Code of Conduct

Principles of the Code of Ethics

In performing Indonesia Eximbank operational activities, employees must maintain employee Code of Ethics, which are:

1. In compliance and adhere to all prevailing Laws and regulations.
2. Performing recording and reporting accurately and accountably.
3. Prevention from unfair competition.
4. Do not conduct abuse of authorities for personal interest.
5. Prevention from involvement in decision making to avoid conflict of intrest.
6. Maintaining the confidentiality of information related to customers, partners, and LPEI.
7. Calculating detrimental impact from every policy set by Indonesia Eximbank toward economy, social and environment.
8. Not accepting gifts, rewards, or facilities in any form that could enrich oneself or one's family, except as provided under applicable regulations.
9. Do not take actions that can detriment professional images.

Code of Conduct in all Level of Organization

• Code of Conduct standards contains the values of ethical basic, obligations and prohibitions in implementing duties, obligations and functions for Employee in relation with Eximbank Indonesia operational activities as well as interaction with the communities
• Code of Conduct standards binds all Employees of Indonesia Eximbank, including the Board of Directors, Executive Director, and Managing Directors.
• These standards are implemented with zero tolerance and no exceptions for deviations, and they carry sanctions for violators. The dissemination, application, and enforcement of the Code of Ethics are the responsibility of the HR work unit, with socialization conducted by the Compliance work unit via email to all employees.

Sanctions for Code of Conduct

Violations Every oral, written information or conduct of Employees that violate the Code of Conduct contents as stated in the Executive Director Regulation on Code of Conduct are considered Code of Conduct Violation. Code of conduct violation reporting both external and internal of Indonesia Eximbank refers to the whistleblowing system mechanisms.

The Executive Director has the authority to render sanction to all levels of Employees, however in its implementation some of its authorities can be delegated without substitution rights to the following executives:

1. Employees in charge as Head of Department Position Group have the authority to render Light Sanctions such as Oral Warning Letter limited to direct Employees.
2. Employees in charge as Head of Division Position Group have the authority to render Light Sanctions such as First Warning Letter to Third Warning Letter limited to direct Employees under its Unit.
3. Head of HR & General Affairs Division has the authority to render all Light Sanctions and Moderate Sanctions such as Written Strong Warning Letters to all Employees.

Total Code of Conduct Violations and Sanctions Rendered in 2025
Throughout 2025 there was no violation of the code of ethics, thus no sanctions were given.

LPEI code of ethics policy:  Document