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Projects will vary from creating access to water to addressing unemployment, tackling inequality and more.

This consists of controls designed to identify, protect, detect, respond and recover from information and cyber security incidents.

In addition, the Company maintains the Supplemental Executive Retirement Plan which provides retirement income to its former Chief Executive Officer for life, based on averaged compensation before retirement, including base salary and cash incentive compensation.

Later he suffered an accident that left him partially immobile for a few months.

a refreshed set of harmonized ‘safety leadership principles’, designed to guide behaviour and ways of working across Company – driving a robust, consistent safety culture.

Human rights We believe everyone deserves to be treated with fairness, respect and dignity.

WWe may not be successful in our efforts to promote card usage through marketing and promotion, merchant acceptance and Card Member rewards and services, or to effectively control the costs of such investments, both of which may materially impact our profitability.

The contribution rates in the pension plan have not changed for several years, and only age driven adjustments were applied.

Prepared in accordance with International Financial Reporting Standards (IFRS) as adopted by the European Union (EU) and comply with the financial reporting requirements included in Part Civil Code.

of the action and drive a sense of community.

For the benefit of society, we want to be valued and trusted by our stakeholders as a sustainable source of great medicines over the long term.

A listed entity should disclose whether it has any material exposure to environmental or social risks and, if it does, how it manages or intends to manage those risks.

Equal pay: Comparable salary levels for male and female employees on similar type of jobs in an operating company.

Together with local communities and government agencies, we brought the river behind our brewery back to life within three years and increased access to water for communities.

will set and prospectively disclose appropriate ESG target(s) on an annual basis.

Engagement with the workforce The Board and its ESG Committee take a keen interest in the welfare of environment, and embraces its overall responsibility for the people within the Company.

Melody is an advocate for the advancement of women in energy as the prior executive sponsor of the Chevron Women’s Network, a member of the advisory board for McKinsey Advancing Women in Energy and through other venues.

We aim to empower consumers by making it easier to select the right beverage for the right occasion, everywhere and at any time of day.

Company is a leading global technology company that energizes the transformation of society and industry to achieve a more productive, sustainable future.

Alexion neither admitted nor denied any wrongdoing in connection with the settlement but paid $SEC, consisting of amounts attributable to disgorgement, civil penalties, and prejudgment interest.

We are stepping up our focus to deliver continuous productivity improvements and raising the bar of our environmental and social sustainability ambitions.

We launched new trainings for security staff in line with the Voluntary Principles on Security and Human Rights, focusing on operations in volatile environments.

Each is designed to change habits by advocating positive behaviours rather than criticising bad behaviour.

The Directors’ diverse range of skills, experience and industry knowledge, and ability to exercise independent and objective judgement, help the Board to operate effectively in its oversight of delivery of the Group’s strategy, generation of shareholder value and contributions to wider society.

The expression is generally used in relation to the environment, society and governance (ESG).

• Focusing on the health and safety of its associates by investing in various wellness programs throughout the year that are designed to enhance the physical, financial, and mental well-being of its associates globally.

As of contribution as new executives under Dutch employment contract below the Executive Board, which is currently 18% of base salary.

Farah credits her supportive colleagues and a great working environment for keeping her motivated to keep learning and developing as a service engineer at Company.

Employees volunteer with community groups and via direct donations too.

Through unlocking the full potential of our people and organisation, we are on a journey to create a workplace and culture that attracts, develops and retains talent who embody our new purpose and values.

The lawsuits seek various remedies including compensation to lead-poisoned children, cost to find and remove lead paint from buildings, medical monitoring and screening programmes, public warning and education of lead hazards, reimbursement of government healthcare costs and special education for lead-poisoned citizens and punitive damages.

To fully complete the decentralized way of working at Company, our focus area in will be to make sure that we also have accountability, transparency and speed within all of the Divisions.

In addition, our employees continue to face challenges in their well-being, given the additional financial, family and health burdens that many employees have experienced and could continue to experience because of the pandemic that may negatively impact our people’s mental and physical health, engagement and retention.

Group companies are also subject to environmental claims for personal injury and property damage alleging the release of, or exposure to, hazardous substances.

The Supervisory Board is keen to embrace diversity at large and considers gender, experience, background, nationality, knowledge, skills and insight are equally important and relevant criteria in selecting new members.

– Compliance with the Company Code of Conduct.

A machine learning model supporting our revenue and margin growth is now operational in our markets to analyse how much of incremental sales are driven by promotions, recommending how the promotion strategy can be improved and estimating cannibalisation of other products while a promotion is running.

