Vestas has identified equal treatment and opportunities for all to be material in relation to Vestas’ workforce. We identified material positive impacts relating to diversity and training and skills development. All members of our workforce who could be materially impacted by Vestas are included in the scope of this disclosure. Vestas values the diversity of its workforce, which spans our global operations. We strive to strengthen representation and equity within our workforce while fostering an inclusive culture through initiatives such as recruiting from diverse talent pools, conducting unconscious bias training, and implementing our DEIB policy. Vestas supports growing female participation in corporate leadership positions through a range of practical initiatives including setting internally and externally shared goals. A diverse and inclusive working environment positively impacts all members of the workforce through improved well-being, greater psychological safety, and enhanced opportunities for collaboration and innovation. These benefits are evidenced by recent Employee Engagement Survey (EES) results, highlighting that respondents feel accepted at Vestas. This actual positive impact occurs in our own operations in the short term. Beyond its internal benefits, Vestas’ focus on diversity and inclusion supports our long-term growth and enhances our competitive advantage.

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.

We have identified two overarching decarbonisation levers. We allocate financial resources and dedicated resources to meet our emission reduction targets:

• Transition to renewable energy across our own operations to reduce scope 1 and 2 emissions.
• Work with suppliers to reduce supply chain scope 3 emissions from materials and transport.

Scope of priority actions: We prioritise the implementation of our transition plan through priority actions, which are actions that have the greatest potential to reduce our GHG emissions. The scope of these priority actions includes our own operations (scope 1 and 2) and upstream value chain (scope 3). We track progress on these actions across all geographical areas where we operate, and we work in implementation with stakeholders across manufacturing, construction, and service operations, as well as with our suppliers. Vestas acknowledges that transition plans for GHG reductions could potentially have some material impacts on workers. For example, we acknowledge the need to continue to assess and consider the feedback from our colleagues in Service and Manufacturing, and our transitioning to electric vehicles (EVs), to ensure these EVs meet all requirements for standard vehicles and that sufficient training is provided to operate the vehicles.

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.

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.

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.

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.

Every health and safety incident is one too many, and we thoroughly investigate each case to assess root cause and mitigation actions at the given site of occurrence. The inherent risk and negative impact of health and safety incidents is actual, short-term, localised and not widespread or systemic. When operating in a heavy industry it also becomes naturally connected to our business model and part of our strategy including commitments, targets and progress reporting aligned with our annual reporting cycle.

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 changing 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 S1-3.

Vestas operates within a global supplier network including direct, upstream suppliers who manufacture components and materials for wind turbines, and indirect, downstream suppliers, providing products and services at wind farms. These collaborations are critical to our business strategy, but can also contribute to potential negative impacts within our value chain. In order to identify, manage and mitigate the potential negative impacts, which Vestas can contribute or be linked to, we request our suppliers take diligent and reasonable steps to prevent human and labour rights violations within their own supply chains as outlined in Vestas’ Supplier Code of Conduct. Our value chain encompasses a diverse workforce, including, but not limited to, employees in the upstream supply chain working at suppliers’ manufacturing facilities, individuals involved in extraction of raw materials, and downstream covering contractors for constructing the wind turbines at project site or for servicing already installed wind turbines. We are dedicated to ensuring fair treatment and opportunities for all workers, including vulnerable groups such as migrants, young workers, and women in certain high-risk regions. All materially affected workers in the supply chain are covered in this disclosure.