Our workforce is governed by a comprehensive set of policies designed to prevent risks, injuries and any harm at work, ensuring fair and equitable treatment, and protection of human rights. Our Human Rights Policy and Employee Code of Conduct (The Code) have been developed to set a high level of commitment within these areas including ethical principles and standards. Human Rights Policy: Our Human Rights policy outlines our commitment to respect human rights, including labour rights, of people in Vestas’s own workforce and our value chain. Vestas applies international, best practice standards in circumstances where local laws and regulations set lower standards and do not prohibit their application. The policy applies globally in our own operations and therefore covers all members of our workforce. The commitments in this policy also apply to our business partners, such as customers and suppliers, across our whole value chain where we seek to use our leverage to promote respect for human rights. The policy addresses the management of impacts, risks, and opportunities related to working conditions and equal treatment and opportunities for all. This includes respecting the labour rights of our own workforce and engaging with our own workforce. The policy is available for all employees and other stakeholders at our corporate website. The application of the policy is monitored through our due diligence framework both upstream and downstream in our value chain, as well as through our Corporate-Wide Human Rights Assessment conducted every three years. The Human Rights Policy was introduced in 2010, before which we considered various internal stakeholders, and it was was revisited in 2015 and 2019. The policy is signed by the Board Chair, and Executive Management holds the highest level of accountability for implementing the policy.

Our workforce is governed by a comprehensive set of policies designed to prevent risks, injuries and any harm at work, ensuring fair and equitable treatment, and protection of human rights. Our Human Rights Policy and Employee Code of Conduct (The Code) have been developed to set a high level of commitment within these areas including ethical principles and standards. Human Rights Policy: Our Human Rights policy outlines our commitment to respect human rights, including labour rights, of people in Vestas’s own workforce and our value chain. Vestas applies international, best practice standards in circumstances where local laws and regulations set lower standards and do not prohibit their application. The policy applies globally in our own operations and therefore covers all members of our workforce. The commitments in this policy also apply to our business partners, such as customers and suppliers, across our whole value chain where we seek to use our leverage to promote respect for human rights. The policy addresses the management of impacts, risks, and opportunities related to working conditions and equal treatment and opportunities for all. This includes respecting the labour rights of our own workforce and engaging with our own workforce. The policy is available for all employees and other stakeholders at our corporate website. The application of the policy is monitored through our due diligence framework both upstream and downstream in our value chain, as well as through our Corporate-Wide Human Rights Assessment conducted every three years. The Human Rights Policy was introduced in 2010, before which we considered various internal stakeholders, and it was was revisited in 2015 and 2019. The policy is signed by the Board Chair, and Executive Management holds the highest level of accountability for implementing the policy.

The Code expresses zero tolerance of modern slavery, child and forced labour or human trafficking. The Code also outlines how Vestas employees are expected to behave to prevent discrimination in the workplace, including harassment, as well as promoting equal opportunities and treatment.

The Vestas Safety, Quality, Health, and Environmental (SQHE) Policy and HSE framework outline the procedures in identifying, mitigating, and reporting health and safety related negative impacts and risks for own workforce as well as for contractors and suppliers in the value chain for all positions globally. The SQHE Policy is approved by the Executive Management and supported by our HSE management system based on the principles of ISO 45001. Reports on injury rate performance are shared with the Board on a quarterly basis, and with the Executive Management team on a monthly basis. Our SQHE Policy applies to all Vestas entities, employees, activities, products and services, and includes our expectations in relation to external parties. The policy is reviewed annually and was aligned with the ESRS and Vestas’ HSE framework in 2024.

Diversity, Equity, Inclusion & Belonging Policy (DEIB Policy) sets out Vestas’ approach and strategy to diversity and inclusion. The policy includes our DEIB mission statement and commitment to ensuring all potential, future and current employees are guaranteed equal opportunities and fair treatment, regardless of their background. The policy prioritises commitments to diversity, equitable opportunities, an inclusive culture, inclusive leadership, and a respectful, discrimination-free workplace that adapts to regional needs. The policy focuses on people from groups at particular risk of vulnerability related to gender, ethnicity, age, and seniority. By focusing on equitable opportunities, Vestas ensures that all employees, regardless of their background or individual circumstances, have access to resources and support needed to succeed and thrive. In case of discrimination Vestas encourages employees to utilise our whistleblower platform EthicsLine, which is further documented in section SI-3.

Diversity, Equity, Inclusion & Belonging Policy (DEIB Policy) sets out Vestas’ approach and strategy to diversity and inclusion. The policy includes our DEIB mission statement and commitment to ensuring all potential, future and current employees are guaranteed equal opportunities and fair treatment, regardless of their background. The policy prioritises commitments to diversity, equitable opportunities, an inclusive culture, inclusive leadership, and a respectful, discrimination-free workplace that adapts to regional needs. The policy focuses on people from groups at particular risk of vulnerability related to gender, ethnicity, age, and seniority. By focusing on equitable opportunities, Vestas ensures that all employees, regardless of their background or individual circumstances, have access to resources and support needed to succeed and thrive. In case of discrimination Vestas encourages employees to utilise our whistleblower platform EthicsLine, which is further documented in section SI-3.

Diversity, Equity, Inclusion & Belonging Policy (DEIB Policy) sets out Vestas’ approach and strategy to diversity and inclusion. The policy includes our DEIB mission statement and commitment to ensuring all potential, future and current employees are guaranteed equal opportunities and fair treatment, regardless of their background. The policy prioritises commitments to diversity, equitable opportunities, an inclusive culture, inclusive leadership, and a respectful, discrimination-free workplace that adapts to regional needs. The policy focuses on people from groups at particular risk of vulnerability related to gender, ethnicity, age, and seniority. By focusing on equitable opportunities, Vestas ensures that all employees, regardless of their background or individual circumstances, have access to resources and support needed to succeed and thrive. In case of discrimination Vestas encourages employees to utilise our whistleblower platform EthicsLine, which is further documented in section SI-3.

Diversity, Equity, Inclusion & Belonging Policy (DEIB Policy) sets out Vestas’ approach and strategy to diversity and inclusion. The policy includes our DEIB mission statement and commitment to ensuring all potential, future and current employees are guaranteed equal opportunities and fair treatment, regardless of their background. The policy prioritises commitments to diversity, equitable opportunities, an inclusive culture, inclusive leadership, and a respectful, discrimination-free workplace that adapts to regional needs. The policy focuses on people from groups at particular risk of vulnerability related to gender, ethnicity, age, and seniority. By focusing on equitable opportunities, Vestas ensures that all employees, regardless of their background or individual circumstances, have access to resources and support needed to succeed and thrive. In case of discrimination Vestas encourages employees to utilise our whistleblower platform EthicsLine, which is further documented in section SI-3.

The policy is available on the Vestas intranet and content of the policy is communicated to employees through various channels, such as company intranet, internal communication, training sessions, and the P&C function.

Training and skills development initiatives are led by the People & Culture function and various functional Learning & Development teams across Vestas. See SI-4 Working Conditions for details on how these actions are identified and resourced. The Global Head of DEIB identifies and leads actions relating to equitable opportunities, working closely with regional teams and Employee Resource Groups (ERGs). DEIB actions are supported by a dedicated budget for diversity and inclusion-related training, awareness raising sessions, and region-specific initiatives. The DMA did not identify any material negative impacts relating to equal treatment and opportunities for all, so no remedial action has been required to date during the year. The scope of the actions below apply to recruitment, training and skills development undertaken across all Vestas’ operations.