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.

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.

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 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

Review and approve the terms of all employment agreements, management continuity agreements and change in control agreements for elected officers. 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: 5 • the provision of other services to the Company by the employer of the compensation consultant, legal counsel or other adviser; • 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

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 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 only after taking into consideration all factors relevant to that person’s independence from management, including the following: o the provision of other services to the Company by the employer of the compensation consultant, legal counsel or other adviser; o 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; o the policies and procedures of the employer of the compensation consultant, legal counsel or other adviser that are designed to prevent conflicts of interest; o any business or personal relationship of the compensation consultant, legal counsel, or other adviser with a member of the Committee; o any stock of the Company owned by the compensation consultant, legal counsel, or other adviser; and o 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

Avient currently does not engage in verification of its supply chains to evaluate and address risks of human trafficking and slavery, nor does it currently conduct audits of its suppliers’ compliance with company standards for trafficking and slavery in supply chains.

For other entities, it is your employer identification number (EIN). Social security number – – or Employer identification number – Part II Certification Under penalties of perjury, I certify that: 1. Purpose of Form An individual or entity (Form W-9 requester) who is required to file an information return with the IRS must obtain your correct taxpayer identification number (TIN) which may be your social security number (SSN), individual taxpayer identification number (ITIN), adoption taxpayer identification number (ATIN), or employer identification number (EIN), to report on an information return the amount paid to you, or other amount reportable on an information return.

to Work – We listen to feedback from our associates then take action in building our high-performance culture and being a global employer of choice.

Employment Agreement with Named Executive Officer. Newlin to PolyOne and set the terms of his employment. Employment Agreement with Mr.

PERSONAL USE Limited personal use of Avient Information Systems, including for social media and networking purposes, is acceptable, but must not breach any law or Avient policies, interfere with the User’s or other employees’ ability to fulfill employment obligations, negatively affect Information Systems, or otherwise violate this Policy. Employees found to have violated this policy will be subject to internal disciplinary action by Avient in appropriate cases, up to and including immediate termination of employment. This Policy does not create a contract of employment, and does not alter an employee’s status as an at-will employee.