URW encourages employees and third parties to raise genuine concerns, even if they turn out to be mistaken. URW has established communication channels that allow employees to report issues and seek remedy. URW ensures open access to report accidents, near-misses, and potential instances of non-compliance and related procedures for investigation and appropriate corrective actions to the local H&S correspondent, the relevant manager or the local People teams.

Internal procedures are in place to anticipate, identify and prevent any infringement on employees' human rights and freedoms. These include, for instance, clear rules against any form of discrimination along with anti-harassment and anti-bullying practices including a whistleblowing hotline accessible 24/7 to all employees.

All employees and contractors are invited to report cases or suspicions of criminal activity, violations of national and international laws, any serious threat or harm to the general interest of URW, or breaches of the Group Code of Ethics or other internal policies, by using the Group's whistleblowing platform, the Integrity Line. The platform is hosted by an external provider and is available 24/7 from any location worldwide in all spoken languages within the Group (https://urw.integrityline.org/). The whistleblowing platform allows anonymous reporting and ensures strict confidentiality of the identity of the reporter. The Group policy is to guarantee to not discipline, discriminate or retaliate against any employee or other person who in good faith reports information related to a violation. The Group Whistleblowing Policy has been developed to comply with articles 6, 8 and 17 of the French Law No. 2016-1691 of December 9, 2016, called “Sapin II” as well applicable data protection regulation in the relevant jurisdiction.

URW has established communication channels that allow employees to report issues and seek remedy. URW ensures open access to report accidents, near-misses, and potential instances of non-compliance and related procedures for investigation and appropriate corrective actions to the local H&S correspondent, the relevant manager or the local People teams.

The Group's whistleblowing platform, the Integrity Line, is hosted by an external provider and is available 24/7 from any location worldwide in all spoken languages within the Group (https://urw.integrityline.org/). The whistleblowing platform allows anonymous reporting and ensures strict confidentiality of the identity of the reporter. The Group policy is to guarantee to not discipline, discriminate or retaliate against any employee or other person who in good faith reports information related to a violation. The Group Whistleblowing Policy has been developed to comply with articles 6, 8 and 17 of the French Law No. 2016-1691 of December 9, 2016, called “Sapin II” as well applicable data protection regulation in the relevant jurisdiction.

URW has established communication channels that allow employees to report issues and seek remedy. URW ensures open access to report accidents, near-misses, and potential instances of non-compliance and related procedures for investigation and appropriate corrective actions to the local H&S correspondent, the relevant manager or the local People teams.

The Group's whistleblowing platform, the Integrity Line, is hosted by an external provider and is available 24/7 from any location worldwide in all spoken languages within the Group (https://urw.integrityline.org/). The whistleblowing platform allows anonymous reporting and ensures strict confidentiality of the identity of the reporter. The Group policy is to guarantee to not discipline, discriminate or retaliate against any employee or other person who in good faith reports information related to a violation. The Group Whistleblowing Policy has been developed to comply with articles 6, 8 and 17 of the French Law No. 2016-1691 of December 9, 2016, called “Sapin II” as well applicable data protection regulation in the relevant jurisdiction.

URW is committed to upholding the highest standards of human rights and labor rights protections, ensuring that every individual within URW's sphere of influence is treated with dignity and respect. URW complies with the core conventions and labor standards set by the ILO and is aligned with the OECD Guidelines for Multinational Enterprises. Specific frameworks set up by the Group define and manage additional rules that reinforce employee rights and endorse respect and ethical conduct in business dealings. Internal procedures are in place to anticipate, identify, and prevent any infringement on employees' human rights and freedoms. These include, for instance, clear rules against any form of discrimination along with anti-harassment and anti-bullying practices including a whistleblowing hotline accessible 24/7 to all employees. URW prohibits any form of forced labor or child labor in any part of its business operations or supply chain, with dedicated due diligence mechanisms. Regular audits and continuous improvement efforts across the Group's supply chain demonstrate indeed URW's dedication to transparency and ethical labor practices.

URW has established communication channels that allow employees to report issues and seek remedy. URW ensures open access to report accidents, near-misses, and potential instances of non-compliance and related protocols for investigation and appropriate corrective actions to the local H&S correspondent, the relevant manager or the local People teams. The Group's compliance policies and procedures are founded on a risk-based approach, in line with the industry and operational compliance risks. Procedures are put in place to guide URW's employees in the implementation of the policies. At URW, every employee is an ambassador of ethics and compliance values and rules. The promotion of compliance awareness through a 'tone from the top' is an approach followed by the senior leadership as an acknowledgment of the important role of ethics and compliance in the Group business and to the collective commitment to do the right thing.

