HOW WE
WORKTHE INFORMACONSTITUTION

COLLEAGUESBUSINESSPARTNERSCUSTOMERS

How we workat Informa
Our Code of Conduct

ASSETS AND
INFORMATIONENVIRONMENTCOMMUNITIESINVESTORSSPEAKING UP

FURTHERINFORMATIONHOW WE
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BUSINESSPARTNERSCOLLEAGUESCUSTOMERSASSETS AND
INFORMATIONENVIRONMENTCOMMUNITIESINVESTORSSPEAKING UP

FURTHERINFORMATION

Contents
Introduction to how we work at Informa

3

Connecting with our Purpose

4Using this Code of Conduct
Our connection with… colleagues

16

Our connections with…. communities

25

Marketing and advertising

17

Charitable contributions & volunteering

26

5

Our content

18

Political contributions

27

6

Equality of access to knowledge

18

Paying tax responsibly

27

Respect and support

7

Equality of opportunity

7

Health, safety and security

8

Work and wellbeing

9

Conflicts of interest

10

Our connections with… business partners

11

Anti-bribery & corruption

12

Gifts & entertainment

12Anti-competitive behaviour

13International trade sanctions

14

Fair & ethical business practices

14

Modern slavery & child labour

15

Human rights

15

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Our connections with… customers

Our connections with… Informa’s assets
and information

19

Protecting Informa’s assets

20

Decision making

20

Managing our information and information systems

21

Privacy and personal data

21

Securing our information

22

Our connections with… the environment
The environment

23
24

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Our connections with… investors

28

Insider dealing

29

Accurate records and financial integrity

29

Speaking up

30

Speaking up

30

Zero retaliation

30

Further information31

Help and advice

31

Additional information

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FURTHERINFORMATION

Introduction to

How we work at Informa

Informa operates in the Knowledge and Information
Economy, providing specialist knowledge and connections
within a range of customer markets across the world. This
breadth is mirrored within the Group, with a diverse mix ofspecialist talent and expertise amongst the 11,000 colleagues
who work here.
And what we all share is a collective focus on championing
the specialist markets and customers we serve, by connecting
them with knowledge. How we go about that, day to day, isalso guided by a common set of principles and beliefs.
This document is our Code of Conduct and it provides
detailed information around our commitments andexpectations of behaviour and practices, in the areas thatmatter most to us as a business, and in the areas that those
who work with us believe are important.
Whether it is around the quality and accuracy of thecontent we create, how we protect business and customer
information, how we contribute to the communities we workwithin, maintain fair and ethical practices, and support eachother, this Code applies to all colleagues at Informa, including
consultants and contractors, and is also relevant to thebusinesses that we choose to partner with.

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What underpins the way we work is our focus on operating thebusiness for the long-term, by choosing what is best and mostsustainable for us and for our customers in all that we do.
We take our commitments seriously, and look to follow
both the spirit and the letter of this Code and its supporting
policies in how we conduct business.
Additional information and support is available in eacharea, and I would encourage anyone who has questions or
requires assistance to connect and make the most of thoseresources.
It is only by earning trust, paying attention to the detail andbuilding partnerships that we can continue to be successful
as a business, deliver for our customers and make a positive
contribution to the communities in which we operate.

Stephen A. Carter
Group Chief Executive

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Connecting with our Purpose
The Informa Constitution sets out our purpose
and the Guiding Principles that underpin andshape how we work, collectively and individually.

Our Guiding Principles
Think big. Act small.
We love ambitious thinking and taking bold options. At the same time, we recognise thatsuccess also comes from rolling up our sleeves, sweating the detail and taking personal
ownership of the things that matter.

We have organised this Code of Conduct toprovide guidance on how we should connect
with key stakeholders and processes, tomake informed decisions and live the Informa
Constitution in a real and responsible way.

Trust must be earned
We don’t just say we’re specialists, we live and breathe the subjects we work in and thecommunities we work with. By getting closer to our customers and partners, and offering
support every step of the way, we build trust and the confidence to rely on us to do the rightthings, in the right way.

Success is a partnership
We get to better answers by combining skills and talents, joining forces and embracing
ideas, wherever they come from. This broadens perspectives, expands horizons, sparks
innovation and keeps our thinking fresh.

Our Purpose

More freedom. Fewer barriers.

Informa exists to champion the specialist,
connecting people with knowledge to help themlearn more, know more and do more.

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We’re light on our feet. We do things swiftly, flexibly and with as few obstacles as possible.
Our colleagues have the freedom and autonomy to think fast, act on opportunities and dowhat is best and most sustainable for us and our customers.

