HOW WECOMMITTO

CODE OF CONDUCTROQUETTE GROUPINTEGRITY
EVERY DAY

Edito from the President

We, at Roquette, are the inheritorsofawonderfulindustrialandcommercial success. This success
was built, first and foremost, on astrong reputation of excellence andintegrity. It is now up to us to honor this story and to take thislegacy forward. Our four values – authenticity, excellence,
forward-looking, well-being – constitutethe solid basis upon which we build asustainable and profitable future forour company.
The Roquette Family and the Board of
Directors count on you to live thesevalues and make this Code of

It is now up to
us to honor
this story and to
take this legacy
forward.

Conduct yours.
Each and every Roquette employee is the ambassador of ourCompany and our reputation. Together, let’s act responsibly
to improve the well-being of millions of people across theworld!

Edouard ROQUETTE,
Chairman of the Roquette Group
Roquette is a global leader in plant-based ingredients and a pioneer of new vegetal proteins.
In collaboration with its customers and partners, the Group addresses current and future societal challenges by
unlocking the potential of Nature to offer the best ingredients for food, nutrition and health markets.
Each of these ingredients responds to unique and essential needs, and they enable healthier lifestyles.
Thanks to a constant drive for innovation and a long-term vision, the Group is committed to improving the well-beingof millions of people all over the world while taking care of resources and territories.
Roquette currently operates in over 100 countries, has a turnover of around 3.7 billion euros and employs 8,670
people worldwide.

3

Edito from the CEO

Table of contents

At Roquette, we address current and futuresocietal challenges by unlocking the potential of nature tooffer the best ingredients for food, nutrition and healthmarkets while taking care of resources, territories, andcommunities. Throughout the world, and across theremarkable diversity of our jobs, we are all working as
one Roquette to improve well-being by making everyday
products better and healthier. We favor diversity as asource of innovation, advancement, and performance.
This aspiration is both a chance and an immense responsibility. It is a way for us to makea meaningful contribution to society.
Ethical conduct must be the driver in who we are and what we do, and therefore, how
we do it. This Code of Conduct is based on our company’s core values:
Authenticity, Excellence, Wellbeing, and Forward looking. It describes how we put thesevalues into practice every day. We are a family-owned company guided by a strong
sense of purpose. We are authentic people, we stay true to our commitments and we
act with transparency. This is how we build trust, the most essential ingredient ineverything we do.
Our Code of Conduct is a compass to guide us taking the right decisions and adopting
the right behaviors. It provides guidance for employees and everyone who works on ourbehalf and explains our commitments and expectations towards stakeholders.
In a global environment, which is increasingly uncertain and complex, upholding ourhighest standards in all our locations is more important than ever.
I am expecting all of you to respect and promote the instructions laid out in this Code.
Please read this document carefully and do not hesitate to ask all the questions you may
have.
I encourage you to Speak Up about any situation that is not aligned with the principles
set out in this Code and that threatens our reputation.
I also count on all the leaders and managers of the company to act in an exemplary way,
create a climate of openness and listen to the concerns of their teams.
This is key to our success. It is also a way for us to demonstrate that a company cangain competitive advantage while promoting a strong set of ethical values.
Thank you for helping our company grow in an ethical and sustainable way!

Edito from the President ……………………………………………………………………… 3
Edito from the CEO …………………………………………………………………………… 4
Introduction ………………………………………………………………………………….. 6
What is the Code of Conduct? ………………………………………………………………. 6
To whom does the Code of Conduct apply? ……………………………………………….. 6
Who is responsible for the implementation of the Code of Conduct? ……………………. 6
Where can we find the Code of Conduct? …………………………………………….…….. 7
How can we make sure that we take the right decision? ……………………………….…. 7
What happens if we do not comply with the Code of Conduct?....................................... 7
Our Values ……………………………………………………………………………….…… 8
Raising questions or concerns ................................................................................ 10
What kind of issues can be raised? ............................................................................... 10
Whom should we contact? ............................................................................................ 10
Compliance with laws and regulations ...................................................................... 11

1. Our standards as an employer > p. 12• Health, safety and well-being .................13• Diversity and inclusion ...........................15• Prohibition of bullying and harassment...17• Work-life balance ...............................19• Protection of company assets ............21• Confidentiality ....................................23

