GN provides channels for raising concerns, including potential human rights impacts, and has established internal procedures for handling cases to ensure remedy for its employees. The GN Alertline, a whistleblower hotline, is accessible for reporting concerns and business ethics misconduct. All investigations are handled by designated employees, and communication campaigns are conducted to raise awareness about the GN Alertline. Reported cases are thoroughly investigated, ensuring a fair outcome after investigation.

In 2024, GN made significant strides in its Diversity, Equity, and Inclusion (DEI) initiatives. Key achievements include:

• Implementation of a new governance model ensuring women are considered in all leadership appointments, resulting in 40% of leadership promotions and hires being women.
• Development and launch of DEI awareness training for all leaders.
• Inclusive leadership workshops for the Executive Leadership Team and their direct reports.
• Execution of ten DEI events and internal multi-channel campaigns covering different aspects of diversity.

These initiatives are aimed at addressing the identified material potential negative impact related to the lack of diversity and apply across all Group companies. GN measures progress against established targets and ensures accountability at all levels of the organization.

GN conducts assessments and collects necessary data for analysis to evaluate the effectiveness of actions implemented. The results are reviewed by senior management to identify areas that require attention, allowing for necessary amendments. For longer-term initiatives, GN performs continuous assessments to address any emerging issues promptly. Targets are set for managing IROs, and progress is measured using baseline data and employee engagement surveys.

GN takes several actions in response to potential negative impacts on a case-by-case basis. Actions are determined based on international and local standards and regulations, internal policies, and input from employee engagement processes. GN ensures adequate resource allocation for addressing each material impact with clearly defined roles and responsibilities. Execution of actions is anchored in GN’s existing governance structures, which define roles and responsibilities and ensure sufficient resource allocation.

GN has implemented several policies for managing material impacts related to its own workforce, including employment practices aligned with human and labor rights principles, health and safety policies, and a Diversity, Equity, and Inclusion policy. Actions are determined based on international and local standards, internal policies, and employee engagement processes. The effectiveness of actions is evaluated through assessments and data analysis, with continuous assessments to address emerging issues. Targets are set for managing impacts, and progress is measured using baseline data and employee engagement surveys.

GN has planned several initiatives to foster continuous improvement and accountability in its DEI efforts. These include:

• Implementation of a global leadership program for 1000+ leaders with a focus on inclusive leadership.
• An improved exit interview process to inform drivers of turnover and ensure that voluntary turnover between women and men is balanced.
• Continuous implementation of the governance model to ensure that women are shortlisted and considered for leadership positions.

These initiatives are aimed at addressing the identified material potential negative impact related to the lack of diversity and apply across all Group companies.

GN is committed to safeguarding human rights and labor rights principles in its own workforce. GN operations and business activities are guided by the UN guiding principles on Business and Human Rights, ILO Declaration on Fundamental Principles and Rights at Work, and the OECD Guidelines for Multinational Enterprises. GN upholds human rights principles through the implementation of policies and procedures which prevent discrimination, harassment, advance diversity, and ensure fair and equal treatment of its workforce. GN provides channels for raising concerns, including potential human rights impacts, and has established internal procedures for handling cases to ensure remedy for its employees.

GN ensures adequate resource allocation for addressing each material impact with clearly defined roles and responsibilities. Execution of actions is anchored in GN’s existing governance structures, which define roles and responsibilities and ensure sufficient resource allocation. The effectiveness of actions is evaluated through assessments and data analysis, with continuous assessments to address emerging issues. Targets are set for managing impacts, and progress is measured using baseline data and employee engagement surveys.

GN has not identified any cases of severe human rights incidents connected to its workforce. GN continues its commitment to doing things the right way, complying with relevant international regulations and by implementing policies and procedures to promote ethical business behavior and practices. In 2024, a total of 40 cases were reported through the GN Alertline, with 26 cases related to incidents of discrimination, including harassment. All cases reported will be properly investigated, and appropriate actions, including disciplinary actions, will be taken.

GN is committed to ensuring that human rights are safeguarded and that it manages its material sustainability matters related to value chain workers. GN's human rights policy commitments cover all value chain workers across all geographies. GN has introduced a number of initiatives and due diligence processes to ensure it can engage with value chain workers or their proxies to take measures in enabling remedy of negative impacts. GN's Supplier Code of Conduct covers all 9 IROs identified under this topic and requires suppliers to comply with the minimum requirements set out in this code. GN considers any actual or potential impacts on value chain workers in decisions to resolve issues with a supplier.