Our analytic models deliver both cost savings and generate revenue, and they include models such as minor stop analysis, promotion optimisation, churn prediction and spend analysis.

a session was held with members of our business resource groups that focus on ethnic diversity.

furthermore uses services provided by third parties, including in its Sport vertical during the transition to Company’s new proprietary platform, game providers including live casino, payment service providers, KYC and age verification providers, which if disrupted due to general economic conditions or otherwise, may impact Company’s operations.

The board is also supportive of awareness training sessions and ‘huddles’ including those hosted this year on neurodiversity and mental wellbeing.

In particular, in many parts of the world, including countries in which we operate and/or seek to expand, practices in the local business community might not conform to international business standards and could violate anticorruption laws, or regulations, including the U.S. Foreign Corrupt Practices Act and the U.K. Bribery Act 2010.

We also participated in advocacy initiatives through platforms like the Alliance for CEO Climate Leaders, the Net Zero movement, the International Alliance for Responsible Drinking, the Dutch Sustainable Growth Coalition and the United Nations ‘Orange the World’ campaign against gender violence.

Furthermore, the resignation rate of these attendees is lower than the overall target population (Women as Leaders attendees compared with 7.6% for women in mid- to senior-level roles).

Changes to our product portfolio, growing insights of hazards associated with potential food contaminants, growing consumers’ concern on food safety and a more complex legal environment, make it necessary to constantly take action to adapt and respond to these changes, to assure food safety for our consumers.

Third-party employees are an important part of our Company and we take responsibility for ensuring they work reasonable hours in a safe, healthy and decent environment and that they earn a fair wage, which are all embedded in the working standards.

Digital skills programme A particular focus of the learning and development programme for enhancing digital skills, intended to empower the board’s oversight of Company’s digital strategy.

We are refreshing our Talent Management strategy to align to our Evergreen ambitions and the external environment changes.

In September General of Canada sought leave to appeal the decision to the Supreme Court of Canada.

2018 8,244 3,805 41.7 198 91 6.1% 2019 7,112 3,726 42.9 166 87 5.6% 2020 1,261 835 41.9 30 20 -11.9% 2021 8,437 4,228 40.8 207 104 12.2% 1 Total remuneration for the CEO and CFO as per note 13.3 Related Parties (i.e. fixed salary, short and long term incentives, pension contributions and other emoluments).

For example, by taking over the operation of certain portions of our clients’ businesses, including functions and systems that are critical to the core businesses of our clients, by contributing to the design, development and/or engineering of client products, or by providing various operational technology solutions, we may be exposed to additional and evolving operational, regulatory, reputational or other risks specific to these areas, including risks related to data security.

Payments made to the Employee Benefit Trust upon vesting of share awards recognised as part of the consideration for the acquisition of Alexion are recognised within investing activities in the Group’s Consolidated Statement of Cash Flows.

– Put Safety First by creating leadership capacity to drive zero fatal accidents and serious injuries at work.

We follow the UN Guiding Principles on Business and Human Rights and our Human Rights policy, Supplier Code and due diligence process guide us to understand, avoid and address our human rights related risks.

The Board is provided each year with a comprehensive overview of the Company workforce, covering a wide range of metrics and measures (including trends around gender diversity, leadership, ethnic diversity and age profile).

for salary and slightly underachieves the parity level for overall compensation (salary plus actual bonus), as it has employees from different businesses assigned with different bonus plans, leading to varying levels of bonus payments.

in building and maintaining healthy habits across all aspects of wellbeing.

In bonus scorecard will remain unchanged for employees and we will expand sustainability measures in the long-term incentive plan scorecard for group leaders, through two social measures; employee engagement and an improvement in ethnic representation.

The primary areas of focus for the UKGC were responsible gambling and prevention of underage gambling, consumer protection, and anti-money laundering.

Governance During gender pay policy and disclosure requirements and fully performed its regular activities, which include formulating the Compensation Report, preparing the “say-on-pay” vote for the AGM, reviewing the terms of departure for members of the EC, and recommending to the Board the performance measures and targets for the EC as well as the compensation of the Board, the CEO and the EC members.

These targets have been approved by the Board and accountability for delivery has been defined.

Among other things, GLBA imposes certain limitations on our ability to share consumers’ nonpublic personal information with nonaffiliated third parties and requires us to develop, implement and maintain a written comprehensive information security program containing safeguards that are appropriate to the size and complexity of our business, the nature and scope of our activities and the sensitivity of customer information that we process.

This was set at salary, in line with rates for new non-retail UK hires at that time.