2. Our standards in our relationships with stakeholders > p.25
• Human rights and labor laws ..................26• Relationships with suppliers andpartners…. .............................................28• Anti-bribery and corruption .....................30• Fight against fraud .................................32• Prevention of conflicts of interest ...........34

Gifts and hospitality ……….…………. 36
Fair competition …………….………… 38● Accuracy of financial statements
and financial reporting ......................... 40● Prohibition of insider trading or tipping42● Privacy and data protection ................ 44● SpeakUp …………………………….… 46●●

3. Our standards as a responsible corporate citizen > p.46
• Political activities and lobbying ...............47• Local communities .................................49• Protection of the environment ……......51• International sales and trade ……..…..53

Reference documents...........................55
Pierre COURDUROUX, CEO
45

Introduction
What is the Code of Conduct?
This Code of Conduct (the “Code”) sets out the principles that Roquette employees,
managers, directors and any third parties acting for Roquette must follow and implementin their professional activities.
In line with Roquette’s values, this Code of Conduct defines the behaviors to adopt, the attitudes
to promote, and those to avoid, in order to act with compliance and in an ethical manner.

To whom does this Code of Conduct apply?
The Code of Conduct is common ground for all entities worldwide. It applies to:• All employees, directors and managers (“the Employees”)• Any third parties acting for Roquette, including:• Contractors, including consultants, freelancers and temporary staff• Trainees• Seconded staff from a non-Roquette entity• Casual workers• Other representatives• And any third party employed or paid to help Roquette achieve sales, such as
distributors, sales agents and re-sellers.
Suppliers and partners are expected to apply standards that are at least equivalent to ours.
These standards are set out in the Code of Conduct for Suppliers.
When Roquette is a minority shareholder, it will employ its best endeavors to make surethat the majority stakeholders and operators are aware of the principles set out in this Codeand we will make ongoing efforts to ensure that they apply equivalent standards.

Who is the responsible for the implementation of the Code of Conduct?
Everyone in the company must be familiar with the Code of Conduct. We all have a responsibility
to respect the operational principles described in the Code, and we must behave in an ethicalmanner, under all circumstances.
Directors and managers play a key role and have additional responsibilities. They must:
•
•
•
•
6

Discuss and promote the principles set out in the Code with team members
Reinforce a climate that makes everyone comfortable to ask questions or raise concerns
Behave in an exemplary manner, in line with the Group’s values
Ensure the implementation of the Code and respond to questions

The Compliance Office provides oversight of the Code. It supports directors, managers andemployees in its implementation by assessing risks, developing policies and guides,
conducting training and answering questions.

Where can we find the Code of Conduct?
All Employees and third parties acting for Roquette must understand and respect the principles
contained in the Code.
It is issued in hard copy to all Employees, including all new hires, and it is included in the
onboarding program. The Code of Conduct is also available to download from:• The ONE portal• The corporate website (www.roquette.com)

The Supplier Code of Conduct is available on our website and on the Purchasing extranet page.

How can we make sure we take the right decision?
The Code is designed as a guide to help us deal with most of the situations in our working
life that might pose ethical questions. However, it cannot foresee every situation we may
face in the exercise of our professional activities.
If we have any doubt, at any time, about what attitude to adopt, we must use good judgement
and ask ourselves the following questions:••••

Does this comply with the law?
Does this reflect well on me and on the company?
Would I tell a friend, family or colleague about this?
Would I feel comfortable if this were made public?

If the answer to any of these questions is ‘No’, we should not proceed. If we are in any doubt,
we should speak to the relevant contact (see contact information in the section ‘Raisingquestions or concerns’).

What happens if we do not comply with the Code of Conduct?
Failure to respect the Code can have an adverse effect on the company. The consequences canbe very serious, both for the company and for the involved individuals (disciplinary sanctions,fine, imprisonment, damaged reputation etc.).
All reports of actual or suspected Code violations will be taken seriously. We will investigate
promptly, fairly and in accordance with legal requirements.
Depending on the nature of the breach, disciplinary measures may be imposed, pursuant tolocal laws and company regulations.
All employees are required to cooperate fully with any investigation. Roquette will protect theconfidentiality of anyone involved.
7

6

7

Our Values•

Authenticity: We are genuine people, we are true to our commitments and act honestly andresponsibly. This is who we are.

