Notification of Stakeholders

Stakeholders of Aksa have been defined asShareholders, Employees, Customers, Suppliersand Civil and State Organizations. Aksaformulates its main and interim goals, its policiesand strategies as well as the Company targetsin consideration of stakeholders' present andfuture expectations. The exchange of informationis carried out with stakeholders in various waysduring the formulation process.In order to determine, develop, reciprocallysupport the basic areas of competence of oursuppliers and evaluate their annual performance,the Company makes use of a SupplierPerformance System. As part of this system ofevaluation, information about the system, notesregarding performance as well as informationabout areas to be improved, if any, are sharedwith the suppliers at regular intervals. Containedin the information that is shared with Suppliersare the Company policy, specifications andagreements.Customers are regularly provided with shipping,deadline and price information concerning theirorders. In addition, the customer is immediatelynotified of any changes made in sales termsor in the technical features of the product.Aksa also provides its customers with writtenproduct specifications. Analyses requestedby the customer or results of technical studiesconducted upon a customer's complaintare shared with the customer. Our “ProductResponsibility and Product Safety Guide,”or ÜSÜKEK, is a statement endorsing theecological safety of our products and is sentto all customers in English/Turkish for theirinformation.Aksa Management joins the people of the regionin many different activities, among which areOpen-Door Days, the Community AdvisoryPanels, student field trips and the AkçevreArt and Composition Contest. During theseactivities, Aksa organizes presentations anddistributes booklets to provide visitors withinformation on the Company's total qualityactivities as well as its environmental activitiesand policies.The understanding that Aksa has open andhonest communications with its employees is thebackbone of the Company's Human ResourcesManagement policy. The main examples ofvertical and horizontal communication channelsin the Company are the Professional LifeEvaluation Survey, the Intranet Databases, theHigher Management Information Meetings, theRepresentative Council and the PerformanceAssessment Meetings. These tools ofcommunication are used by the Company toinform employees of corporate policies andstrategies, targets and activities geared toimprove the work environment. Employees areencouraged to express their views.

 Stakeholder Participation in Management

Thirteen people elected by Aksa employeesthrough a receipt-free secret ballot election serveas the Representative Council (TH). Made up ofrepresentatives from each shift, the TH meetsonce a month to determine what problems theemployees have and to look for solutions, atthe same time notifying Higher Management ofemployee expectations.The TH also participates in the reviewingprocesses whereby the Company formulates itsprimary and interim goals, its corporate culture,policies and strategies. TH members are alsomembers of the Total Quality ManagementCouncil (TKYK) and take active roles in draftingAksa's main and interim target announcements.The Human Resources Policy and strategiesdrawn up as main and interim goals aredetermined by the TKYK, of which TH membersare a part; these strategies are reviewed everytwo years.

Human Resources Policy

Aksa's Human Resources policy is “To invest inpeople and thus create responsible, creative,highly self-confident, self-developing and happyindividuals who will serve the primary objectivesof the Company.” Thus, the Company employsmodern and internally integrated systems inall facets of employment, from recruitment toperformance management, from remuneration toseverance.The fundamentals of this policy are: ensuringthe recruitment of candidates that incorporateAksa's Common Behavioral Competenciesso as to serve the Company's primary andinterim goals; providing employees withtraining programs that support the Company'stargets and enhance technical and behavioralskills and personal development in social andcultural areas; maintaining an open and closecommunication with employees to createintegrated environments; creating workingenvironments where employees will be satisfied,healthy and productive.With its fair and transparent recruitment process,the Company's prerequisite in human resourcesrecruitment is an individual's display of Aksa'sCommon Competencies and his/her adaptabilityto Company culture and values. In other words,the candidates who will ultimately be hired arethose that work well in a team, are capable ofbecoming a member of the Aksa family, carrythe traits of modesty and self-confidence andare innovative, energetic and skilled in problemsolving.Aksa's Performance Management System aimsto achieve organizational development startingwith the individual, to reinforce the adoption ofa common corporate culture and to integratecorporate targets with individual goals. The mainaim of the Performance Management Systemis to incorporate Aksa's education planning,remuneration/award and career planningsystems into an integrated and transparentsystem, building a fair corporate structure basedon the rewarding of high performance.Moreover, an important result of the Company'sHuman Resources Policies has been to adoptthe tool of the Six-Sigma Model to improve theproblem-solving capacity of employees and theCompany as a whole.To prevent discrimination among employeesand ensure fairness with regard to wages, theHay Method of Job Evaluation, a system withworldwide validity and reliability, has beenadopted as a salary distribution and rewardsystem at Aksa. This system is a salary andbenefits model that is easily applicable by theemployer. It is established on the principle ofequality and fairness that reflects the qualitative,transparent, domestic and international realitiesof business and is based on payment of salaryaccording to the individual job.In 1996, a Representative Council was formed tohandle interactions with employees and providea means for employees to convey their requestsand needs to the management. Every two years,all employees elect 15 members from their ranksto represent them via secret ballot election. TheRepresentative Council functions as a part ofmanagement.Aksa Human Resources management practicesare internationally accepted models andintegrated systems. No complaints have beenreceived indicating any discrimination amongemployees. Differences among individuals mayemerge from differences in job descriptions,performance or technical/behavioralcompetencies.