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COLLEAGUESUsing How we work at Informa
How we work at Informa is our Code of Conduct. It is
designed to ensure colleagues have the guidance andinformation needed to develop and sustain long-term
and mutually beneficial connections with customers,
business partners, investors, the communities in which
we operate and one another.
We are each responsible for ensuring we remainfamiliar with this Code and associated Global Policies
and for completing any training provided. If any of thesections are particularly relevant to your role, you cantalk to your manager, visit Portal or contact Group or
Divisional Compliance to find out more.
The Code of Conduct cannot and is not designed tocover every situation. If you are facing a dilemma,
consider the following:

BUSINESSPARTNERSCUSTOMERSASSETS AND
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Who does this apply to?
This Code applies to everyone who works for Informa
or on Informa’s behalf, including colleagues, contractors
and temporary or third party workers.
Each of us should act in a way that meets both the letterand spirit of this document and Guiding Principles.
We take our legal, social and ethical responsibilities
seriously and breaches of the Code and its supporting
Global Policies, or actions that undermine our Guiding
Principles, could significantly affect colleagues, thebusiness and our reputation.
We all share responsibility for ensuring this does not
happen, and any violations of these principles, whether
intentional or not, may be subject to disciplinary action,
up to and including dismissal.

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Would I feel proud if my action became public?

FURTHERINFORMATION

If you lead other colleagues at Informa, you have aparticular role to play in promoting a culture and ensuring
a way of working that supports our Code and our Guiding
Principles. Specific responsibilities for leaders and line
managers include:

Does it meet regulations and the law?

Is it consistent with our policies?

SPEAKING UP

Leading at InformaDoes it align with our Guiding Principles?

INVESTORS

Lead by example, by displaying and actively promoting
the behaviour expected of all colleagues at Informa andchallenging those who do not meet our standards
Create an environment where colleagues feel able
to share their views and have open conversations,particularly around challenging issues or conflict
Ensure updates on policies and standards and messages
from Compliance are shared and understood by yourteam
Encourage colleagues to feel comfortable speaking up if
they experience or witness misconduct and support themto report any concerns
Protect from retaliation anyone reporting a concern ingood faith or participating in an investigation
Ensure your team undertakes all required training andmaintains their familiarity with How we work at Informa
and our Global Policies

If the answer to any of these questions is “no” or you
are unsure, please talk to your manager or consult
Group or Divisional Compliance or Legal, or one of
the teams listed in this document.

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Our connection with…

colleagues

Our business is wholeheartedly a peoplebusiness: the way we champion customers,
connect people with knowledge andsucceed as a company is through theefforts, engagement and contribution ofcolleagues. We believe that we get to better
answers by combining skills and talents,
embracing ideas wherever they come fromand maintaining a supportive working
environment.

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COLLEAGUESRespect and support

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As a provider of specialist products and services
to a global and diverse customer base, it is an
essential part of our success that we recruit andretain an international colleague base with abroad range of skills, experiences and ideas.

We do not tolerate any behaviour that undermines
this commitment or makes anyone feel unsafe or
unwelcome, including discrimination, bullying, andharassment.

Our commitment to this equality of opportunity
informs all aspects of how we operate, fromrecruitment, developing and promoting colleagues,
to the opportunities and forums on offer, and how
we go to market.

We encourage colleagues to report any behaviour thatthey genuinely believe to be improper, unethical orinappropriate and we have zero tolerance for any formof retaliation for raising such concerns.

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FURTHERINFORMATION

Equality of opportunity

All colleagues should feel that they and theircontributions are respected and valued at work. To
support this, we are committed to providing a working
environment in which colleagues feel included and areable and encouraged to participate.

This commitment is not limited to our offices.
Colleagues who habitually work away from the restof their team, either at a different location or from ahome office, should not feel unsupported or unequal
because of their place of work.

COMMUNITIESWe aim to ensure that colleagues are treatedequally, based on each person’s skills, abilities
and performance, and that employment decisions
are not based on any legally-recognised personal
characteristic or status, such as sex, race, colour
or ethnicity, national origin, ancestry, citizenship,gender expression or identity, sexual orientation,
religion, age, marital or parental status, physical ormental disability.

Informa respects and seeks to uphold individual rights
to freedom of expression, as an integral part of theway we engage with customers and embrace ideas.

