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

The remuneration ratio is 112.

Salary levels for our servicing placemakers across our business are generally aligned to collective bargaining agreements or statutory minimum wage levels that do not provide gender specific rates. Our Global People Standards prescribe a remuneration principle of 'equal pay for equal work'. Our CEO pay-ratio (remuneration ratio) is calculated on the basis of average salary rather than median salary, since we are not currently able to integrate salary details for all employees across our operations and people and salary systems. We have sense checked our approach by calculating the CEO pay-ratio for our operations in ISS Denmark using both an average and a median method showing a reasonable correlation. A relatively high CEO pay-ratio is a natural consequence of the composition of our workforce across geographies, the difference in purchasing power and a Danish-based headquarter.

Gender pay gap is calculated as average male hourly remuneration minus average female hourly remuneration divided by average male hourly remuneration times 100. Remuneration covers gross remuneration for male and female employees during the reporting year with hourly male and female remuneration calculated by applying a standardised work year of 1,000 and 2,000 hours for average part-time and full-time employees respectively. Remuneration for employees not identifying as male or female is either excluded or proportionally allocated to males and females by relevant country.

Gender pay gap is calculated as average male hourly remuneration minus average female hourly remuneration divided by average male hourly remuneration times 100. Remuneration covers gross remuneration for male and female employees during the reporting year with hourly male and female remuneration calculated by applying a standardised work year of 1,000 and 2,000 hours for average part-time and full-time employees respectively. Remuneration for employees not identifying as male or female is either excluded or proportionally allocated to males and females by relevant country.

The CEO pay ratio is calculated as the ratio between the annual awarded remuneration of the Group CEO to the average annual remuneration for all employees (less remuneration for the Group CEO). The average number of employees is normalised to full-time equivalents by assuming that two part-time employees equal one full-time employee. We do not have data available to perform the calculation on a 'median' basis. Our preparations for the EU Pay Transparency Directive will continue during 2025 and is expected to improve our ability to utilise median data. The remuneration considered for the Group CEO (highest-paid employee) is the award-based amount. This reflects the cash value of remuneration earned for the year - including base salary, non-monetary benefits, short-term incentive programmes (STIP). In addition, this includes the value of long-term incentive programmes (LTIP) which is estimated as the fair value at 31 December of the shares to be received in March 2025, when the LTIP programme vests. The value is calculated as the actual number of shares received, if any, in March 2025 multiplied by the share price at 31 December of the reporting year.

The total number of incidents of discrimination, including harassment, reported during the reporting period is 82.

The total number of incidents of discrimination, including harassment, reported during the reporting period is 82.

The total number of complaints received through Speak-Up channels is 614 for work-related complaints, excluding discrimination & harassment.

The total monetary amount of fines, penalties, and compensation for damages resulting from work-related incidents is 9 DKKm. For severe human rights violations, it is 0 DKKm.