Stahl Parent B.V.
Diversity, Equity & Inclusion(DEI) Policy

February 2024

1. Table of Contents
1. Introduction .................................................................................................................................. 3
2. Definitions .................................................................................................................................... 3
2.1 Diversity .................................................................................................................................... 3
2.2 Equity ........................................................................................................................................ 4
2.3 Inclusion .................................................................................................................................... 4
2.4 Unlawful Discrimination ............................................................................................................. 5
2.5 Vulnerable groups ...................................................................... Error! Bookmark not defined.
3. Scope ............................................................................................................................................. 5
4. Objectives ...................................................................................................................................... 5
5. Recruitment and selection ........................................................................................................... 6
6. Education and learning development ......................................................................................... 6
7. Flexible work arrangements ......................................................................................................... 7
8. Opportunities for improvement ................................................................................................... 7

For Stahl Parent B.V. and affiliated companies internal use only. Stahl Parent B.V. reserves the right to amend, update or withdraw its corporate policies without prior notice.
Version: February 2024

1. Introduction
Stahl strives to create an inclusive and welcoming corporate culture by promoting diversity, equity andinclusion (DEI) across all locations (all physical working locations, including manufacturing sites,
application labs, offices all spread across the countries).
Stahl recognizes the critical importance of DEI in achieving its business goals and is committed to equity,acceptance, and social inclusion in every aspect of its business operations. Through diversity, equity andinclusion, the company firmly believes it is better able to perform and anticipate the needs of ourcustomers, shareholders, employees and communities at large.
Stahl’s commitment to DEI is reflected in the Human Rights policy, which ensures equal opportunities
and treatment for all employees, regardless of their background or identity. The company’scomprehensive approach enables it to foster an innovative workplace where everyone feels respected
and included no matter who they are or where they come from.

2. Definitions
2.1 Diversity
Diversity refers to the visible and invisible differences that exist between people and to all thecharacteristics that make individuals different from each other, including but not limited to gender(identity), race, age, culture, language, disability religion, sex, sexual orientation, nationality, politicalopinion, family status, national extraction or social origin. Diversity also refers to different ways of thinking
and working. In the workplace, it is this range of similarities and differences that make individuals unique,and shapes how they contribute to a company culture. When looking at possible sources of diversity
among people and working teams, Stahl considers the following:
2.1.1. Gender
Gender refers to the socially constructed roles, behaviors, expressions, and identities of women, menand gender diverse people. It may or may not correspond to the sex of the individual assigned at birth.
2.1.2. Age
Age is the interval of time between the date of birth and the date of the census, expressed incompleted solar years (United Nations, 2017). A generation includes people born and living at about
the same time, regarded collectively. The dimension “age” plays an important role in our workforce
diversity as it reflects world demographic changes and is usually linked to certain life and employment
phases. In mixed-age teams, different values, attitudes, and experience levels come together. At Stahl
we use the following generational definitions:
Generation
Baby Boomer
Gen X
MillennialGen Z

Year of Birth< 1964
1964 – 1983
1984 – 1996
> 1996

Age groups
Under 30
30 – 50 years
51 and older

For Stahl Parent B.V. and affiliated companies internal use only. Stahl Parent B.V. reserves the right to amend, update or withdraw its corporate policies without prior notice.
Version: February 2024

2.1.3. Cultural & ethnic diversity
While nationality refers to the status of belong into a particular nation (e.g. French, Brazilian or Chinese),
ethnicity refers to the state of belonging to a social group that has a common national or cultural tradition(e.g. native Hawaiian or Asian).
2.1.4. Physical or mental abilities
Mental and physical abilities refer to the various skills, talents, and capacities that individuals possess.
People with disabilities can have a diverse range of abilities. Two individuals with the same type ofdisability may be affected in different ways, highlighting the importance of recognizing and valuing
individual strengths and talents. Disabilities can be visible or invisible, acute, chronic or by birth. Some
individuals may experience changes in their abilities over time due to factors such as illness, injury, oraging.
2.1.5. Other diversity dimensions
In addition to the four main diversity indicators, Stahl also takes into account the below diversity
dimensions:SocialAge