For further information,please read our Global
Diversity & Inclusion Policy

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Health, safety and security
As a business, we aim to cause zero harm, and each ofus has a part to play in ensuring the health, safety andsecurity of ourselves, colleagues, customers, business
partners and the communities in which we operate.
All colleagues have the right to come home from work
healthy and safe, and for that reason, each of us is
responsible for understanding and following the healthand safety laws and regulations that apply to any offices,
events or external locations visited as part of work.
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We must understand health, safety and security
considerations when planning any new projects, events,
or business travel
We should follow the support and advice given,completing any required training and making properuse of personal protective equipment or otherequipment provided

Colleagues have a responsibility to call out any unsafe
behaviour or safety hazards that are seen. If there isimmediate risk, get the activity stopped where possible
and report to your regional Health Safety & Security
representative.

Security
Security processes help to safeguard our offices fromunwanted visitors, protect our events and equipment andform part of all our working lives. We should always:

Respect and follow any security or access processes inplace at an event location or office
Listen to advice about local security issues
Ensure that the security of colleagues, customers andcommunities is integral to any event or project planning

Unexpected events can impact any business. Carefulplanning is undertaken to try to ensure work can continuesafely and effectively wherever we are and whatever has
happened.
Business continuity plans and processes are put in place
to assist this and ensure we stay secure and connected,
and colleagues have a responsibility to stay up to date withthese. In addition:
Travelling on business
When travelling on business, follow the advice of theTravel team and book trips using the Informa travelbooking tool.
Always take necessary precautions, especially if you
are travelling alone, late or to an unfamiliar location.
Consult the Travel Centre on Portal before you leave tounderstand local risks or travel requirements and ensure
you stay up to date with any local travel risk advice.

You can report any incidents, including near misses, using
Sphera or the Incident Notification form on Portal, or
contact your Regional Health, Safety & Security Manager.

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Responding to unexpected
events and emergencies

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Be aware of any emergency procedures, such as fire or
earthquake response processes, for your office and anyother office or event location you may be visiting
Look after any visitors hosted at the office or location
where you work: make them aware of any relevant
processes and support them if anything happens

For more information on
Health, Safety & Security,
please visit Portal

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FURTHERINFORMATIONWork and wellbeing
We aim to ensure that all colleagues feel appropriately
engaged, supported and welcomed at work. Excessive
and ongoing stress can be detrimental to colleagues’
health, wellbeing and their ability to participate at work. If
you think that you – or anyone you know – is experiencing
excessive stress for any reason, talk to your manager or
local HR team in confidence for help and support.

Informa is committed to providing a positive working
environment that allows colleagues to be at their best,where they receive fair recognition and competitive
rewards for their skills and contributions, in compliancewith applicable wage and hour laws.

Consumption of drugs and alcohol
Alcohol and drugs can lead to reduced effectiveness,
impaired judgement and increased health and safety risks.
We are all expected to demonstrate responsible behaviour
and act in a way that will not have a detrimental effect on
our reputation, violate the law, impact the safety of others
or cause inappropriate conduct. The use of illegal drugs inour offices, events or event locations or while travelling on
Informa business is strictly prohibited.

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Conflicts of interest
We all have connections with people or organisations
we trust, and it is natural that we turn to them when an
opportunity arises.
A conflict of interest occurs if these personal connections
or interests influence the actions and decisions we makeon behalf of Informa, so that we may longer be acting inInforma’s best interests.
A number of situations and relationships may create aconflict of interest, or the appearance of one. Examples
could include a personal or family relationship with acolleague you manage or with someone who works at acompetitor, having another job that interferes with yourcommitments at Informa, or misusing your position,business information or assets for personal gain. Similarly,
some gifts or entertainment could create a conflict ofinterest because you might be influenced to act in a certain
way because of them.
In most cases, potential conflicts of interest are unlikely toescalate into a problem, but it is essential we conduct all
business in an honest, transparent and neutral way, andavoid even the appearance of bias or self-interest.
Where colleagues think there might be a potential conflictof interest, this must be disclosed, preferably in writing, toyour line manager or Group or Divisional Compliance or
HR. They will ensure the situation is managed in a way that
protects your own and Informa’s reputation and will keep arecord of any actions taken.

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For further information on
managing conflicts of interest,
please contact HR, Legal orGroup Compliance

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FURTHERINFORMATIONOur connections with…

business partners
The partnerships we form with other businesses
and individuals, including suppliers, vendors,
agents and contractors, are integral to thesuccess of Informa’s products and services
and our ability to connect people withknowledge. Whether they are long or short term
engagements, each of the connections formed
is important for creating mutual value andprotecting our reputation.