The Group has a Diversity & Inclusion framework - Be You at URW - which is embedded through the Be You at URW Charter, signed by all MB and EC members. This includes a commitment to have 40% or more of senior positions occupied by women by 2025, and Diversity & Inclusion objectives in the STI and LTI plans for all MB and EC members. In 2023, the Group progressed towards its gender diversity goals, with 42.5% share of women in senior roles in 2023 compared to 39% in 2022. URW commits to ensuring full equal opportunities in HR practices and processes Group-wide. This target has been achieved as 100% of URW regions ensure full equal opportunities in their HR practices and processes since 2019 by having the URW Equal Opportunity Statement included in formalised HR policies relating to recruitment practices, compensation and benefits, talent reviews, and employee development. The URW Equal Opportunity Statement ensures that the HR policy and processes are applied without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, marital status, age, disability, national or ethnic origin, military service status, citizenship, or other protected characteristics.

The Group Employee Pulse Survey is a valuable tool for URW to gauge the sentiment of its employees and identify areas for improvement. 80% of employees participated in the survey in 2023, providing feedback on various topics such as well-being support and improving ways of working. The survey results are analyzed to identify trends and areas of concern. If the survey results indicate a decline in employee well-being, URW can investigate the causes and implement corrective actions. These might include introducing new wellness programs, providing additional resources for mental health, or making changes to the work environment. The increase in positive sentiment toward well-being at URW by 5% from 2022 to 2023 indicates that the actions taken by URW in response to previous survey results have been effective. This continuous feedback loop allows URW to continually adapt and improve its approach to employee well-being. In this way, the Employee Pulse Survey serves as one of the key instruments for URW to adopt corrective actions and enhance its well-being approach for its employees. It ensures that the voices of employees are heard and that their feedback is actively considered for the improvement of the workplace.

URW's compliance policies and procedures are founded on a risk-based approach, in line with the industry and operational compliance risks. Procedures are put in place to guide URW's employees in the implementation of the policies. At URW, every employee is an ambassador of ethics and compliance values and rules. The promotion of compliance awareness through a 'tone from the top' is an approach followed by the senior leadership as an acknowledgment of the important role of ethics and compliance in the Group business and to the collective commitment to do the right thing. In line with its Health and Safety Statement, in cases where a near-miss or an accident took place, URW has established communication channels that allow employees to report issues and seek remedy. URW ensures open access to report accidents, near-misses, and potential instances of non-compliance and related protocols for investigation and appropriate corrective actions to the local H&S correspondent, the relevant manager or the local People teams.

URW is committed to upholding the highest standards of human rights and labor rights protections, ensuring that every individual within URW's sphere of influence is treated with dignity and respect. URW complies with the core conventions and labor standards set by the ILO and is aligned with the OECD Guidelines for Multinational Enterprises. Specific frameworks set up by the Group define and manage additional rules that reinforce employee rights and endorse respect and ethical conduct in business dealings. Internal procedures are in place to anticipate, identify, and prevent any infringement on employees' human rights and freedoms. These include, for instance, clear rules against any form of discrimination along with anti-harassment and anti-bullying practices including a whistleblowing hotline accessible 24/7 to all employees. URW prohibits any form of forced labor or child labor in any part of its business operations or supply chain, with dedicated due diligence mechanisms. Regular audits and continuous improvement efforts across the Group's supply chain demonstrate indeed URW's dedication to transparency and ethical labor practices.

The Group has a Diversity & Inclusion framework - Be You at URW - which is embedded through the Be You at URW Charter, signed by all MB and EC members. This includes a commitment to have 40% or more of senior positions occupied by women by 2025, and Diversity & Inclusion objectives in the STI and LTI plans for all MB and EC members. In 2023, the Group progressed towards its gender diversity goals, with 42.5% share of women in senior roles in 2023 compared to 39% in 2022. URW commits to ensuring full equal opportunities in HR practices and processes Group-wide. This target has been achieved as 100% of URW regions ensure full equal opportunities in their HR practices and processes since 2019 by having the URW Equal Opportunity Statement included in formalised HR policies relating to recruitment practices, compensation and benefits, talent reviews, and employee development. The URW Equal Opportunity Statement ensures that the HR policy and processes are applied without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, marital status, age, disability, national or ethnic origin, military service status, citizenship, or other protected characteristics.