backgroundEthic
backgroundandnationality

SexualOrientation

Gender andReligion andworldview

genderPhysical andidentity

mental abilities

2.2 Equity
Equity at work refers to fairness and equality in outcomes, not just support and resources. Identifying
and acknowledging specific needs related to the workplace, equity helps ensure that employees areempowered and supported to succeed. This includes considering the struggles faced by individuals fromdifferent backgrounds when making decisions on inclusion efforts. The benefits of this approach will
adapt to the needs of everyone.
2.3 Inclusion
Inclusion refers to encouraging practices and behaviors in the workplace to ensure that individuals feelincluded within workplace activities without any barriers or obstacles because of their age, gender,language, race, sexual orientation, physical ability, religious belief, family status and nationality.
Inclusion at work refers to an environment that values all employees, regardless of their differences. It
acknowledges the contributions these differences make to the culture and enables everyone toFor Stahl Parent B.V. and affiliated companies internal use only. Stahl Parent B.V. reserves the right to amend, update or withdraw its corporate policies without prior notice.
Version: February 2024

participate and thrive. An inclusive workplace is marked by practices and behavior that eliminate bias,discrimination, or unequal opportunity.
Inclusion creates a sense of belonging by inviting all people to contribute and take part. Employees
bring various skills, perspectives, knowledge and backgrounds to the workplace – creating new sourcesof creativity, better decision-making, risk management and positive team dynamics. Inclusion means
Stahl employees feel comfortable being themselves and can safely express their views.
2.4 Unlawful discrimination
Any practice which makes distinctions between individuals or groups to disadvantage some andadvantage others, based on one or more of the following attributes:▪ Age, marital status, gender, religion, ethnic origin, color, race, employment status, disability(including illness), sexual orientation, political opinion, family status and involvement or noninvolvement in labour union the activities.
2.5 Vulnerable groups
Vulnerable groups at the workplace refer to individuals or populations who are more susceptible todiscrimination, exclusion or adverse treatment due to various factors that might compromise their wellbeing or limit their opportunities in a professional setting. Some examples of vulnerable groups in theworkplace include:▪
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Women, including expectant mothers.
Young workers
Older workers
Workers with disabilities or language barriers

3. Scope
This policy applies to all employees, potential employees, as well as hired labor and trainees (workexperience and student placements), and to all aspects of the employment cycle at Stahl worldwide
including recruitment and selection, learning and development, education, sickness, and absence andto reasons for termination of the employment relationship.
All employees and workers are responsible for treating colleagues with dignity and respect and creating
an inclusive culture free from discrimination, bullying, harassment, and victimization irrespective of age,color, disability, ethnic or national origin, gender, gender expression, gender identity, marital status,pregnancy, race, religion or belief or sexual orientation.
In this respect, Stahl also refers to the specific procedures as laid down in the Stahl Parent B.V.
Whistleblower policy, The Stahl Hiring policy, The Smart Working policy and to the Stahl Employee
Code of Conduct, The Human Rights policy and Stahl Statement on Modern Slavery.

4. Objectives
Stahl is committed to provide an organizational culture and workplace that fosters diversity, equity andinclusion across all levels of business. To achieve this important objective, each and every employee
should promote this culture, which supports and respects the value and the needs of all individuals.
For Stahl Parent B.V. and affiliated companies internal use only. Stahl Parent B.V. reserves the right to amend, update or withdraw its corporate policies without prior notice.
Version: February 2024