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Anti-bribery & corruption
Corruption and bribery can blight communities by
distorting markets, diverting money from essential
projects and making it difficult for businesses andindividuals to succeed on merit alone.
We have zero tolerance for any and all formsof bribery or corruption and are committed tocomplying with all applicable anti-bribery laws. We
expect all colleagues to act in accordance with thiscommitment, wherever they work and whoever theywork with.
Colleagues must never offer, accept or authorise
anything of value that has the intention of obtaining
a commercial advantage for Informa.
We should ensure that all accounts and financial
records are complete and accurate, and that there
are no undisclosed or vague transactions that
could conceal corrupt activity. This includes keeping
appropriate records of gifts or entertainment
shared with business partners.
When working with public officials, we shouldbe especially careful to ensure that everything
we do or say is above reproach and cannot be
misinterpreted.

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FURTHERINFORMATION

Gifts & entertainment
Giving or receiving gifts and hospitality can be an
important part of maintaining and developing business
relationships.
Even where it is not the intent, lavish or unreasonablegifts or entertainment can appear to be a form ofbribery. The appearance of corrupt activity can beenough to put our reputation at risk and lose the trustof our partners.
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What is a bribe?
A bribe can be anything of value, either offered or accepted,
which is intended to influence an action, secure a businessadvantage or affect someone’s professional judgment.
It can be anything of value or which creates a feeling ofgratitude such as cash, gifts or hospitality, vouchers, shares,
charitable donations, a job offer or an internship.

All gifts and entertainment must be moderate,
appropriate, occasional and have a genuine businesspurpose

It can be large and lavish, or a small facilitation payment
designed to encourage someone to perform a normal job
more quickly.

Colleagues should never give or accept cash or a cash
equivalent, such as gift vouchers, or offer or demandsomething in return

A bribe does not even need to be handed over. The law
treats bribes offered or requested the same as bribes given
or accepted.

No gifts or hospitality of any value can be offered or
given to, or received from, any government or public
official without first talking to Legal or Compliance

Remember - if you are offered or asked for a bribe, REFUSE,
and report it to Group Compliance immediately.

Ensure details of any gifts and entertainment, given
or received, worth over £150 (or local equivalent)
are registered in the Gifts & Hospitality Register on
ServiceNow and have line manager approval
Record the details of the recipient’s name,organisation and the business purpose whenclaiming expenses for gifts or hospitality given

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For further information
on Anti-bribery or Gifts &Entertainment please visit theCompliance Centre on Portal

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Anti-competitive behaviour
We recognise that fair competition strengthens markets
and supports consumers, and are committed tocomplying with competition laws wherever we operate.
Anti-competition laws may apply when we are engaging
in sales, marketing and advertising for our products andservices, undertaking corporate development activity
such as acquisitions, launching a new product or enteringa new market.
Colleagues must be aware of the laws that might
affect our activities and should never enter into any
agreements with any third party to divide or control themarketplace, or act in such a way that we manipulate itillegally to our benefit.

We should never, either directly or through an agent,
enter into any agreement, in any form, with a supplier,competitor or other third party that involves:
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Fixing prices or any aspect of pricing, such as discounts
or credit terms, at which we and a competitor will buy
and sell products and services
Dividing up or allocating or otherwise restricting
marketplaces, territories, customers or any otherdefinable market
Attaching inappropriate conditions of saleExchanging commercially sensitive information,
including prices, costs, discounts, terms and conditions,sales, volumes or credit arrangements
Influencing the outcome of a competitive tender or
colluding with our competitors

In Europe we refer to ‘anti-competitive’ conduct,in the US we call it ‘antitrust’ and in China it is
known as ‘anti-monopoly’ law.
Wherever you are in the world,the principles are
generally consistent to ensure businesses don’ttake unfair advantage in the market place, in
breach of local legislation. The laws are often
complex, so always discuss any relevant matterwith our Legal team.

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Engaging with competitors
Owing to the nature of our business and markets,colleagues are likely to know or engage withrepresentatives of our competitors, such as throughtrade associations, normal business networking or, insome cases, because they are former colleagues.
Colleagues should remain aware of the limits of theconversations we can have with those working forcompetitors, and ensure we do not share or become
party to any disclosure of confidential or commerciallysensitive information, however informally.
Colleagues joining Informa from a competitor should
ensure they do not bring with them or make use of any
confidential or commercially sensitive information fromtheir previous employment.

For further information
about anti-competitionor anti-trust law or
behaviour, please contact
Group Legal

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Fair and ethical business practices

International trade sanctions

We seek to work with business partners who share
our values, both in terms of the quality of the productor service they provide and the methods they use. All
business partners must be selected with care to ensure
they do not impact on our reputation by engaging in
unethical or illegal behaviour, such as poor treatmentof workers, unsafe practices or the use of bribes or
facilitation payments.

We are committed to conducting business inaccordance with applicable international trade laws
and sanctions.

