Vi har skapat ett företag med stark rörelse: ett bolag med global räckvidd och en klar vision. Om du gör affärer med andra länder eller med personer från andra länder, eller om du reser internationellt, måste du följa gällande lagar och konsultera Avients juridikavdelning eller avdelningen för global handelsefterlevnad för vägledning. Vi förbinder oss att eftersträva en konsekvent global standard för etiskt uppförande och samtidigt visar vi respekt för kulturella och affärsmässiga kutymer i varje land och samhälle vi berör.

AVIENT CORPORATION COMPENSATION COMMITTEE CHARTER Membership • The Compensation Committee (“Committee) of the Board of Directors (“Board”) of Avient Corporation (“Company”) shall consist of a minimum of three directors. • The Committee will consist entirely of directors who the Board has determined have no material relationships with the Company, either directly or as a partner, shareholder, or officer of an organization that has a relationship with the Company, and: o who meet the definition of “independent” as set forth in the Corporate Governance Standards of the New York Stock Exchange; and o qualify as “non-employee directors” for the purposes of Rule 16b-3 under the Securities Exchange Act of 1934, as amended (the “Exchange Act”). • Each Committee member will serve at the pleasure of the Board for such term as the Board may decide or until such Committee member is no longer a Board member. General Purposes The general purposes of the Committee are to: • Oversee the Company’s overall executive compensation philosophy and objectives to help ensure they provide appropriate motivation for corporate performance and increased shareholder value; and • Discharge the Board's responsibilities relating to the compensation of the Company’s executive officers and directors, as further discussed and described in this Charter (for purposes of this Charter, the term “executive officers” means the Company’s Section 16 officers pursuant to Rule 16a-1(f) under the Exchange Act) and other executive management of the Company as designated by the Committee. Duties and Responsibilities The Committee will: Executive Compensation and Incentives. • Oversee and maintain a competitive executive compensation program to attract and retain qualified executive officers and to provide incentives that reward pay for performance in attaining the Company’s goals and objectives. • Review and approve a peer group of companies to be used for marketplace trend analysis and to assess the competitiveness of the Company’s total compensation opportunities for executive officers. 2 • Review and approve corporate goals and objectives relevant to the Chief Executive Officer’s compensation; in conjunction with the evaluation conducted by the Board (including as described in the Company’s Corporate Governance Guidelines), evaluate the Chief Executive Officer’s performance annually in light of these goals and objectives; and determine and recommend to the independent members of the Board for their determination and approval the Chief Executive Officer’s compensation level based on this evaluation and considering comparable market data provided by an independent compensation consultant. • In determining the long-term incentive component of the Chief Executive Officer’s compensation, consider the Company’s performance and relative shareholder return, the value of similar incentive awards to chief executive officers at comparable companies, and the awards given to the Chief Executive Officer in the past. • Review and approve the compensation of other executive officers of the Company, including benefits and perquisites, taking into consideration the Company’s performance, comparable market data, the performance of each executive officer, and such other factors as may, in the Committee’s discretion, be appropriate. • In evaluating and making recommendations regarding, or determining and approving, executive officer compensation, the Committee shall consider the results of the most recent shareholder advisory vote on executive compensation (“Say on Pay Vote”) required by Section 14A of the Exchange Act. • Make recommendations to the Board with respect to the approval of incentive compensation plans for executive officers and all equity-based plans. • For annual (or other short term) incentive plans: o Review and approve annual incentive plans (including performance criteria, target awards, payout criteria and similar award design items applicable under such plans) that are applicable to executive officers and any Company officers reporting directly to the Chief Executive Officer. o Review and approve attainment levels and payments to executive officers and any other Company officers reporting directly to the Chief Executive Officer. • For long-term and equity-based incentive plans: o Review and approve the performance criteria, target awards, payout criteria and similar award design items for recipients of grants and awards under the plans. o Review and approve grants, awards, and attainment levels, including equity-based grants, to recipients of grants and awards under such plans. o Review and approve payments for performance-based grants and awards to executive officers and any other Company officers reporting directly to the Chief Executive Officer, as applicable, under such plans. • Administer the Company’s equity-based incentive compensation plans and other plans adopted by the Board that contemplate administration by the Committee. • Review and approve the terms of all employment agreements, executive severance plan and agreements, management continuity agreements and change in control agreements for elected officers. • Approve the adoption and amendment of Company stock ownership guidelines and annually review compliance with these guidelines. 3 Non-employee Director Compensation. • Review the compensation of non-employee directors and make recommendations to the Board regarding changes to existing compensation levels. • Review and recommend to the Board for its approval equity-based grants and awards to non- employee directors under the Company’s equity-based plans and annually review compliance with Company stock ownership guidelines.

