Number of days lost to work-related injuries and fatalities from work-related accidents: Non-employees - 9. Number of days lost to work-related ill health and fatalities from ill health related to non-employees: 0.

Specifically, 100 percent of employees and non-employees of both Ferrari S.p.A. and Mugello Circuit S.p.A. are fully covered by the health and safety management system in accordance with legal requirements.

As part of the management system ISO 45001:2018, Ferrari has formalized two Health & Safety policies covering Ferrari S.p.A. and Mugello Circuit S.p.A. Both policies aim to achieve the best possible occupational health and safety conditions, including accident prevention, for its employees and collaborators, as well as for suppliers and contractors in general.

Number of cases of recordable work-related ill health of employees: 1. Number of cases of recordable work-related ill health of non-employees: 0.

In December 2024, Ferrari facilities located in Italy, received the UNI/PdR 125:2022 Certification, which testifies our compliance with the guidelines on the management system for gender equality and with the set of performance indicators (KPIs) inherent to gender equality policies on organizations, in six strategic areas such as culture and strategy; governance; human resources (HR) management processes; opportunities for growth and inclusion of women in business; gender pay equity and parental protection and work-life balance. The certification is valid for three years and is subject to annual auditing. Gender Equality Certification is a tool with the objective of promoting the adoption of appropriate policies to reduce the gender gap through fair career opportunities, equal pay, gender management policies and support for parenthood. We are convinced of the need to continue promoting and implementing an equal opportunities certification in the years to come. This certification not only demonstrates our ambition to equality and inclusion, but also allows us to continuously monitor and improve our business practices. No significant operational or capital expenditures have been allocated to this action in 2024.

The gender pay gap is -8.2%.

The annual total compensation ratio is 147.5.

The methodology considers both the gross hourly pay level and the gender pay gap outlined in the ESRS Directive’s guideline, ESRS S1-16, AR 98. Additionally, the total number of working days, excluding national holidays and weekends, and contractual working hours, were calculated for each country.