Our approach to health & safety is anchored in our Group HSEQ Policy that defines our vision and key actions for ensuring a safety culture. Conducting our first Global Health Safety Culture survey in 2024 followed by focus groups across a broad spectrum of placemakers around the world allowed us to fully understand our safety culture and to define a baseline and a safety culture improvement plan that will commence in 2025, including launch of a behavioral safety program unique to ISS. At the core of our actions is dedicated specialist Health & Safety resources at Group and local level. They are the catalysts responsible for bringing our safety agenda to life and plan and execute actions within: 1) Driving awareness 2) Continuous improvement 3) Monitoring of performance 4) Engagement with stakeholders. Our key actions for driving continuous improvement rest on the due diligence processes detailed in the Group HSEQ Management Manual and supporting standards. Simple in design, our standardised risk registers down to site level compiles knowledge of hazards, risks, and controls that informs our risk assessments and allows us to detail specific procedures for more hazardous work environments. Standardised risk registers are continuously updated by feedback loops and lessons learned from root cause analysis of incidents. In 2024, we refreshed and simplified 20 management standards and 51 operational standards which together with any local legal requirements define the minimum risk control requirements that are applied in all countries. Our Group Health & Safety team runs a global assurance program across country management teams and customer sites and requirements to ensure compliance with Global health & safety systems, procedures and sites and customers’ sites and requirements to ensure compliance with Global standard and our ISO14001, 9001 and 45001 accreditations.

On average, unskilled persons belong to more vulnerable groups of people often at the edge of labour markets. This means that our business activities have the potential to positively impact and influence the lives of persons that can have difficulty finding a foothold in labour markets and offer opportunities for progression and prosperity for the benefit of themselves, their families and societies in general. But it also means that our most important resource – our people – are at greater risk of being exploited with the therefrom following negative consequences. Low barriers of entry in terms of skill levels also means that being replaced is relatively easier. As part of our ordinary management processes at executive, functional and country level we will consider and address the approach and actions directed towards our material topics.

Examples of specific topics covered are recruitment, promotion and termination, discrimination, diversity & inclusion, appraisals, learning & development, employee relations, health, safety & working environment, remuneration, working hours, protection of families with children and the right to privacy.

As a general principle we aim to resolve issues and concerns at the lowest level of the organisation by ensuring continuous dialogue between placemakers and management at relevant levels. This principle is firmly prescribed in our Global People Standards.

We acknowledge that certain impacts or concerns may not be addressed or resolved appropriately at a lower organisational level and our Code of Conduct therefore formally codifies access to the Head of People & Culture, the Head of Legal and the CFO in each of our operating countries for raising concerns.

In addition, we have for years made available a Speak Up channel for our placemakers as well as business partners and other stakeholders. Reports can be made anonymously or non-anonymously by phone or electronic form to an independent third-party or personally to our Head of Group Internal Audit.

Our Speak Up Policy refers to the EU external reporting channels available in countries for any matters that reporters are not comfortable reporting through ISS’s available grievance mechanisms. We are not aware of any reports to any national authority designated to receive whistleblowing reports, including National Contact Points, in regard to our operations and practices having been made during 2024.

Our ordinary grievance mechanisms are supported by our Escalation Policy, which ensures that serious events across the organisation are ultimately escalated to the EGM level. Incidents covered by the scope of our Code of Conduct and Speak Up Policy are also covered by our Escalation Policy. When incidents or information within the scope of the Speak Up Policy is escalated outside our Speak Up reporting channel, it will manually be recorded within our Speak Up system.

We engage with our placemakers on a daily basis as part of our service performance and management activities, including on material matters in regard to health & safety, working conditions and equal opportunities. As a principle in our Global People Standards employee appraisals are conducted at least annually for all placemakers and we actively support and promote indirect engagement through labour organisations or workplace representation whether established as a matter of law or not.

Our Code of Conduct and Global People Standards prohibit discrimination and harassment including discrimination based on cultural background and ethnicity, age, gender, gender identity, disability, sexual orientation, religious beliefs, language and education or other characteristics such as professional skills, working style, location and life experiences. Further, our Global People Standards prescribe equal opportunities as a principle to be respected in regard to recruitment, compensation, access to training, promotion, termination, and retirement.

We have in our Diversity, Inclusion & Belonging Policy committed to promoting and driving a culture that actively values diversity and inclusion and to achieve and maintain a workforce that broadly reflects the local communities in which we operate.

Our health and safety management system covers 100% of our workforce.

Total reportable cases (TRC): Employees: 3,916 cases, Non-employees: 29 cases. Rate of recordable cases: Employees: 6, Non-employees: 1.

Total reportable cases (TRC): Employees: 3,916 cases, Non-employees: 29 cases. Rate of recordable cases: Employees: 6, Non-employees: 1.

Occupational illness cases: Employees: 97 cases, Non-employees: 0 cases.

Lost work days: Employees: 41,216 days, Non-employees: Not specified.