Colleagues who manage a third-party relationshipshould ensure those partners understand that we havezero tolerance for any such behaviour, whether it isundertaken on our behalf, or during their work for us,
or not.
Appropriate procurement processes should be used tocarry out due diligence before partners are engaged,
and these checks should be re-confirmed periodicallyduring longer partnerships. Business Partners should
be informed of the content of our Business Partner
Code of Conduct and these considerations should bebuilt into any contractual protections in place.
In addition, Colleagues should always ensure they
avoid any actual or seeming conflicts of interest whenengaging business partners, and use multiple bids forcontracts wherever possible.
For further information, please contact Group
Procurement.

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COMMUNITIES

14Sanctions are measures imposed by governments andinternational organisations, such as the UN, intended
to deter a range of activities, which may include
political or military aggression, providing sanctuary
for criminals or terrorists, developing nuclear or otherweapons programmes, and abusing human rights.
This means we are restricted in our dealings withcertain individuals, nations, or particular industries
in some countries. We are careful to ensure wecomply with all applicable international sanctions andscreen transactions and third parties against relevantinternational watch lists.
Sanctions rules and restrictions are complex andchange frequently. Colleagues should refer to theSanctions Policy and its associated Divisional
guidance for assistance in determining whether such
restrictions apply.

For further information
on Sanctions, please visit
Next
Portal or contact Group
Compliance

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Modern slavery
and child labour
We believe that the practice of using modern slavery, childand forced labour has no part in any business or supply
chain, and we seek to eliminate it from our supply chains.
This includes all forms of labour where the choice to workor not work has been removed, or where children’s rights
and freedoms have been affected including:
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Forced labour by using physical or mental threats, such as
threats to loved ones
Domestic servitude
Debt bondage, where workers cannot pay off debts
incurred to do the work, such as excessive agency or
accommodation fees

Human rights
Modern slavery is usually hidden. When visiting or working
on an event, travelling on Informa business or visiting
business partners, ensure you know what to look for andcontact Group Compliance for advice if you see anythingthat concerns you.

We are committed to respecting
internationally recognised human rights
standards, including the UN Declaration of
Human Rights, and we expect our business
partners to do the same.

When engaging in recruitment or procurement, we mustensure appropriate due diligence is carried out and choose
business partners with care, especially in those territories orindustries where there is a higher risk.

Human rights include the right to be treatedequally, to life and physical security, tofreedom of thought and expression, to decent
working conditions, to freedom from slavery
and to privacy.

More information on what we do can be found in Informa’s
Modern Slavery Statement, which is updated annually.

Removal of freedom to leave by withholding identity
documents or moving workers to a place they cannot
afford to leave
Child labour, especially where children lose accessto education and play, or the work is heavy, illegal or
dangerous
Human trafficking

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Our connections with…

customers

Customers, and the way we champion
and support them, lie at the heart ofour purpose. Connecting people withknowledge to help them learn more,know more and do more relies on
earning customers’ trust and building
confidence in our products and the way
we go to market.

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Marketing and advertising
The marketing and advertising we engage in and we
provide as a service connects people and communities
across the world with knowledge. We strive to ensure that
all these communications show integrity and embody our
Guiding Principles.
Our marketing must always reflect generally accepted
contemporary standards of good taste and decency, both
locally and globally, and we are responsible for ensuring theimpact of our marketing is evaluated from the perspectiveof the target audience. We do not knowingly market tovulnerable groups or support those who do, or produce,
host or distribute content that is disrespectful of human life
or promotes hatred, violence or discrimination.

We strive to ensurethat we market only
to people from whom
we have collected therelevant permissions.

We comply with all relevant advertising andsponsorship laws and regulations and adheres tothe principles set out in the International Chamberof Commerce’s Code of Advertising and Marketing.
Any advertising or sponsored material must be
clearly identified, respect diversity and equality, andshould not seek to take advantage of vulnerable
groups such as children.

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For further information,
read the Responsible
Advertising Policy

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Our content
We aim to produce information, news, insight, data
analysis and content-based services of the highest
quality, accuracy and integrity that our customers cantrust and value.
We seek to ensure that, as far as is reasonably possible,
the content we produce, publish and for which we
provide a platform is responsible, unbiased and meetsthe highest standards of integrity. We respect the
intellectual property rights of our authors and seek toavoid defamation and cultural misappropriation.

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FURTHERINFORMATION

Equality of access to knowledge
Competing interests identified during any review
process should be managed and avoided where
possible, and no colleague should take private
advantage of any information obtained in the courseof their work.
Our Editorial Code sets out the publishing standards
by which we operate. Every colleague involved in thecreation or production of information is required tofollow the principles of this Code and any other codesof ethics that apply to their information.

