EXMAR report 2025

3.3 SOCIAL 110 3.3.2 Policies related to our own workforce There is no doubt that sound governance and Human Resource (HR) processes and practices are essential in a company like EXMAR. Hence, we have developed policies on both group and subsidiary level, tailored to the groups of employees throughout all entities. For office employees, these policies are aligned with national labor laws and international labor standards, with particular attention to the requirements set out in PC 225 (for Belgium). PC 225 defines agreements for international trade, transport and related sectors and helps us to ensure that we comply with recognized frameworks for fair labor practices and employee rights. Regarding seafarers, our policies are aligned with the requirements of the Maritime Labor Convention (MLC) 2006. Through external certification of our vessels, we ensure compliance with MLC standards on topics such as the protection of seafarers’ rights, working conditions and safety at sea. Lastly, all policies, for both groups of employees, are aligned with the UN Principles on Business and Human Rights: a framework to prevent, address and remedy human rights abuses that may occur in the context of business operations. Within the set of policies and procedures, there is specific attention to the management of material impacts, risks and opportunities (IROs) connected to EXMAR’s own workforce. The Privacy Policy, Sustainability Policy, Anti-harassment and Non-discrimination Policy as well as associated crewing and recruitment procedures, touch upon the material topics of ‘freedom of association’, ‘collective bargaining’, ‘health and safety’, ‘training and skills development’, ‘diversity’, and ‘adequate housing’. In general, they enhance fair treatment and opportunities for all employees and help to mitigate risks. Besides, we try to respond to well-being, work- life balance, security, compliance and equitable access by a Home Office Arrangement, designed to address the evolving work environment – particularly for employees working remotely or in hybrid settings. This arrangement is already in place for HQ (Antwerp) and India. We intend to expand the approach to other offices worldwide. Lastly, we aim to support development and growth of all employees through different training programs. Thereby, we enhance expertise and knowledge to succeed in different roles, while also mitigating risks associated with underperformance or lack of skills. Some documents deserve more attention. In first instance, our Code of Business Ethics (for office employees) and Code of Conduct (for seafarers) define the behavior and expectations of EXMAR’s employees. Everyone is obliged to commit to these documents, to ensure that all activities are carried out in a safe, ethical and efficient manner, in compliance with applicable rules and regulations. Employees are expected to operate with honesty and integrity, treating all colleagues, customers and partners with respect and professionalism and maintaining clear and timely communication with all parties involved. The Code of Business Ethics/Code of Conduct is included in the onboarding process and employees are encouraged to promote awareness thereof to everyone, as well as to report any violations – for which multiple (anonymous) channels are developed. For seafarers, additional emphasis is placed on EXMAR’s safety vision as well as correct actions to prevent any unsafe work or behavior. Secondly, the Health, Safety, Environment and Quality (HSEQ) Policy is in place for the safety and well-being of our own workforce, while managing the risks associated with maritime operations. As cornerstone of our Safety Management System, it is critical in minimizing risks, protecting human life, ensuring operational integrity, and preserving the maritime ecosystem. For seafarers this means not only adhering to these guidelines but also being proactive in promoting a culture of safety and sustainability. In the parts below, we provide detailed descriptions of our approach to human rights & labor rights and employee engagement and inclusion. Furthermore, we describe how we tackle material negative impacts on our employees, focusing on grievance mechanisms. In Appendix 2 you find an overview of how each policy complies with the ESRS Minimum Disclosure Requirements for policies (MDR-P), outlining elements such as key content, scope and accountability. 3.3.2.1 HUMAN RIGHTS AND LABOR RIGHTS EXMAR is committed to uphold and promote respect for human rights, incl. labor rights, across all segments of the workforce. We do our best to create a workplace where all individuals are respected, treated fairly, and protected from harm, regardless of their role or work location. Our commitment aligns with both national labor laws and international human rights standards, addressing human trafficking, forced or compulsory labor and child labor. Key principles include:  Respect for freedom of association and collective bargaining: Support employees’ rights to form or join unions and engage in collective bargaining.  Non-discrimination and equal opportunities: Ensure no one faces discrimination based on race, gender, age, religion, nationality or any other status.  Fair and safe working conditions: Provide an environment that prioritizes health, safety and dignity for all employees.