All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities. Due to the nature of our operations and the jurisdictions covering our workforce, we are not at risk of either forced labour incidents or child labour incidents.

All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities. Due to the nature of our operations and the jurisdictions covering our workforce, we are not at risk of either forced labour incidents or child labour incidents.

All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities. Due to the nature of our operations and the jurisdictions covering our workforce, we are not at risk of either forced labour incidents or child labour incidents.

The impacts are connected to our vision to create a world that runs entirely on green energy, as human capital is a key resource in our business model in order to achieve our vision. It requires that our employees have the possibility to thrive, perform, and grow. We are involved with these impacts through our own activities, in all stages of our operating model, and across all support functions.

1. Flexible working conditions: Positive impact (own operations)
2. Work-induced stress: Negative impact (own operations)
3. Possible work-related injuries and fatalities: Potential negative impact (own operations)
4. Increased voluntary turnover, potentially due to perceived internal risks or uncertainties: Risk (own operations)
5. Unequal gender distribution in management: Negative impact (own operations)

Our commitment to respect human rights, including labour rights, and protect value chain workers is outlined in our 'Global human rights policy', 'Stakeholder engagement policy', 'Just transition policy', and 'Code of conduct for business partners'. Our 'Global human rights policy' explicitly highlights our dedication to ensuring freedom of association, the right to collective bargaining, the elimination of forced, trafficked, or compulsory labour, the effective abolition of child labour, and the elimination of discrimination in employment and occupation, among other critical issues. In addition, our 'Code of conduct for business partners' is an integrated part of our agreements with our suppliers and contractors. It is further integrated in the evaluation process for our joint venture partners and other strategic partners.

We align our policies with relevant internationally recognised guidelines and standards. Our 'Global human rights policy' aligns with the UN Guiding Principles on Business and Human Rights (UNGPs), the OECD Guidelines for Multinational Enterprises, the International Bill of Human Rights, and the International Labour Organisation’s (ILO) Declaration on Fundamental Principles and Rights at Work. Our 'Just transition policy' is aligned with the UN Global Compact (UNGC) and the ILO Declaration on Fundamental Principles and Rights at Work. Our code of conduct for business partners adheres to several standards and conventions, including the OECD Due Diligence Guidance, the Maritime Labour Convention, IFC Performance Standards and the previously mentioned guidelines.

To ensure our decisions and activities are informed by the perspectives of value chain workers, we engage proactively with them and their representatives, including trade unions. The outcome of this engagement directly informs our strategies for identifying, assessing, and addressing actual and potential impacts on workers. Through this collaborative process, we work to uphold fair labour practices and to foster safe, dignified, and inclusive work environments across our operations and partnerships.

Our approach to managing our negative impacts on value chain workers and our processes for identifying what is needed and appropriate to respond to these impacts emphasise responsible sourcing, the promotion of labour rights, and address environmental and social impacts and risks. To achieve this, we conduct regular assessments, risk-based audits, and stakeholder engagements, enabling us to monitor and ensure compliance across the supply chain. Our approach to addressing concerns and grievances within our value chain is built on the principles of transparency, trust, and effective remediation that is proportionate to the grievance that has occurred. We continuously work to strengthen our processes for providing or contributing to appropriate remediation to value chain workers who have been harmed, where we have identified that we have caused or contributed to a negative impact.

Our 'Global human rights policy' explicitly highlights our dedication to ensuring freedom of association, the right to collective bargaining, the elimination of forced, trafficked, or compulsory labour, the effective abolition of child labour, and the elimination of discrimination in employment and occupation, among other critical issues. In addition, our 'Code of conduct for business partners' is an integrated part of our agreements with our suppliers and contractors.