We invest in each of these cornerstones and view them as inextricably linked. These personal values begin with each of us—the judgments and decisions we make as individuals affect the way Avient is viewed in the marketplace and in the communities where we work With guidance and support from the Avient Board of Directors, we have been directing actions and programs to change how our organization views, values and uses diversity to create value for our stakeholders and customers.  

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These personal values begin with each of us—the judgments and decisions we make as individuals affect the way Avient is viewed in the marketplace and in the communities where we work.

These personal values begin with each of us—the judgments and decisions we make as individuals aff ect the way PolyOne is viewed in the marketplace and in the communities where we work.

These personal values begin with each of us—the judgments and decisions we make as individuals affect the way Avient is viewed in the marketplace and in the communities where we work.

These personal values begin with each of us—the judgments and decisions we make as individuals affect the way Avient is viewed in the marketplace and in the communities where we work.

Go to www.irs.gov/Forms to view, download, or print Form W-7 and/or Form SS-4.

You’ll also read how we view our role as a responsible corporate citizen to the world and a certified Great Place to Work® for our associates. These personal values begin with each of us—the judgments and decisions we make as individuals affect the way Avient is viewed in the marketplace and in the communities where we work. Click here to view the 2021 Progress Report.

If such a defect is discovered later, the notification must be made promptly after discovery; otherwise the Product shall be deemed to have been approved also in view of this defect. If such a defect is discovered later, the notification must be made promptly after discovery; otherwise the Product shall be deemed to have been approved also in view of this defect.

The Compensation Committee considered the voting results as well as other input froff m conversations held with investors and viewed them as continued support of our executive compensation programs. We viewed the targeted level of perforff mance forff each measure as challenging to achieve. Progress against the Working Capital as a Percentage of Sales metric is reflected by lower levels of working capital, so results that are less than target are viewed as exceeding target performance.