Connecting people with knowledge is at the heart of what
Informa does, and we support the belief that access toknowledge should not be limited because of race, colour,
gender, religion or any other characteristic protected by law.
We are committed to improving the equality of accessto the knowledge services we provide, and invest intechnological solutions that support this aim, seeking toensure, as a minimum, that we comply with applicable
accessibility standards.

Colleagues must ensure:All work is fair and accurate, clearly differentiating
between fact and opinion
Information is obtained through straightforward
means, unless justified by an overriding considerationof public interest
Any significant inaccuracy or misleading statement iscorrected promptly

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FURTHERINFORMATIONOur connections with…

Informa’s assets& information
It is important that we recognise ourshared responsibility to keep Informa
operating effectively and respect theconnection between the choices wemake at work, and Informa’s long-termand sustainable success.

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COLLEAGUES

Protecting Informa’s assets
Our business assets include our intellectual
property, customer data, proprietary information,
employee time, brands, funds, our facilities andoffices, and other physical assets, such as laptops
and equipment.
Colleagues should use company assets according
to all applicable laws and regulations and ensure
they are safeguarded against loss, theft, misuseor damage, which could affect the company’svalue, stability or ability to operate. Any funds,
information, equipment, systems or other assets
should be used for their proper business purpose
and never for personal benefit, or for an illegal or
improper use that could affect Informa’s reputationor bring any of our brands into disrepute.

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Decision making
We set a framework around the authorisationof financial expenditure, contracts and othercommitments to safeguard our assets andprotect against unauthorised transactions.
The Group Authority Framework describes thedecision-making limits that are in place to ensurethat the right people and teams are involved inthese decisions and that the appropriate levelof risk analysis has been completed before weenter into legal and financial commitments.
Colleagues should make themselves awareof how these limits apply to them, and which
decisions are within their authority or require
additional approval.

We should show a similar level of care for assets
belonging to third parties, such as intellectual
property, that we may encounter or make use of in
the course of our work at Informa.

For further information,please visit the FinanceCentre on Portal ortalk to your manager ordivisional finance team

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FURTHERINFORMATIONManaging our informationand information systems
Our information is one of our most valuable assets, andwe have both legal and commercial reasons to manageand protect it, and to ensure we can meet our customers’
needs and maintain their trust. Each of us has a role to playin safeguarding Informa’s data and systems and complying
with applicable laws and industry regulations.

Acceptable use
Our information systems are primarily intended forInforma business. Limited personal use is permitted
as long as it does not compromise colleagues’ ability tocomplete their work or affect the security or performanceof the systems.
All communications made using our systems should be
professional in manner and must never contain anything
offensive, harassing, discriminatory or abusive, or that
could otherwise affect Informa’s reputation.
If you use social media and can be identified as an Informa
colleague, you should also be aware of the potential impact
on the organisation of your actions online, including any
messages or images you post or content you link or share.
Colleagues should never share confidential company
information on social media.

Privacy and personal data
We respect the right individuals have to privacy andare committed to managing and protecting personal
information and data responsibly and in accordancewith all applicable data privacy laws and regulations.
We collect and use personal information for a wide
range of business purposes, including colleague
payroll and benefit information, recruitment,
marketing and sales, author and supplier payments,
and customer invoicing.
Colleagues who are responsible for collecting,managing or using any personal data, whether thisis from colleagues, customers or business partners,
should ensure they follow these key principles:Be accountable: ensure you understand the laws
and regulations that apply to you and any data you
manage

Do not collect sensitive personal information, suchas data on an individual’s health, unless you haveconsulted Group Privacy
Consider data privacy implications when any newprocessing activity is being plannedMarket compliantly: collect all the appropriate
permissions from the individual and act according tothat consent
Ensure confidentiality and security: keep personal
data secure to protect against accidental loss, theftor transfer

If you believe there has been a potential or actual
data breach, immediately report it to your Divisional
Privacy Manager and log a Security Incident on
ServiceNow.

Respect individuals’ rights: inform them about thedata that is being collected and its purpose
Use personal information responsibly: ensure thedata is accurate, relevant, not excessive and notheld for longer than is necessary

Never communicate on Informa’s behalf unless this is aformal part of your role.