Heat deflection temperatures (HDT), which provide an indication of short-term load carrying ability, increase significantly in fiber-reinforced materials over those of unmodified polymers. Fiber reinforcement significantly stiffens and strengthens polymers to combat slippage in their molecular chains as they are subjected to long-term loadings. When selecting an appropriate long fiber composite, verify that the matrix resin is compatible with the intended usage environment and operating conditions your application will be used in, even if it’s intermittent exposure, to ensure compatibility with life cycle expectations.

Avient Supplier Code of Conduct Avient Corporation and its subsidiaries and affiliates ("Avient'') are committed to being a world-class, sustainable organization. It contains globally aligned standards and is rooted in international law. External communications about Avient require Avient’s prior written consent. • Inform Avient of financial, economic, supply changes (including origin or conflict status of 3TG metals), government regulations or other materials conditions that could affect ongoing operations or operating decisions, or if the company has been debarred as a government contractor. • Establish an information security and data privacy system to protect Avient’s information, including information of its customers and employees, from being disclosed, changed, destroyed, or used for any purpose other than the purpose for which it was provided.

Strategic disclosures: generally associated with stating short-term and long-term ESG goals. Learn more about how Avient uses these frameworks in our 2021 Sustainability Report. Reporting ESG data to your stakeholders will benefit an organization in the short term and long term as it can help meet your sustainability targets and builds trust within the organization. 

Camino a Melipilla 15.170 , 9250000 Maipu, Chile Avient Corporation Design and Manufacture of Colour and Additive Concentrates, Thermoplastic Resins and Specialty Compounds Järnyxegatan 7, SE-200 39 Malmö, Sweden Avient Corporation Design, Manufacture and Distribution of Thermoplastic Elastomer Resins & Pellets 831 Ridgeview Drive McHenry IL 60050 United States Avient Corporation Design, Manufacture and Distribution of Thermoplastic Elastomer Resins & Pellets 833 Ridgeview Drive McHenry IL 60050 United States Avient Corporation Design, Manufacture and Distribution of Thermoplastic Elastomer Resins & Pellets 921 Ridgeview Drive McHenry IL 60050 United States Avient Corporation Design and Manufacture of Colour and Additive Concentrates, Thermoplastic Resins and Specialty Compounds Via Bergamo 51, 23807 Merate, Italy Avient Corporation Design and Manufacture of Custom PVC Plastisol and PVC Slush Mold Powder 733 E. De Martorell 124, 8740 Sant Andreu, Spain Avient Colorants MX S.A de C.V. Jorge Bei Maluf, 2.165, Vila Theodoro Suzano SP 08686-000 Brazil Avient Corporation - Suzhou, China Design and Manufacture of Engineering Plastics and Plastic Alloys 77 Shenggang Street , 215024 Suzhou, Avient Corporation Design and Manufacture of Colorants and Additives for Plastics Gatot Subroto KM. 4 Jalan Kalisabi No. 1 Building 37 Tangerang Banten 15138 Indonesia Avient Corporation Design and Manufacture of Colorants and Additives for Plastics No. 30 Hsing Pang Road Tao Yuan -- - 330457 Taiwan Avient Corporation Design and Manufacture of Colorants and Additives for Plastics AV.

