Vestas employees are encouraged to complete an online Employee Engagement Survey (EES) on an annual basis. This is Vestas’ standard channel globally for receiving feedback on a range of topics, allowing us to externally benchmark and track progress over time. The survey is available to all employees and to certain non-employees (working in specified areas). The survey is anonymous, and the survey is offered in 20 languages to ensure accessibility and that all voices are heard equally across our workforce. The survey is led by our People and Culture (P&C) function and owned by the Executive Vice President of People & Culture (CPCO). Effectiveness of the engagement is primarily assessed by monitoring survey results, paying particular attention to low scores, and by collecting feedback on the process and monitoring the participation rate. In 2024, the participation rate was 90 percent (2023: 89 percent), and the Employee Net Promoter Score was 31 (2023: 19). We see a clear connection between decreasing turnover and engagement and this is also reflected in our data points. Furthermore, Vestas has focused on inclusive leadership and psychological safety in our learning series, which has also showed positive trending in a number of metrics across the EES.

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.