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For further information,please visit Privacy on
Portal or contact Group
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Securing our information
Whether it is stored on our systems or on paper,colleagues and any other parties who use or accessInforma’s information share a duty to maintain its
confidentiality, integrity and availability and to follow
the requirements in our Acceptable Use policy.
Colleagues should remain alert to the risk of
information security breaches and should take allreasonable steps to safeguard access to our systems,
including:Using strong passwords and never sharing log indetails with anyone

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Physical safeguards

Understanding how to identify and avoid common
criminal activity and scams such as phishing
Classifying information according to the Information
Classification Standard, and storing, sharing anddisposing of it correctly

Information security also relies on physical protections andcolleagues must:







Never sharing any information that is not in the
public domain with anyone not authorised to see it,
including other colleagues
Using secure methods such as Microsoft Information
Protection, if sensitive or highly sensitive
information needs to be shared

Ensuring that they and anyone they manage
only have access to the systems they need,and that any permissions are updated or
removed quickly if they leave or
requirements change

Follow any security measures in Informa’s offices or otherwork locations
Guard against the loss or theft of any printed informationor portable electronic devices, such as laptops or phones
Ensure that any portable electronic devices are password
protected and avoid storing company information on suchdevices for longer than is strictly necessary
Avoid working on anything confidential in a public space or
via a public network, or where it might be overlooked bysomeone unauthorised

Security incidents
If you experience or suspect an information security incident,such as lost hardware, a suspicious email or unauthorised
sharing, report this immediately on ServiceNow.

For further information,please visit Information
Security on Portal

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FURTHERINFORMATIONOur connections with…

the environment
The sustainability of the naturalenvironment is essential to our long-termbusiness success. We aim to manage andaddress our impact on the environment
and to encourage all colleagues toplay a role, to help reduce risk and as
part of doing what is best and mostsustainable for us, our customers andour communities.

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FURTHERINFORMATIONThe environment
From the forests that supply our paper and show
construction materials to the energy that powers offices
and data centres, Informa businesses rely on natural
resources to operate.
We also recognise that resource scarcity and climatechange present opportunities and challenges for themarkets in which we operate.

Climate change
As part of the global Science Based Targets initiative
supported by the UN, Informa has committed to reducecarbon emissions and energy use from offices and fueluse by 50% by 2030, and to reduce the carbon impactof our supply chain and products by 20%. This includes
the energy used at venues, in producing and shippingbooks and journals and in operating cloud-based
computing systems.

Resource use
Different Informa products use different types ofresources, and colleagues should always seek to makethe most responsible choice when specifying, selecting
and consuming goods and materials.
This includes:












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Following Informa’s Paper and Timber Sourcing
Policy, which specifies all paper usage should besustainably certified and/or recycled, with the gold
standard being recycled paper certified to the FSC
standard
Continuously measuring and improving thesustainability of our events using Informa’s
Sustainable Event Management System
Making conscious choices to use energy efficiently,
such as using video conferencing
Selecting products and suppliers with enhanced
sustainability or responsible sourcing credentials
Seeking ways to reduce waste and recycle or donate
products wherever possible
Engaging in efforts to reduce energy consumption in
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For further information,Next
please visit Sustainability on
Portal or informa.com

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FURTHERINFORMATIONOur connections with…

communities
The strength of the connections we form
with local and customer communities is
an integral part of Informa’s approachto business, as well as an important
contributor to our growth and success.
We aim to support and participate inthese communities in a way that is
responsible and creates a positive effect.

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Charitable contributionsand volunteering
All our businesses, offices, brands and colleagues areencouraged to form long term partnerships with charities
that are relevant to and support the communities orindustries in which they operate. We actively look forcreative and effective ways to use our business resources
to benefit charitable partners, including in-kind giving,fundraising and volunteering.
Every Informa colleague can spend up to four days per year
volunteering, subject to local management approval, witha particular encouragement for volunteering professional
skills. Colleague fundraising and volunteering activities arealso supported through grants.
While we respect the rights of colleagues to support theirpreferred causes outside of work, we only assist registeredcharities and non-profit organisations that align with thecompany’s values and meet certain criteria. We are unable
to provide support for organisations that discriminate
against others and any political or religious organisationthat seeks to convert or persuade people to a particularreligion or party.
Any donations or partnerships must also comply with our
Anti Bribery & Corruption Policy; charitable giving or
volunteering should never be used to create a businessadvantage for Informa.

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For further information,please visit the Volunteeringand Community pages
on Portal

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Political contributions

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Paying tax responsibly
We recognise that the taxes paid by companies
like Informa help governments provide the vital
services and infrastructure from which we all
benefit, and that a fair and effective tax system isin the interests of tax-payers and the community
as a whole.

Informa does not make donations to political parties,
candidates or campaigns in any of the countries inwhich we operate. We do not engage in lobbyingon our own behalf. Where we are members of any
broader industry associations, these will engage withgovernments as representatives of industry views,
and not for a single issue.

