The targets have been set directly relating to value chain workers, such as aiming to reduce negative or advancing positive impacts, or to manage our material risks and opportunities. We have defined a process for setting targets relating to human rights due diligence, but we have not engaged directly with value chain workers, their legitimate representatives, or credible proxies, in setting them, nor in tracking the performance, or in identifying lessons or improvement as a result of our performance. Moving into 2025, we also plan to undertake a comprehensive review of these policy areas to understand any applicable targets that can be set in relation to workers in the value chain. GN’s overall ambition in this sphere reflects our drive to strengthen our due diligence processes and efforts in tracking effectiveness to monitor our progress connected to impacts on value chain workers.

Addressing any relevant concerns and grievances because of our impacts on workers in our value chain is especially important to GN. We are continuously improving our ways of working to be able to appropriately identify situations where our actions may have caused or contributed to a negative impact, and how we can support affected workers with suitable remediation. As part of our Supplier Code of Conduct, we outline GN’s expectations about grievance mechanisms being available to all workers in the value chain. Our due diligence approach seeks to achieve that we can assess suppliers’ processes relating to grievance and any limitations in their ability to effectively identify cases where workers are impacted negatively. As part of our ongoing work with suppliers on other human rights issues, we actively cooperate with them to improve their work with instituting effective remedies. Moreover, GN’s whistleblower hotline, which is available to all employees, external parties, and value chain workers, further bolsters our work in this area. All investigations are managed internally by GN employees and the hotline can be used to report concerns and experienced or perceived misconduct. This is an important tool for ensuring that we can identify cases and implement appropriate remedies where workers in the value chain may be harmed or impacted by our actions and negative impacts. All complaints are treated with the required confidentiality, ensuring that value chain workers are aware of and trust these processes to raise their concerns and have them addressed. GN is also committed to dealing with any employee who takes action and/or participates in an investigation in a fair and respectful manner. This is emphasized in GN’s non-retaliation policy to protect individuals against retaliation when raising concerns.