The Executive Management team receives periodic diversity reporting to ensure strategic alignment and the Global DEIB Team meets monthly to address regional DEIB priorities and coordinate initiatives.

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.

To ensure Vestas is a responsible employer, we offer various components including healthcare benefits, retirement and pension plans, paid leave, income protection, workplace safety, and well-being, as well as training and development aligned to local market standards and practices. We ensure all members of the workforce are covered in compliance with local legislation and by benchmarking for the specific markets that we operate in. In the event of contract terminations, we offer fair severance packages in line with industry standards.

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.

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.

Vestas provides clear reporting mechanisms and appropriate channels for all members of the workforce to raise concerns and have them addressed. Their commitment and reference to grievance mechanisms, such as EthicsLine, are outlined in their policies, including the Human Rights Policy and Employee Code of Conduct. Employees can send questions and requests related to their employment via a service desk platform, a whistleblower platform, EthicsLine, and work councils in certain regions. Employees are encouraged to speak to their managers or contact their P&C Business Partner. All stakeholders, including members of Vestas' workforce, are encouraged to raise allegations relating to misconduct or impropriety through these channels. Vestas investigates alleged concerns raised and seeks resolution through EthicsLine, ensuring that concerns are addressed in a manner appropriate to the nature of the case.

Vestas has a Learning and Development Policy that clarifies roles and responsibilities related to L&D across the organization. This policy outlines expectations for people managers, employees, and all L&D functions and activities throughout Vestas. The policy applies to all employees, all functions, and all units at Vestas. The Global Head of Talent Management, who oversees the Global Talent Management Function, is accountable for its implementation and effectiveness, with support from the Head of Global Learning & Development. Vestas prioritizes the continuous development and growth of its people to support the achievement of its strategic goals. They have established talent development programs alongside other blended learning and development opportunities to enhance the skills and competencies of all employees. The latest results of their Employee Engagement Survey (EES) highlighted that respondents feel they have strong opportunities to learn and grow at Vestas. This benefits all employees through enhanced skills, greater job satisfaction, and career progression. Collectively, this supports greater employee engagement to ensure Vestas maintains a forward-looking and adaptive organization.

Vestas' workforce comprises more than 35,000 employees, dedicated to accelerating the energy transition. At Vestas, we value our people immensely, and strive to create a safe, diverse and inclusive working environment for all. Securing employment is a foundational element in an effective workplace. It ensures Vestas’ ability to attract and retain the best talent in the industry – enabling us as an organisation to deliver on our strategic ambition. All members of our workforce who could be materially impacted by Vestas are included in the scope of this disclosure. See the Accounting policies for 'Characteristics of employees' for further information about the scope of impact.

Vestas' workforce comprises more than 35,000 employees, dedicated to accelerating the energy transition. At Vestas, we value our people immensely, and strive to create a safe, diverse and inclusive working environment for all. Securing employment is a foundational element in an effective workplace. It ensures Vestas’ ability to attract and retain the best talent in the industry – enabling us as an organisation to deliver on our strategic ambition. All members of our workforce who could be materially impacted by Vestas are included in the scope of this disclosure. See the Accounting policies for 'Characteristics of employees' for further information about the scope of impact.

During 2024, Vestas did not identify any areas with operations at significant risk of incidents of child labor. The Vestas Employee Code of Conduct (the Code) sets out the behavioural expectations Vestas has to the members of its own workforce globally. The Code sets the standards and commitments to ensure a safe and ethical workplace, respecting the human rights of all stakeholders engaged, to create a workplace free from discrimination and to respect human rights. The Code therefore governs Vestas’ approach to managing S1 related IROs under working conditions, health and safety, equal opportunities as well as the G1 IROs related to political engagement, see G1-5 page 127.