To ensure the well-being of our employees and maintain a diverse, engaged, and passionate workforce, employee engagement takes place on an ongoing basis through several channels: biannual professional and personal development dialogues, employee surveys, and employee groups representing specific demographics and their allies. Employees are also represented in the Board of Directors through the employee-elected board members. Employees can raise concerns confidentially through GN’s whistleblower hotline or regular HR channels. Views of employees collected through these channels are integrated in strategy development, policy creations, adjustments, and other decision-making on a continuous basis. Where necessary, specific initiatives are developed to ensure employee well-being. Employees are informed about ESG topics regularly through internal communication channels, which also allow for engagement on topics communicated.

We conduct an employee engagement survey - GN Voice - twice a year where we ask all employees to share their opinions and ideas on areas at their workplace known to significantly impact the well-being, performance, and growth. The engagement survey gives employees the opportunity to provide detailed and constructive feedback to guide leaders as well as the teams they are part of. Based on the engagement survey results, team leaders are required to facilitate focused team sessions where key topics are discussed, and action plans created. Further to the GN Voice survey, GN conducts ad hoc pulse checks in departments where major transformation takes place to ensure employees’ views and perspectives are considered. Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.

We conduct an employee engagement survey - GN Voice - twice a year where we ask all employees to share their opinions and ideas on areas at their workplace known to significantly impact the well-being, performance, and growth. The engagement survey gives employees the opportunity to provide detailed and constructive feedback to guide leaders as well as the teams they are part of. Based on the engagement survey results, team leaders are required to facilitate focused team sessions where key topics are discussed, and action plans created. Further to the GN Voice survey, GN conducts ad hoc pulse checks in departments where major transformation takes place to ensure employees’ views and perspectives are considered. Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.

We value our employees’ views and perspectives and maintain continuous dialogue to ensure their input is considered. At GN, we are committed to providing a safe and supportive environment for all employees to report concerns. We conduct an employee engagement survey - GN Voice - twice a year where we ask all employees to share their opinions and ideas on areas at their workplace known to significantly impact the well-being, performance, and growth. The engagement survey gives employees the opportunity to provide detailed and constructive feedback to guide leaders as well as the teams they are part of. Based on the engagement survey results, team leaders are required to facilitate focused team sessions where key topics are discussed, and action plans created. Further to the GN Voice survey, GN conducts ad hoc pulse checks in departments where major transformation takes place to ensure employees’ views and perspectives are considered. Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.

We conduct an employee engagement survey - GN Voice - twice a year where we ask all employees to share their opinions and ideas on areas at their workplace known to significantly impact the well-being, performance, and growth. The engagement survey gives employees the opportunity to provide detailed and constructive feedback to guide leaders as well as the teams they are part of. Based on the engagement survey results, team leaders are required to facilitate focused team sessions where key topics are discussed, and action plans created. Further to the GN Voice survey, GN conducts ad hoc pulse checks in departments where major transformation takes place to ensure employees’ views and perspectives are considered. Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.

We conduct an employee engagement survey - GN Voice - twice a year where we ask all employees to share their opinions and ideas on areas at their workplace known to significantly impact the well-being, performance, and growth. The engagement survey gives employees the opportunity to provide detailed and constructive feedback to guide leaders as well as the teams they are part of. Based on the engagement survey results, team leaders are required to facilitate focused team sessions where key topics are discussed, and action plans created. Further to the GN Voice survey, GN conducts ad hoc pulse checks in departments where major transformation takes place to ensure employees’ views and perspectives are considered. Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.

Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.

We value our employees’ views and perspectives and maintain continuous dialogue to ensure their input is considered. At GN, we are committed to providing a safe and supportive environment for all employees to report concerns. We conduct an employee engagement survey - GN Voice - twice a year where we ask all employees to share their opinions and ideas on areas at their workplace known to significantly impact the well-being, performance, and growth. The engagement survey gives employees the opportunity to provide detailed and constructive feedback to guide leaders as well as the teams they are part of. Based on the engagement survey results, team leaders are required to facilitate focused team sessions where key topics are discussed, and action plans created. Further to the GN Voice survey, GN conducts ad hoc pulse checks in departments where major transformation takes place to ensure employees’ views and perspectives are considered. Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.

We value our employees’ views and perspectives and maintain continuous dialogue to ensure their input is considered. At GN, we are committed to providing a safe and supportive environment for all employees to report concerns. We conduct an employee engagement survey - GN Voice - twice a year where we ask all employees to share their opinions and ideas on areas at their workplace known to significantly impact the well-being, performance, and growth. The engagement survey gives employees the opportunity to provide detailed and constructive feedback to guide leaders as well as the teams they are part of. Based on the engagement survey results, team leaders are required to facilitate focused team sessions where key topics are discussed, and action plans created. Further to the GN Voice survey, GN conducts ad hoc pulse checks in departments where major transformation takes place to ensure employees’ views and perspectives are considered. Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.

Employees at all times engage with their direct manager, HR business partner, contact GN’s global Diversity, Equity, and Inclusion team, or join employee-led employee resource groups. GN also conducts webinars, communication, and awareness campaigns on topics such as mental health, neurodiversity, and health and safety. Additionally, GN has established employee resource groups that aim to gain insights into the perspectives of marginalized employees. This includes a global network of female professionals in GN, a global network for LGBT+ colleagues and allies, and a network for black colleagues and supportive allies across the company.

In 2024, a total of 40 cases were reported through the GN Alertline. Out of the 40 cases reported, 26 cases were related to incidents of discrimination, including harassment. All the cases reported will be properly investigated, and appropriate actions, including disciplinary actions will be taken. For more information on the GN Alertline, see chapter G1 Business Conduct. There have been no fines, penalties and compensation for damages as a result of the incidents and complaints reported. GN has not identified any cases of severe human rights incidents connected to GN’s workforce.