An organization's culture lies
in its core values.
Values that describe who we are,how we engage with our stakeholders,and how we contribute to our society.
They are the foundation of our success.

•meet customers and consumers expectations.

•

Our values are the foundation of our success and essential to achieving our mission tobetter feed people and treat patients while taking care of the planet. This is how we build
trust in everything we do.
Roquette’s story is a human and family adventure that began almost a century ago.
Since then, thousands of men and women, driven by a unique vision, have committed
themselves to provide people with the food, nutrition and health they need according totheir lifestyle choices, their age, where they live and what they do. All over the world,
talents from different origins, skills and backgrounds have come together at Roquette to
unlock the potential of nature and contribute to building a healthier future.
At Roquette, we embody our 4 values in everything we do.
We base our culture on:

EXCELLENCE
8

Forward-looking: We rely on our family heritage and long-term vision to constantly explore,
collaborate, and innovate. This is crucial to continuously address and anticipate our customers’
needs.

We are a family-owned company guided by a strong sense of purpose.
We are authentic people, we stay true to our commitments and we act withtransparency. Because we ourselves are consumers, citizens and we care for our loved
ones.

AUTHENTICITYLOOKING

Excellence: We are a group of committed people; every day we do better and go further to

FORWARD-•

Well-being: We improve well-being by enhancing everyday products, while taking care ofresources, territories, and communities. We are committed to fostering an easy and enjoyable
working environment and customer experience.

Each of us must do our bit. However, putting our values into practice and reiterating ourcommitment to doing good is also a team effort.
Our consumers and customers trust us for doing business with honesty and integrity.
Trust is one of our greatest assets and requires the highest standards of behavior every day.
Roquette also requires its third-party business partners and their employees to adhere to businessprinciples consistent with our own.
This Code cannot cover every eventuality, particularly as laws differ between countries.
If specific situations are not expressly covered, the spirit of the Code must be upheld by
exercising common sense and good judgement, always in compliance with Roquette policies andprocesses and all applicable laws.

We are all responsible for promoting these values
which must be reflected in each of our actions.

WELL-BEING
9

Raising questions
or concerns

Compliance with laws
and regulations

Employees, third parties acting for Roquette, and other stakeholders areencouraged to raise questions or concerns that will help Roquette preventand reduce any harm to the company.

Every one of us, no matter our job, the role we perform or our location, is
expected to comply with the laws and regulations applicable to Roquette.

Any questions, and any potential or actual violation of the Code of Conduct,
company regulations or applicable laws, can be raised.

In most cases, our line manager should be our first point of contact. He or
she is likely to be in the best position to understand our concern and takeappropriate action, if necessary. The Human Resources Department is alsoavailable to answer our questions.
If we do not feel comfortable sharing our concerns with our line manager orthe Human Resources Department, or if we have already shared our concerns
and feel that they are not being appropriately addressed, we can contact:
The Compliance Office
The Internal Audit & Risk Management Department
The confidential Roquette alert system SpeakUp.
We realize that it takes courage to share concerns. Roquette will not tolerate
any form of reprisal or retaliation against an employee or a third party whoreports, in good faith, a potential or actual breach of the Code of Conduct orapplicable laws.

In cases where local regulations are stricter than the Code of Conduct, theformer will prevail.

We must implement as quickly as possible all new local and applicableregulations.
Each of us must be aware that any breach of laws and regulations may
be liable to civil and/or criminal sanctions, both for the individual
involved and for the company.

Under all circumstances, we must comply with all applicable laws andregulations in the countries where we operate and all rules in force ateach of the company’s locations.
As part of our professional activities, we should report any behavior
which we consider to be against applicable laws and regulations
to our line manager, a Human Resources representative, theCompliance Office, the Internal Audit & Risk Management
Department or the confidential Roquette alert system SpeakUp.

ME

M
IT

1.

Our standards asAN
EMPLOYER

AS ANEMPLOYER

IN RELATIONSHIPS WITH
STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Health, safety
and well-being
At Roquette, we promote Well-being and Health & Safety.
At the heart of our considerations, we propose actions,programs, and organizations to support our employees inthat respect, both at work and in our personal lives.

