URW has a European representative body since 2009, the European Employees Committee ("EEC"). The EEC meets at least twice a year and is provided annually with information regarding the market at large and the Group's economic situation (presentation of the Group's financial results, development and investment projects, etc.) and the Group's strategy, strategic transactions, sustainability roadmap, and working conditions. This body is also a forum for the exchange of best practices within countries. The committee also discusses all issues regarding the Group's employees with implication at EU Level. Through workshops, it regularly contributes to the exchange of best practices related to employment issues. Although the Company is not subject to the legal obligations regarding employee representation on the SB, the Group is committed to employee dialogue and works with employee representatives. In addition, since 2009, the EEC has received information regarding the Group's economic situation and has discussed all issues regarding the Group's employees.

URW has a European representative body since 2009, the European Employees Committee ("EEC"). The EEC meets at least twice a year and is provided annually with information regarding the market at large and the Group's economic situation (presentation of the Group's financial results, development and investment projects, etc.) and the Group's strategy, strategic transactions, sustainability roadmap, and working conditions. This body is also a forum for the exchange of best practices within countries. The committee also discusses all issues regarding the Group's employees with implication at EU Level. Through workshops, it regularly contributes to the exchange of best practices related to employment issues. Although the Company is not subject to the legal obligations regarding employee representation on the SB, the Group is committed to employee dialogue and works with employee representatives. In addition, since 2009, the EEC has received information regarding the Group's economic situation and has discussed all issues regarding the Group's employees.

URW has a European representative body since 2009, the European Employees Committee ("EEC"). The EEC meets at least twice a year and is provided annually with information regarding the market at large and the Group's economic situation (presentation of the Group's financial results, development and investment projects, etc.) and the Group's strategy, strategic transactions, sustainability roadmap, and working conditions. This body is also a forum for the exchange of best practices within countries. The committee also discusses all issues regarding the Group's employees with implication at EU Level. Through workshops, it regularly contributes to the exchange of best practices related to employment issues. Although the Company is not subject to the legal obligations regarding employee representation on the SB, the Group is committed to employee dialogue and works with employee representatives. In addition, since 2009, the EEC has received information regarding the Group's economic situation and has discussed all issues regarding the Group's employees.

URW has a European representative body since 2009, the European Employees Committee ("EEC"). The EEC meets at least twice a year and is provided annually with information regarding the market at large and the Group's economic situation (presentation of the Group's financial results, development and investment projects, etc.) and the Group's strategy, strategic transactions, sustainability roadmap, and working conditions. This body is also a forum for the exchange of best practices within countries. The committee also discusses all issues regarding the Group's employees with implication at EU Level. Through workshops, it regularly contributes to the exchange of best practices related to employment issues. Although the Company is not subject to the legal obligations regarding employee representation on the SB, the Group is committed to employee dialogue and works with employee representatives. In addition, since 2009, the EEC has received information regarding the Group's economic situation and has discussed all issues regarding the Group's employees.

URW has a European representative body since 2009, the European Employees Committee ("EEC"). The EEC meets at least twice a year and is provided annually with information regarding the market at large and the Group's economic situation (presentation of the Group's financial results, development and investment projects, etc.) and the Group's strategy, strategic transactions, sustainability roadmap, and working conditions. This body is also a forum for the exchange of best practices within countries. The committee also discusses all issues regarding the Group's employees with implication at EU Level. Through workshops, it regularly contributes to the exchange of best practices related to employment issues. Although the Company is not subject to the legal obligations regarding employee representation on the SB, the Group is committed to employee dialogue and works with employee representatives. In addition, since 2009, the EEC has received information regarding the Group's economic situation and has discussed all issues regarding the Group's employees.

