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.

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.