●

Health & Safety, together with Compliance,
are the foundation on which we want to build ourbusiness. We do believe that preserving the Health& Safety of our people, partners, customers, andconsumers is part of our mission. We believe our
performance in this field must be the performanceof a global leader. Having a strong Health & Safety
culture is a pledge of great professionalism, in linewith another one of our values: Excellence.

●

We expect
All employees ensure they understand the impacts of our policy and should apply
that:
the 4 core principles in their daily activities, for them, their colleagues, contractors

13

All employees play a role in improving performance and changing behaviors.

●

All leaders make adequate resources available and foster a mindsetof responsibility and compliance.

Showing a strong and visible commitment.

•

Complying with the rules with no compromise.

•

Immediately addressing unsafe behaviors and conditions.

•Being open to proactive safety discussions and interactions, in order tosolve issues, not just correct them.

•Consistently recognizing good practices.

Roquette has built and started to deploy a comprehensive People Care approach to help andsupport employees' well-being at Roquette.
This approach is based on 4 pillars:•Care & Support: through Employee Assistance Program, practical guides & online
webinars, surveys, focus groups…

•

Work together: through communication rituals, collaboration tools, team effectivenessinitiatives…

•

Work life balance: through campaigns, well-being initiatives, common social rules formeetings, disconnection…

•

Reflect & Take Care of myself: through self-reflection guides, neuroscienceawareness, disease prevention…

and business partners.
●

•

Focus
well-being:

We aspire to an incident-free workplace.
We believe that all injuries & occupational illnesses are preventable.
To do so, 4 core principles are guiding our behaviors:• Compliance with local laws and with our internal Health & Safety directives;• Identification, assessment and mitigation of risks;• Rules, standards & procedures that translate our know-how into comprehensive& efficient ways of working; and• Continuous improvement mindset.

All employees embrace this mindset by:

14

AS ANEMPLOYER

IN RELATIONSHIPS WITH
STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Diversityand inclusion
Roquette is a highly diverse company, with
Employees from a wide variety of backgrounds
worldwide. We value all contributions andbelieve that everyone should have an equalchance to succeed.
Providing a positive professional environment,
in which every person can learn, develop, growand contribute to the overall performance of
the Group, and be recognized for doing so, is apriority for a family-owned company like ours.
We also promote this view in our business
relationships.

●

●

15

●

We must comply with all applicable employment laws.

●

We must contribute to maintaining a climate of trust and openness.

●

As Roquette Employees, we must treat each other with respect at all times.

We consider
As a global company, our diversity inspires innovation, fosters collaboration, increases
that:
performance and is an asset to us. It facilitates integration in the areas where we
operate, helps us to understand our customers better and supports business growth
and transformation.

●

Our responsibilities:

All Employees and third parties have a right to be treated with equal respect anddignity, regardless of their race, national origin, gender, religion, age, work
experience, political opinion, disability, ability, medical condition, sexual orientationor cultural difference.
Roquette’s recruitment, training and promotion systems are based on qualifications,skills, achievements and performance only.

“Within your department, you notice that while the nature of the work you
do in the office is the same as all your colleagues, it is generally your malecolleagues who are invited to join senior management in meetings withpotential or actual customers.”
Roquette is committed to building on diversity, as it supports business growth andhelps us understand our customers’ expectations. If you feel that the treatment ofsome team members is partly or wholly due to their gender, you should discuss itwith your line manager. If you do not feel comfortable raising the issue with him orher, you can talk to a Human Resources representative or use the confidential
alert system SpeakUp.

16

AS ANEMPLOYER

IN RELATIONSHIPS WITH
STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Prohibition of bullying
and harassment
We treat each other with respectand dignity. We are committed tomaintaining a work environment thatis free of bullying and harassment.
Bullying and harassment includes
unwelcome verbal, visual, physical orother conduct of any kind that creates
an intimidating, offensive or hostilework environment.

●●

We will not tolerate retaliation against any individual who has reported a situationor concern.

●

If we are informed or if we perceive that someone is being bullied or harassed,
we must inform our line manager or a Human Resources representative.
We can also contact the Compliance Office, the Internal Audit & Risk Management
Department or use the confidential Roquette alert system SpeakUp.