• Bernard’s salary to increase by general meeting, in line with the budget for the majority of the wider workforce in the UK.

It requires management to take responsibility and covers financial and non-financial reporting disclosures, financial reporting controls, compliance with the Code of Conduct and other Company Rules, as well as fraud and irregularities.

€total tax contribution in 2021 2030 commitment A social impact initiative in 100% of our markets every year Our new commitment is that 100% of markets will have a social impact initiative every year.

Stage Determination of Executive Directors’ bonuses For annual bonus, the fairness of the formulaic Group scorecard outcome is considered in the context of overall business performance and the experience of shareholders.

The Vendor Code of Conduct details our dedication to employing leading practices in human rights, labor rights, environmental responsibility and workplace safety.

The war against Ukraine demonstrates that peace and freedom are by no means a matter of course in Europe and that we must take decisive action to preserve these ideals.

In collaboration with UNICEF and Plan International, we support research, advocacy and education to help young people make better choices for healthier lives.

These risks differ by country and include topics such as discrimination, excessive working hours, harassment, road safety and working conditions of third-party employees and farm workers.

The Company’s stores continue to play an essential role in creating brand awareness serving as physical gateways to the brands.

Ensuring, and setting standards for ethical behaviour and compliance within the Group's own governing documents, including the Group's Code of Conduct and corporate governance standards.

Company’s EVP people and culture, SVP reward and wellbeing, and the committee’s independent advisors attend meetings, other executives may attend where necessary.

• We advanced initiatives that support a just transition for the Company workforce and for people living in communities where we operate.

Healthy Heart Africa conducted over for elevated blood pressure and Young Health Programme (YHP) reached more than six million young people through prevention and education programmes in over 30 countries.

A guest speaker provided insights on global social trends relevant for the Company.

to help players understand and manage their gambling behaviour, enabling them to see their play clearly, and use quick and simple tools to limit their activity.

Contents http://www.Company.com http://www.Company.com/annualreport Inspired by our Values and what science can do, we are focused on accelerating the delivery of life-changing medicines that create enduring value for patients and society.

We developed specific LSCs for people managers who play a crucial role in the health, safety and well-being of employees and contractors.

In addition, we maintain cyber crisis response procedures and regularly test our procedures to remain prepared and reduce the risk of harm to our business operations, customers and third parties in the event of an information or cyber security incident.

Additionally, our employees are coming together in Employee Resource Groups, including the Company UK Women and Allies network, the Women Leadership Forum in the USA, Company Open and Proud (HOP) in several countries and many more.

UBL has built its position as the undisputed market leader in India with a strong network of breweries across the country and a fantastic portfolio led by its iconic Kingfisher brand family.

As an equal opportunity employer, we base all decisions about employment, training, and promotion on individual merit and operational needs.

However, a higher increase may be proposed in the event of a role change or promotion, or in other exceptional circumstances.

Data on fair wages is obtained through the Fair Wage Network, an independent NGO.

But she felt her career stalling, and one of the reasons was there were very few women in the field.

Recognizing the latter, we realize that, as a global company, the opportunity to become more ethnically diverse deserves the same focus and energy that we have put to gender representation and an inclusive environment.

Expenses related to employees that voluntarily leave Company are reversed as they will not receive any shares from the LTIP.

Our goal is for every employee to feel a strong sense of belonging and psychological safety.

To quantify and prove the results, we carried out a Social Return on Investment analysis which shows that every €programme has translated into a powerful €2.43 of social value.

Create leadership capacity to drive zero fatal accidents and serious injuries at work We continue to put Safety First as our number one company behaviour.

Explore further: Tackling social challenges and putting people first, pages Company N.V.

We have reviewed data from Company’s gender and ethnicity pay gap analyses and are satisfied that, while there are pay gaps, these are mainly attributable to difference in representation across the pay hierarchy and not an indicator of bias in programmes or decision-making.

As of February dollar-for-dollar, 100% pay equity for women compared to men in every country where we operate.

Employee share trust ownership rights The trustee of the Company Employee Benefit Trust (the EBT, the Trustee) will not exercise voting rights attached to shares held in the EBT (Shares).

In our core business, which covers all Group activities with the exception of Coal / Nuclear, the share of women in executive positions was 19 % at the end of 2021.

Although has also delivered many positive cultural shifts such as making us more human and bringing about the agility in our workforce to serve our customers differently.

Data protection requirements may also affect new and emerging markets.

When requested, we allowed early payments, prefunded orders and gave long term commitments through orders and shared access to our personal protective equipment.