All employees have access to an employee handbook that contains guidelines on policies and practices that are specifically applicable to their region. The handbook helps employees beer understand their job expectations, as well as Arxada and the company culture. It contains practical information on employee benefits, and outlines how misconduct, such as harassment and discrimination, is handled. Our employee handbooks reflect our company values and reinforces our Code of Conduct. Learn more about our Code of Conduct, values and approach to business ethics. To ensure we are eectively promoting areas such as diversity and inclusion, and health and wellbeing within our organization, we value and rely on feedback from our employees. To gather this feedback, we use Peakon, the employee engagement plaorm for our Insights2Action survey. This initiative is deployed across our organization to measure our drivers of employee engagement including role rewards, recognition, workload and other items that contribute to an overall engagement score. We work with local teams to develop and agree on action plans to improve their scores and engage employees more eectively. The survey also provides an employee Net Promoter Score (eNPS). The eNPS tells us how likely our employees are to recommend Arxada as a place to work to family and friends, thus providing an additional measure of employee engagement and satisfaction. In 2022, our eNPS was 7.2 and we aim to achieve a score of 7.5 by 2024. We will work to improve our engagement with eNPS by providing enhanced training for line managers to enable them to have more meaningful development conversations and oer beer support for their teams. Insight2Action survey results are shared at the individual team level. Both the team results, as well as global results, help us identify areas across the business that need more support and aention in 2023. Arxada’s 2022 Insight2Action scores 73% 7.2 Of our employees responded to our Our 2022 eNPS score employee survey in 2022 Looking forward to 2023 In 2023, we will expand and grow our DEI eorts. The DEI steering team will work to build a more comprehensive strategy to drive progress toward our goals and build a foundation for nurturing a culture of inclusion and belonging. Our DEI eorts will be further supported by the launch of our employee resource groups (ERGs). Through our ERGs, we will aim to hear the authentic voices of our employees and understand their motivations and needs. This input will help us build the supporting policies, frameworks and practices required to reach our targets and goals, and create a true culture of belonging. We aspire to maintain this continuous feedback loop to ensure our employees feel heard and included.