GN has implemented several policies for managing material impacts related to its own workforce. As a member of the UN Global Compact since 2010, GN is committed to safeguarding human rights and labor rights principles in its own workforce. Accordingly, 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, advances diversity, and ensure fair and equal treatment of its workforce. To address IROs on working time, adequate wages and health and safety, the GN Ethics Guide outlines our employment practices which are aligned with human and labor rights principles. GN also respects voluntary freedom of association, including the right to organize and bargain collectively in a manner that is legally compliant. GN does not accept child labor and forced labor as defined by the UN Convention on the Rights of the Child. To ensure the health and well-being of our employees, GN has implemented health and safety policies and procedures locally in accordance with country legislation and regulatory requirements. 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. To prevent discrimination and promote an inclusive culture, GN has launched various communication campaigns, provided training, and established employee resource groups. Additionally, GN encourages an open dialogue and feedback to continuously improve its policies and internal procedures. GN provides channels for raising concerns, including potential human rights impacts, and has established internal procedures for handling the cases to ensure remedy for its employees.

Finally, we have identified one material negative, potential impact related to other work-related rights, covering child labor and forced labor, where we assess the potentially impacted workers to be either children working in non-certified mineral mines in the Democratic Republic of the Congo (DRC) and surrounding countries or bonded workers in regions with systemic forced labor. This potential impact also leads to a material potential financial risk, as non-compliance with forced labor legislation could potentially prohibit us from selling goods in certain markets, leading to a significant revenue loss.