Information about Relations withCustomers and Suppliers

With its sales in fifty countries on five continents,Aksa supplies 12.5% of the world's acrylicfiber consumption. The domestic marketing ofAksa products is handled by the Marketing andSales Department; marketing abroad is carriedout by AKPA through its sales representatives.Comprising the marketing organization isa network of four main regions and a salesrepresentative in Gaziantep.Working with a customer-focused managementperspective and constantly striving for innovationand development in sales and services, the goalis to increase customer satisfaction.To be able to measure customer satisfaction,Aksa has been conducting a CustomerSatisfaction Survey (MMA) since 1998. The MMAcollects feedback from customers and providesan opportunity for improvement as it exploresthe details of supplying a product such as itsprompt and complete delivery, delivery of theright product, delivering undamaged goods inthe delivery process and information about thedrivers and vehicles that handle shipments.Working with customers in close businesscooperation has given the Company theopportunity to add new companies to its supplychain and to expand the range of productsoffered by current suppliers. An example of thisis the research carried out when customersexpressed a demand for non-fading babycolors. A new raw material was found that wouldprovide this feature and a new product wascreated with a supplier that could accommodatethe innovation. Production at Aksa is startedwhen the customer confirms interest in the newproduct.

Social Responsibility

Aksa's Public Relations policy aims atcontributing to the creation of a society thatfosters industrial development and supportsindustrialization policies and in line with theprinciples of corporate social responsibility,encouraging a more dynamic and tolerantsociety in terms of cultural and social solidarity.With regard to the community's perception ofthe Company and in keeping with our PublicRelations policy, a “Social Impact Survey” hasbeen conducted every two years since 1997through an independent professional company.The perception of Aksa of the inhabitants ofYalova and of surrounding areas has beenincreasingly positive since 1997. The surveyhas shown that people are satisfied, bothwith having Aksa in their community and withAksa operations. This positive notion hasbeen created through the impact of the jobopportunities Aksa offers and other economicand social contributions of the Company.To ensure the free and comfortable flow ofinformation between the industry and thecommunity, in 2001, the concept of theCommunity Advisory Panel was initiated.Organized in Turkey for the first time, this modelapplication won the “Responsible Care Project”award of the Turkish Chemical Industry Councilin 2001. One of the main objectives of theCouncil was to encourage the rapid flow of firsthandand accurate information to the communitythrough community representatives.Aksa has excellent relationships with bothstate and private enterprises in all of itsoperations. The Company has received manycommendations, plaques and awards. Since1980, Aksa has won 55 awards from a host ofauthorities, among them the Istanbul Chamberof Industry, the Istanbul Chamber of Commerce,the Istanbul Federation of Textile and RawMaterial Exporters (İTHİB), the Turkish ChemicalIndustry Council (TKSD) and the Ministry ofEnvironment. Twenty-five of these awards werereceived because of the Company's corporationtax payment record and 17 were due to itssuccess in exporting.The Aksa Summer School, located atthe Company's own social facilities, is aneducational activity open to underprivilegedprimary school children from Yalova. Fourhundred children have participated in theSummer School in the last two years.In addition to environmental policies, theCompany places maximum importance onadopting and implementing innovative andenvironmentally friendly technology withinits quality policies. Every innovative projectundertaken at Aksa is based on EnvironmentImpact Assessments and the Companyhas been acknowledged many times for itsefforts in reducing wastes, conserving energyand resources and using these resourcesproductively.Textile products are evaluated and documentedby independent and expert organizationsfollowing a series of analyses that determine theirsafety in terms of human health. In this context,Aksa has been granted an ÖKÖ-TEX 100 HealthSafety in Textiles Certificate, which has beenrenewed every year since 1995. The standardsrelated to this certificate are used in the designand improvement of production processes.