In addressing IROs related to equal pay, harassment and diversity, GN has a dedicated Diversity, Equity and Inclusion policy which outlines beliefs and aspirations for equal treatment and opportunities for all its employees. Similarly, a dedicated anti-harassment policy promotes respectful culture and aims to raise awareness about bullying and how to report inappropriate behavior. GN policies are designed for all employee groups at every level to eliminate discrimination and uphold human rights principles.

We cannot accurately link the majority of these potential impacts to GN’s activities because they occur in industries that are at tier 2 or beyond supplier level in our upstream value chain. We directly or indirectly have business relations with a very large number of sub-suppliers, in a part of our value chain where we have limited visibility and no direct supplier relationships to leverage an assessment of potential social impacts. For this reason, it is also not possible for these impacts to identify very specific (groups of) people or geographies where GN’s activities lead to impacts. Workers we consider to be at high risk of impact and therefore in scope for this assessment include: Agency workers working on GN sites in countries with weak worker protection controls (this covers agency workers at our manufacturing site in Malaysia), Blue-collar workers working for upstream entities involved in mining, plastic, aluminum and paper production, and electronics manufacturing, Blue-collar workers working for downstream entities involved in freight and distribution, and electronic waste processing.