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.

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.