of
No
directors/commissioners to prevent conflicts of interest?
The policy regarding the obligations of the BoD/BoC to prevent conflicts of interest is regulated in the
Company's BoD Working Guidelines and BoC Working Guidelines.
The Policies include, among others, the following provisions:
a. Members of the BoD/BoC who have a conflict of interest are prohibited from making decisions and/or
taking actions and/or being involved in the process of executing transactions that could harm the Company
or reduce its profits, and are required to disclose the conflict of interest in each decision made.
b. Membes of the BoD/BoC are not authorized to represent the Company in matters or transactions where
the concerned membe of the BoC has a conflict of interest with the Company.
Page 22
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 64
E-02 Greenhouse Gas Emission Intensity 74
E-03 Electricity Consumption 72
E-04 Water Consumption 76
Environment
E-05 Waste Generated 61
Company Commitment to Achieving Net
E-06 0
Zero Emission Target
Company Commitment to Reduce
E-07 64
Emission
S-01 Gender Equality 91
S-02 Employees by Gender and Age Group 92
S-03 Employee Turnover Rate 94
S-04 Number of Temporary Officers 93
S-05 Employee Training and Development 106
S-06 Number of Work Accidents 104
S-07 Human Rights Violation Incidents 13
Social Sexual Harassment and/or Non-
S-08 96
Discrimination Policy
S-09 Policy on Human Rights 30
S-10 Child Labor and/or Forced Labor Policy 96
Occupational Health and Safety Policy
S-11 and Safe and Secure Work Environment 98
are provided to all employees.
S-12 Corporate Social Responsibility 86
Page 23
Management Diversity and
G-01 95
Independence
Total Attendance of Directors and
G-02 0
Commissioners to Board Meetings
Chairman of the Board and CEO
G-03 48
Separation Policy
Board of Directors and Commissioners
G-04 0
Assessment Policy
Board of Directors and Commissioners
Governance G-05 108
Training Policy
G-06 Special Criteria for Election of the Board 0
G-07 Code of Ethics and/or Anti-Corruption 52
G-08 Fair Treatment Policy for Shareholders 0
G-09 Conflict of Interest Prevention Policy 49
Referenced International Standards and Third Party Verification
Alignment with sustainability reporting framework
X Yes No
X GRI
TCFD
CDP
IFRS S1
IFRS S2
X SASB
Others, please specify
null
Third-party assurance and/or validation
X Yes
Name of third-party service provider Scope of Work
Thus to be informed accordingly.
Respectfully,
PT Impack Pratama Industri Tbk
Page 24
Lenggana Linggawati
Corporate Secretary
PT Impack Pratama Industri Tbk
Altira Office Tower Lantai 38, Altira Business Park, JL Yos Sudarso No. 85
Phone : 6221- 65311045, Fax : 6221-65311041, www.impack-pratama.com
Sender Name Lenggana Linggawati
Function Corporate Secretary
Date and Time 30-04-2025 17:40
Attachment 1. SR IMPC 2024.pdf
2. 29042025134101.pdf
This is an official document of PT Impack Pratama Industri Tbk that does not require a signature as it was
generated electronically by the electronic reporting system. PT Impack Pratama Industri Tbk is fully responsible for
the information contained within this document.
Names mentioned 16 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
PT Sun Ack Kakoh Ltd.
p.8 ×2
unresolved
person
Sesuai Pedoman Kerja
· Komisaris
p.8 ×3
unresolved
—
Direct emissions from stationary combustion
p.13
unresolved
—
Direct emissions from mobile combustion
p.13
unresolved
—
Direct emissions from processes
p.13
unresolved
—
Direct fugitive emissions
p.13
unresolved
—
Total Direct Emissions (Scope 1)
p.13
unresolved
org
PT Sirkular Karya Indonesia
p.16
unresolved
org
Financial Services Authority
p.21
Extraction attempts how the parser did, and what it refused
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