Informa takes a principled and low-risk approachto taxes, managing costs in accordance with our
responsibilities to shareholders, and ensuringthat we pay our taxes in full and on time, incompliance with both the letter and intent of thelaws of the countries in which we operate.

We respect the rights of colleagues to participate
in political activities and contribute to the politicalparties of their choice in their own time. Colleagues
should never suffer discrimination because of theirpersonal political affiliations or lack of them. Any
personal political activity must take place outside
work and not use our resources or make any
claim of support on Informa’s behalf.

Colleagues should not attempt
to influence decision making in
our favour by making or using apersonal political contribution
or connection. If you believe thatyour engagement in politics might
create a conflict of interest, speak
to your local or divisional Legal orCompliance team.

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For further
information, please
visit Tax on Portal

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FURTHERINFORMATIONOur connections with…

investors

The institutions and individuals who
invest in Informa are the ultimate ownersof the company. In all our connections
with investors, we aim to build trust andconfidence through the integrity of our
information and engagement.

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Accurate records
and financial integrity
The accuracy and integrity of our information, including
any data relating to business operations, is essential tomaintaining the trust and confidence of all our business
partners, including investors. We create and maintainfull and accurate records in relation to all aspects of ourbusiness and in compliance with all applicable local laws
and regulations.
As a listed company whose shares are publicly traded,
we must comply with all relevant financial reporting
and accounting standards and regulations, and ensurethat the material information we disclose is accurate,complete, on time and verified.

Insider dealing
A fair stock market depends on ensuring that no-one misuses
inside information to gain an unfair advantage when trading
shares or securities. Inside information is non-public informationthat could have an impact on a company’s share price, such as
news about financial results, acquisitions or important managementchanges. Market abuse of this type can seriously affect publicconfidence in a stock market and is illegal in most countries.

Fraud of any kind is forbidden,
including falsifying expense claims,
misappropriating assets, falsifying
sales information or dishonestly
altering or leaving company
records incomplete. In addition,colleagues should never facilitate
others to evade paying tax orcommit tax fraud, including othercolleagues, contractors, customers
and business partners.

Anyone with access to non-public inside information, whether it
relates to Informa or any other company, is not allowed to buy orsell shares in that company on the basis of the information theyhold. If you have access to such confidential information, it should
be handled carefully and never disclosed to anyone who is not
authorised to have access, including family members, nor used as abasis to make recommendations to anyone about share trading.
You can find more information in the Informa Share Dealing Policy.

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Speaking up

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Zero retaliation

We all share a responsibility to challenge and report any
behaviour that is unsafe, inappropriate or that contravenes
any of this Code, Global Policies or Guiding Principles.
It can sometimes be difficult to do this. It is possible tobe unsure whether what you have observed, heard orsuspected really is inappropriate, and feel that by speaking
up, a colleague may be put in the spotlight. Ignoring an
issue won’t make it go away however, and if it carries on
happening, this can result in more serious consequencesfor Informa and colleagues.

If you would prefer to talk to someone in confidence oranonymously, contact Speak Up, our whistleblowing line.
Speak Up is run by an external third-party provider andallows you to ask a question or report a concern in
confidence and in your own language. Reports can bemade via the web or by phone:www.informa.com/speak-up

We have zero tolerance for any form of retaliation
against anyone for raising concerns or reporting
what they genuinely believe to be improper,
unethical or unsafe behaviour, or for participating in
an investigation of a possible breach of our Code.
If you believe that you are being retaliated against
or you have observed retaliation, please contact
Group Compliance.

For local telephone numbers for other countries,
please visit the Speak Up website.

It is always better to ask a question or talk about a concern.
If you see or hear something that doesn’t feel right,
you can talk to:Yourmanager

Divisional Complianceor Group ComplianceHR

Local legal counsel

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Help and advice

HR

Divisional Complianceor Group Compliance
Local legal counsel

The Sustainability, Information Security, Privacy, Tax,
Travel and Health, Safety & Security teams are alsoavailable for specific advice about these areas.

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Additional information

For further assistance about any of these matters,
please contact:Yourmanager

ASSETS AND
INFORMATION

For additional information and guidance on the
topics discussed in the Code, please visit theCompliance Centre on Portal and read our
Global policies.
Acceptable UseAnti-Bribery and CorruptionData PrivacyDiversity and Inclusion

Editorial Code

Gifts and EntertainmentGlobal Tax

Group Authority FrameworkHealth, Safety and SecurityPaper and Timber Sourcing

Responsible Advertising

Sanctions

Business Partner Code of ConductSustainability

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