These metrics can involve employment guidelines, community involvement, and diversity and inclusion.  Hiring processes that are in compliance with employment and wage standards. 

As a wearer of eyeglasses since the age of seven, I am acutely aware that if left uncorrected, poor vision hinders education, limits prospects for employment, is a leading cause of vehicular accidents, and prevents individuals from attaining personal independence and prosperity.

As a wearer of eyeglasses since the age of seven, I am acutely aware that if left uncorrected, poor vision hinders education, limits prospects for employment, is a leading cause of vehicular accidents, and prevents individuals from attaining personal independence and prosperity.

As a wearer of eyeglasses since the age of seven, I am acutely aware that if left uncorrected, poor vision hinders education, limits prospects for employment, is a leading cause of vehicular accidents, and prevents individuals from attaining personal independence and prosperity.

We will create opportunity for our employees by growing our business, investing in world-class training and development, and making Avient the employer of choice.

Because if left uncorrected, poor vision hinders education, limits prospects for employment, causes vehicular accidents, and prevents individuals from attaining personal independence and prosperity.

Information about you also may be collected from third parties, for example, in connection with a background check or employment confirmation, and/or employment references, in each case where permitted by applicable law. Specifically, Avient processes your personal information in order to potentially enter into an employment contract or other contractual relationship with you. Amendments and Changes This Notice is not, nor is it intended to be, an offer of employment, contract, nor does it otherwise create any legal rights or obligations.

September 2020 EQUAL EMPLOYMENT OPPORTUNITY POLICY Avient Corporation provides equal opportunity in all aspects of its employment practices. Avient Corporation’s continued dedication to equal employment opportunity may be re-emphasized and augmented in programs of affirmative action throughout the Company, if and as required by law. Failure to comply with these requirements can subject offenders to disciplinary action, up to and including termination of employment.

Microsoft Word - eeo docs rev avient jan 2024 January 2024 EQUAL EMPLOYMENT OPPORTUNITY POLICY Avient Corporation provides equal opportunity in all aspects of its employment practices. Avient Corporation’s continued dedication to equal employment opportunity may be re-emphasized and augmented in programs of affirmative action throughout the Company, if and as required by law. Failure to comply with these requirements can subject offenders to disciplinary action, up to and including termination of employment.

• Review and approve the terms of all employment agreements, management continuity agreements and change in control agreements for elected officers. 3 Non-employee Director Compensation. • Review the compensation of non-employee directors and make recommendations to the Board regarding changes to existing compensation levels. • Perform administrative functions with respect to the compensation of non-employee directors, including interpreting existing policy. • Review and approve (or approve and recommend to the Board for its approval) equity-based grants and awards to non-employee directors under the Company’s equity-based plans. Independence Assessment of Outside Advisers • The Committee may select a compensation consultant, legal counsel or other adviser to the Committee or receive advice from a compensation consultant, legal counsel or other adviser (other than in-house legal counsel or any compensation consultant, legal counsel or other adviser whose role is limited to the following activities for which no disclosure would be required under Item 407(e)(3)(iii) of Regulation S-K: consulting on any broad-based plan that does not discriminate in scope, terms, or operation, in favor of executive officers or directors of the Company, and that is available generally to all salaried employees; or providing information that either is not customized for a particular company or that is customized based on parameters that are not developed by the compensation consultant, and about which the compensation consultant does not provide advice) only after taking into consideration all factors relevant to that person’s independence from management, including the following: • the provision of other services to the Company by the employer of the compensation consultant, legal counsel or other adviser; 5 • the amount of fees received from the Company by the employer of the compensation consultant, legal counsel or other adviser, as a percentage of the total revenue of the employer of the compensation consultant, legal counsel or other adviser; • the policies and procedures of the employer of the compensation consultant, legal counsel or other adviser that are designed to prevent conflicts of interest; • any business or personal relationship of the compensation consultant, legal counsel or other adviser with a member of the Committee; • any stock of the Company owned by the compensation consultant, legal counsel or other adviser; and • any business or personal relationship of the compensation consultant, legal counsel, other adviser or the employer of the adviser with an executive officer of the Company. • The Committee shall evaluate whether any compensation consultant retained or to be retained by it has any conflict of interest in accordance with Item 407(e)(3)(iv) of Regulation S-K.