We consider
All Employees must be protected against all forms of bullying and harassment.
that:
All forms of bullying and harassment are prohibited. This includes but is
not limited to racism, sexism, homophobia, sexual harassment, as well as
intimidating or threatening behaviors.

Our responsibilities:

17

●

●

We must comply with all laws and regulations prohibiting bullying and harassment.

●

We should not continue any behavior towards a person who has expressed that
this behavior is unwanted.

●

We must not tolerate any form of bullying or harassment of colleagues or anyone
else with whom we have business relationships.

Harassment and bullying can take many forms, including:●● Verbal or physical abuse● Misuse of personal information● Isolating a colleague or setting a colleague up to make a mistake18

AS ANEMPLOYER

IN RELATIONSHIPS WITH
STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Work-life
balance
Establishing and maintaining a healthybalance between our professional andpersonal lives is essential. It contributes to
our well-being and performance at work.
Roquette acknowledges that employees
have personal commitments,
responsibilities and obligations outside ofwork. We are committed to ensuring that
employees feel equipped to achieve theirobjectives in the workplace while also
respecting these personal commitments.

●

Our responsibilities:●

In our own time management, we should aim to establish and maintain a healthybalance of priorities between our professional and personal obligations.

●

We should maintain responsible use of business communications outside of working
hours. Emails, phone calls or text messages outside of working hours should be
limited to emergencies and special situations.

●

If we, or our loved ones, feel that our workload at Roquette is impacting unnecessarily
on our ability to invest sufficient time in our personal life, we should discuss this with
our line manager or a Human Resources representative.

We consider
As a company, we take account of, and respect, the right of every employee tothat:maintain a fulfilling personal life outside of work.

●

Employees’ workload should not impact unnecessarily on their life andpersonal commitments.

●

The work-life balance of each employee must be respected.

“Some of my team members are based in another geographical area.
Because of the time difference, I often receive emails late in the evening
and some of them are considered urgent. I am worried that my colleagues
will be frustrated if I do not answer right away”.
Roquette takes pride in being a global company with international teams.
However, we want our employees to maintain a healthy balance between theirprofessional and personal lives. In cases like the above, you should raise theissue with your line manager or a Human Resources representative to find an
arrangement that will be acceptable to you and your colleagues.

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AS ANEMPLOYER

IN RELATIONSHIPS WITH
STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Protectionof company assets
Our assets are essential to serve our customers andto run our company successfully overthe long term. We must exercise care inprotecting these assets against loss,
damage, illicit use or theft.
Our rights and duties regarding the responsible
use of Information and Communication
Technologies (ICT) are defined in charters orprocedures specific to each entity of the Group

Our responsibilities:●

Each of us is responsible, in the context of his/her function, for the proper use andprotection of the company’s material and intangible assets.

●

We must use the ICT tools, including the electronic messaging system and the internet,
for professional purposes. Personal use can be acceptable if it is incidental andinfrequent.

●

We are committed to never using ICT in a way that may harm the system,
The IT network or the interests of the company, our customers or other stakeholders.

●

We should keep our passwords confidential.

and applied locally.

●

We consider
The company’s essential assets are:that:
• Its Employees,• Its material and intangible assets,• Its financial assets,• Its sensitive information (know-how, etc.),• Its ability to produce,• Its image and reputation,• Its brand.

The “support” assets (computer systems and software, telephones and smartphones,
laptops, office equipment and supplies, company vehicles, machinery and tools, etc.) arereserved for professional use.
21

● “My

manager regularly asks me for personal favors, such as booking
restaurants for dinner with her family or shopping for personal gifts. I am happy
to do it for him/her, but a colleague told me that this could be an issue”.
Our employees’ time is one of our essential assets. Your manager should
not ask you to take care of these tasks and, in cases like the above, you
should discuss this with him or her. If you do not feel comfortable, you canraise the issue with a Human Resources representative.
● “I need to send a letter to the bank, but I do not have a printer at home. Can

I use the printer in the office?”

The occasional use of the printer can be acceptable if it is notexcessive. However, you should check with your line manager
first.

22

AS ANEMPLOYER

Confidentiality
Information is one of our most valuableassets. Roquette is committed to protecting
information, whether it belongs to us or toanother company.
It is essential to our success, reputation andsustainability.
The importance of social media is
growing, and we recognize that it can bea useful tool in engaging with our
stakeholders. However, caution must also be
exercised when using these tools.