AVIENT CORPORATION COMPENSATION COMMITTEE CHARTER Membership • The Committee will consist entirely of directors who meet the definition of “independent” as set forth in the Corporate Governance Standards of the New York Stock Exchange, including the additional independence requirements set forth in New York Stock Exchange Listed Company Manual Section 303A.02(a)(ii). • Members of the Committee will be appointed by the Board each year. • Each Committee member will serve at the pleasure of the Board for such term as the Board may decide or until such Committee member is no longer a Board member. • The Committee shall consist of a minimum of three directors. General Purposes The general purposes of the Committee are to: • Oversee the Company’s overall executive compensation philosophy and objectives; • Discharge the Board’s responsibilities relating to compensation of the Company’s executive officers (for purposes of this Charter, “executive officers” means the Company’s Section 16 “officers” as defined under Rule 16a-1(f) under the Securities Exchange Act of 1934, as amended); • Assist the Board in the discharge of its fiduciary responsibilities with regard to establishment of policies governing, and the implementation of, all aspects of executive officer compensation throughout the Company, including benefits and perquisites, and compensation for any other employees designated by the Committee for such purposes; • Discharge similar responsibilities with respect to the compensation of non-employee directors; • Review and discuss with management the Company’s disclosures in the Compensation Discussion and Analysis (the “CD&A”) required by rules and regulations of the Securities and Exchange Commission (the “SEC”) and recommend to the Board whether the CD&A should be included in the Company’s proxy statement or other applicable SEC filings; • Prepare a Compensation Committee Report for inclusion in the Company’s applicable filings with the SEC that complies with the rules and regulations of the SEC; and • Provide policy guidance and oversight on significant human resource policies and practices. 2 Duties and Responsibilities The Committee will: Executive Compensation and Incentives. • Oversee and maintain a competitive executive officer compensation program in order to attract and retain qualified executives and to provide incentives to executive officers that reward pay for performance in attaining the Company’s goals and objectives. • Review and approve a peer group of companies to be used for marketplace trend analysis and to assess the competitiveness of the Company’s total compensation opportunities for executive officers. • Review and approve corporate goals and objectives relevant to the Chief Executive Officer’s compensation; in conjunction with the evaluation conducted by the Board as described in the Company’s Corporate Governance Guidelines, evaluate the Chief Executive Officer’s performance in light of these goals and objectives; and determine and approve (or determine and approve, and recommend to the independent members of the Board for their determination and approval) the Chief Executive Officer’s compensation level based on this evaluation and comparable market data provided by an independent compensation consultant. • In determining the long-term incentive component of the Chief Executive Officer’s compensation, consider the Company’s performance and relative shareholder return, the value of similar incentive awards to chief executive officers at comparable companies, and the awards given to the Chief Executive Officer in the past. • Review and approve the compensation of other executive officers of the Company, including benefits and perquisites, taking into consideration the Company’s performance, comparable market data, the performance of each executive officer, and such other factors as may, in the Committee’s discretion, be appropriate. • In evaluating and making recommendations regarding, or determining and approving, executive compensation, the Committee shall consider the results of the most recent shareholder advisory vote on executive compensation (“Say on Pay Vote”) required by Section 14A of the Securities Exchange Act of 1934, as amended (the “Exchange Act”). • With respect to incentive compensation plans and equity-based plans: • Make recommendations to the Board with respect to the approval of incentive compensation plans for executive officers and all equity-based plans. • Review and approve equity-based grants and awards, including long-term incentive plan awards, to officers, senior managers, key employees, and other employees of the Company and its subsidiaries under the Company’s equity-based plans. • Review and approve the performance criteria, target awards, payout criteria and like items for the Company’s long-term incentive compensation plans. • Review and approve (a) attainment levels for executive officers under the Company’s annual incentive plan; (b) payments to executive officers under the annual incentive plan; and (c) payments to executive officers under the Company’s long-term incentive compensation plans. • Administer the Company’s equity-based incentive compensation plans and other plans 3 adopted by the Board that contemplate administration by the Committee. • Review and approve special bonuses and/or other awards to executive officers on a case-by- case basis for outstanding performance. • Review and approve the terms of all employment agreements, management continuity agreements and change in control agreements for elected officers. Authority to Retain Experts • The Committee shall have appropriate resources and authority to discharge its responsibilities. • The Committee may, in its sole discretion, retain or obtain the advice of a compensation consultant, independent legal counsel or other adviser to assist it in carrying out its responsibilities. • The Committee shall be directly responsible for the retention or appointment, compensation and oversight of the work of any compensation consultant, independent legal counsel and other adviser retained by the Committee and for such adviser’s termination. • The Company must provide for appropriate funding, as determined by the Committee, for payment of reasonable compensation to a compensation consultant, independent legal counsel or any other adviser retained by the Committee. • The Committee shall have sole authority to retain and terminate any search firm to be used to assist the Committee in the identification of candidates for the position of Chief Executive Officer, including sole authority to approve the consultant’s fees and other retention terms.

With global production capability and localized support to enhance your development and production processes wherever you are, our team provides you with the information you need to confidently make decisions for achieving your goals. Processing conditions can cause material properties to shift from the values stated in the information. Avient makes no warranties or guarantees respecting suitability of either Avient’s products or the information for your process or end-use application.

Global reach includes the capability of remote technical services and data management, allowing users to interrogate their systems on an intranet as well as getting Avient support remotely. Processing conditions can cause material properties to shift from the values stated in the information. Avient makes no warranties or guarantees respecting suitability of either Avient’s products or the information for your process or end-use application.

Specialization Globalization Operational Excellence Commercial Excellence Associates 3 İçindekiler Davranış Kurallarımız 4 İçindekiler Etik Davranış için Kurallar Avient’in Davranış Kuralları (“Kurallar”), iş yönetimi için bir rehberdir. Bu Kurallarda “Avient çalışanları” tüm Avient bağlı ortaklıklarında yer alan Avient çalışanları, yöneticiler, temsilciler, danışmanlar ve yüklenicilerini içerir. Genel merkezi Amerika Birleşik Devletleri’nde bulunan, global bir şirket olarak faaliyetlerimizde hem ABD yasaları hem de birlikte iş yaptığımız diğer ülkelerin yasaları ve düzenlemeleri geçerlidir.