At Stahl all employees, hired labor and representatives should support the Group’s diversity, equity andinclusion initiatives and behave appropriately in the workplace. Specific responsibilities include:
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Ensuring that colleagues, customers and other stakeholders are treated fairly and equally within
the workplace.
Seeking to ensure that business practices and processes do not prevent people from diverse
backgrounds having equality of opportunity within Stahl Group.
Promoting and encouraging a diverse and inclusive workforce drawing on the differingknowledge, perspectives, way of thinking, experience and styles present in our globalcommunity.
Striving to create an inclusive environment respectful of all cultural backgrounds and beliefs,
including byrecognizing and celebrating various multicultural events across the business.
Removing barriers to enable people from vulnerable groups and/or with a disability to performtheir jobs focusing on their abilities rather than disabilities and valuing the contribution they
make to the Group.
Provide training and education. Providing training and education to employees can help themdevelop the skills and knowledge they need to succeed in their roles. This can include training
on health and safety, communication, and job-specific skills.

Stahl believes that promoting diversity, equity and inclusion in the workplace can lead to better
productivity, innovation and risk management. By valuing cultural differences and different perspectives,
Stahl fosters creativity and innovation, enhances teamwork and improves risk management. A diverse
workforce also helps Stahl better understand and address the needs of its customers, leading to newmarket opportunities and enhanced customer loyalty. Additionally, a commitment to diversity, equity andinclusion can attract and retain top talent and enhance a company's reputation and ESG pursuit.

5. Recruitment and selection
Recruitment and selection will be undertaken in accordance with the Stahl Hiring Policy. Individuals
will be selected based on their relevant merits and ability to perform the job following a transparent
selection process. During the hiring process the management will take into consideration issues ofdiversity and will ensure that there is no intended or unintended discrimination through the process.
Stahl provides equal employment opportunity to all applicants and employees.
Consistent with our strategy to develop inclusive leadership capability, diversity, equity and inclusion
principles are embedded within the company’s core leadership development programs to encourage
managers to demonstrate these as part of their leadership activities. Stahl also builds cultural
intelligence and equality into its performance review, hiring and talent identification processes.

6. Education and learning development
Stahl is committed to ensuring that all employees have equal opportunity to access education andlearning as appropriate to their roles, career development and promotion.
Learning, development, and progression opportunities will be made available to all employees taking
into consideration their role and function. Other promotional or developmental opportunities will be filled
based on merit, experience and other company or job-related criteria.
We will actively support initiatives which encourage diversity such as training programs amongst others
For Stahl Parent B.V. and affiliated companies internal use only. Stahl Parent B.V. reserves the right to amend, update or withdraw its corporate policies without prior notice.
Version: February 2024

and participating where appropriate in any external organizations pursuing similar objectives. Frequentmandatory and optional online training are provided to all employees.

7. Flexible work arrangements
Work-life integration is a crucial element of Stahl’s diversity, equity, and inclusion (DEI) company efforts.
By recognizing and supporting the diverse needs and responsibilities of its employees, the company
creates an environment that values individuals holistically. This approach, in alignment with the Smart
Working Policy, fosters greater inclusivity by accommodating various life situations, such as caregiving
responsibilities, personal development, and cultural practices. Ultimately, promoting work-life integration
enhances employee well-being, job satisfaction, and productivity.
In addition to the Smart Working Policy, Stahl is committed to upgrading locally and globally to ensurethat work-life balance is prioritized across all locations.

8. Opportunities for improvement
Individuals are encouraged to speak up and/or report any concerns or improvements related to thispolicy through one of the following channels:▪ Their line manager▪ Human Resources▪ DEI Key Representatives▪ DEI Steering Committee (DEI@Stahl.com)▪ Whistleblower grievance mechanism
No individual will suffer retaliation for reporting or participating in the investigation of a genuine complaint
made in good faith. Individuals who believe they have been subjected to retaliation may use any of theresources described above to report their concerns.
This policy took effect on September 2023 and replaces the Diversity & Inclusion policy from 2018.

For Stahl Parent B.V. and affiliated companies internal use only. Stahl Parent B.V. reserves the right to amend, update or withdraw its corporate policies without prior notice.
Version: February 2024