●

We consider
It is prohibited to share confidential information with any individual other than its
that:
Information provided to us by suppliers, customers and partners must not be disclosed
without prior authorization.

●

All necessary steps must be taken to prevent the inappropriate use or inadvertent
disclosing of confidential information. This means acting with discretion in public
places, storing all confidential information in a safe location and taking all necessary
precautions when sending, copying or destroying documents or data.

●

Applying the same personal and professional standards used for any otherbusiness activity when using the internet and social media is essential to protect
confidential information.

AS A RESPONSIBLE
CORPORATE CITIZEN

Our responsibilities:●

We protect information from improper disclosure or alteration, even after we leave
the company.

●

We must respect any confidentiality agreements between the company and its partners.

●

We must not disclose confidential information.

●

We must engage with social media in a responsible manner, even outside of work:• We should not use company information (for example, photos or videos of our facilities).
• We should always distinguish between professional and personal communications.

●

We must ensure that our time spent on social media does not interfere with our work.

●

Confidential information includes, without limitation:
Financial and economic information related to the company or its partners,

intended recipient, unless prior authorization has been obtained from the owner of that
information or if there is a legal obligation to do so.

●

IN RELATIONSHIPSWITH STAKEHOLDERS

The company’s strategy (projects, acquisitions, marketing and sales
forecasts, purchasing strategy, etc.),

Production capacities,
Manufacturing secrets and know-how,
Information related to research,
Information related to customers, suppliers and partners,
Unpublished patents,
Specific software,
Personal information regarding employees.
●

Social media includes any digital communications channels that allow
individuals to create and share content and post comments: social networking
sites, video and photo platforms, blogs, fora, etc.

23

24

Our standards in

2

RELATIONSHIPSWITHSTAKEHOLDERSAS AN EMPLOYERIN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Human rights
and labor laws
As a responsible company, Roquetteis committed to respecting humanrights in its own activities andthrough its business relationships.
We adhere to the principles set out inthe Universal Declarationof Human Rights, the fundamental
conventions of the International Labour
Organization (ILO) and the United
Nations Global Compact.

Our responsibilities:●●

We must be familiar and comply with applicable labor laws and regulations.
Any behaviors which go against each individual’s fundamental rights should bereported to our line manager or the Human Resources Department.

We can also contact:• The Compliance Office• The Internal Audit & Risk Management Department• The confidential Roquette alert system SpeakUp.

●●●

We consider
All forms of modern slavery, including forced labor and human trafficking,that:

The International Labour Organization (ILO) is a United Nations agency that promotesinternationally recognized human and labor rights. ILO brings together governments,
employers and worker representatives of 187 Member States, to set labor standards, develop
policies and devise programs promoting decent work for all women and men.

are prohibited.

●

●

26

All forms of labor are prohibited for children under the minimum age set by ILO
standards.
Each individual’s right to free association (trade unions, political affiliations,etc.) must be respected.

●

Remuneration must be at least equal to the legal minimum wage in the country.

●

In a conflict situation, every employees has the right to a fair defense.

●

Our suppliers should apply standards that are at least equivalent to ours.

“I saw a news article mentioning that one of our suppliers has been known
to use child labor. I am not directly involved in the relationship with this
supplier. Should I say anything?”
Roquette is committed to respect international human rights standards and rejects
all forms of child labor. We expect our suppliers and partners to apply standards
that are equivalent to ours. Any misconduct by one of our suppliers could have an
impact on our reputation. If you face a situation like the above, you should share
this information with your line manager or a Human Resources representative.

27

AS ANEMPLOYER

IN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Fair
competition
Companies such as ours are subject
to precise rules on competition.
Failure to comply with these rules canlead to severe legal, criminal andfinancial sanctions.
In some countries, these sanctions
can be as high as 10% of the Group’s
turnover.

●

●

●

●

We consider
We should engage in legitimate competitive business practices based strictly onthat:

Our responsibilities:●●

We should comply with the regulations governing business and competition practices
in all the countries in which we operate.
Each time we have interactions with a competitor, we must keep a written recordof it, either through the minutes of the meeting or an email, with the email and minutes
promptly sent to the Compliance Office, stating where and whenthe meeting took place, whom we met and what we discussed.