URW has a European representative body since 2009, the European Employees Committee ("EEC"). The EEC meets at least twice a year and is provided annually with information regarding the market at large and the Group's economic situation (presentation of the Group's financial results, development and investment projects, etc.) and the Group's strategy, strategic transactions, sustainability roadmap, and working conditions. This body is also a forum for the exchange of best practices within countries. The committee also discusses all issues regarding the Group's employees with implication at EU Level. Through workshops, it regularly contributes to the exchange of best practices related to employment issues. Although the Company is not subject to the legal obligations regarding employee representation on the SB, the Group is committed to employee dialogue and works with employee representatives. In addition, since 2009, the EEC has received information regarding the Group's economic situation and has discussed all issues regarding the Group's employees.

The Group's Diversity & Inclusion framework – Be You at URW – is embedded through the Be You at URW Charter, signed by all MB and EC members, which 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.

The Group Employee Pulse Survey was again rolled out to all employees in 2023, including a focus and measure on Diversity & Inclusion. 80% of employees participated in the survey, with approximately 70% of respondents indicating positive sentiment toward URW's commitment to diversity and creating an environment of inclusion. A Group survey is rolled out each year to check in with the global employee community and help shape effective plans to create an even more inclusive working culture.

Viparis is a signatory of the French Diversity Charter, and signed an agreement with public authorities on disability, including recruitment, job retention, information and awareness-raising initiatives. There is well-balanced gender parity at Viparis, reflecting an open recruitment policy. Moreover, Viparis received a score of 94/100 in the French Gender Equality Index in 2023 for the year 2022. In addition, Viparis is a signatory of the Charte des Femmes de l’Immobilier, which promotes concrete actions and objectives in areas including equal pay, training and recruitment.

URW has a European representative body since 2009, the European Employees Committee ("EEC"). The EEC meets at least twice a year and is provided annually with information regarding the market at large and the Group's economic situation (presentation of the Group's financial results, development and investment projects, etc.) and the Group's strategy, strategic transactions, sustainability roadmap, and working conditions. This body is also a forum for the exchange of best practices within countries. The committee also discusses all issues regarding the Group's employees with implication at EU Level. Through workshops, it regularly contributes to the exchange of best practices related to employment issues. Although the Company is not subject to the legal obligations regarding employee representation on the SB, the Group is committed to employee dialogue and works with employee representatives. In addition, since 2009, the EEC has received information regarding the Group's economic situation and has discussed all issues regarding the Group's employees.

URW has a European representative body since 2009, the European Employees Committee ("EEC"). The EEC meets at least twice a year and is provided annually with information regarding the market at large and the Group's economic situation (presentation of the Group's financial results, development and investment projects, etc.) and the Group's strategy, strategic transactions, sustainability roadmap, and working conditions. This body is also a forum for the exchange of best practices within countries. The committee also discusses all issues regarding the Group's employees with implication at EU Level. Through workshops, it regularly contributes to the exchange of best practices related to employment issues. Although the Company is not subject to the legal obligations regarding employee representation on the SB, the Group is committed to employee dialogue and works with employee representatives. In addition, since 2009, the EEC has received information regarding the Group's economic situation and has discussed all issues regarding the Group's employees.

Through its Code of Ethics, URW is committed to strong ethical core values when it comes to how the Group conducts its day-to-day business in an ethical, transparent and fair manner. The Group has a "zero tolerance" principle against all forms of unethical practices, such as inappropriate, disrespectful or unlawful behaviour, harassment, discrimination, corruption, bribery, influence peddling and human rights violations. 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 acknowledgement of the important role of ethics and compliance in the Group business and to the collective commitment to do the right thing.

A European Diversity Charter has been promoted throughout the Group since 2012 to fight all forms of discrimination and harassment.

In line with the Directive (EU) 2019/1937 of the European Parliament and of the Council of 23 October 2019 on the protection of persons who report breaches of Union Law, URW encourages employees and third parties to report concerns via transparency and support mechanisms. 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.

Viparis also falls within this approach by implementing its Code of Ethics and a whistleblowing procedure to alert Viparis of any possible infringement of its Code of Ethics or local legislation. This whistleblowing procedure is accessible to different categories of persons, such as employees, external staff (e.g. employees of service providers) and occasional workers (e.g. temporary staff and trainees), as well as direct and indirect suppliers.