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.

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.