REMEMBER!

the merits of our products and services.

●

We do not engage in any price-fixing or market-share arrangements prohibitedby antitrust law.

Ask for advice from the Compliance Office on all antitrust questions orconcerns.

●

Express publicly your disagreement on any situation or discussion for which you
feel uncomfortable, and leave the meeting or the informal gathering.

We are committed not to discussing or exchanging sensitive business information(e.g. our prices, margins, sales conditions, purchasing, sales, distribution andmarketing strategies), especially with our competitors.

●“Silence is golden!”

Any failure to comply with applicable local legislation can lead to legal action, bothagainst the company and the persons involved.

“My new colleague worked recently for one of our competitors.
May I ask him for information about our competitor?”
Before you ask the new employee any questions about thecompetitor, you should consult the Compliance Office.
The person might be under a legal obligation not to reveal any
confidential information. In that case, you should not ask him or her
any questions.
28

29

AS ANEMPLOYER

IN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Relationships with
suppliers and partners
We value our business relationships
and we seek to maintain healthy
relations with our suppliers and ourbusiness partners, based on trust.
We value the principle of responsible
sourcing of our products and services.

Our responsibilities:
●

●
●

●

We select our partners and suppliers according to criteria which are inline with the values set out in this Code of Conduct.
We must treat all suppliers and partners with respect and fairness.
We must ensure our suppliers and partners understand the need to respect therules of good conduct through Roquette’s Suppliers Code of Conduct.

We consider
All business relationships with suppliers and partners must be conducted withthat:
mutual respect.

●

●

●

●

Transparent selection and tendering processes must be used for all prospective
suppliers and contractors.
All suppliers must be greeted with courtesy, even if their products or services do
not necessarily meet our requirements.
Our suppliers and partners also play a part in the quality and innovation of
products and services that our customers expect from us.
Any misconduct of a supplier or a partner might have an impact on the Group’s
reputation.

Within the framework of our approach, we drafted a code of conduct for our
suppliers based on the principles of the United Nations Global Compact and theconventions of the International Labor Organization (ILO).
This code enables us to establish a long-term relationship with our partners, while
creating sustainable growth. For all of us, the document complements thevarious regulations, standards and laws in force in the different countries.
Suppliers also commit to respect the regulations, standards and laws in the
countries in which they operate.
Each supplier of the Group is required to adhere to and communicate this code of
conduct to all of their employees, and to ensure that the principles are learned
and respected.

30

31

AS ANEMPLOYER

IN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Fight against fraud
Fraud in any form is unacceptable.
It creates a loss to the company, andultimately to shareholders, and affects
reputation.
It is the duty of every Employee and any
third party acting for Roquette, tocontribute to the prevention of fraud.

●

●
●

●

We consider
Fraud and any dishonest, illegal or reprehensible action or behavior are strictlythat:prohibited.
Misrepresenting or mislabeling our products is not permitted.
Severe administrative, civil and criminal penalties can be imposed on any
individual or company involved in fraudulent activities.
Management has primary responsibility for preventing and detecting fraud.

Our responsibilities:●

We must comply with the company’s policies and procedures.

●

We have to provide our customers with accurate information on our products.

●

32

We should report any suspicion or occurrence of fraud to our line manager,
the Compliance Office, the Internal Audit & Risk Management Department or theconfidential Roquette alert system SpeakUp.

Fraudulent activities could include but are not limited to:● False information on the properties or characteristics of our products● Falsification of receipts or expense reporting● Forgery or alteration of financial accounts● Misappropriation of funds, securities, or other assets● Overpaying a supplier and obtaining a personal payment in return● Disclosure of confidential information to outside stakeholders● Inappropriate use of Roquette’s products or equipment● Destruction or removal of records

33

AS ANEMPLOYER

Anti-bribery
and corruption

Our responsibilities:●

Roquette is fully committed to working against
corruption and influence-peddling in allits forms, whether public or private. The
company, an employee, or any third party
acting for Roquette can incur severe
administrative, civil and criminal penalties if
it is found to have offered or accepted abribe, or benefited froma bribe.
Adhering to a zero tolerance policy on bribery andcorruption not only aligns with applicable laws but
protects our reputation and enhance our stakeholders’trust in our practices.

●

We consider
Bribery and corruption comprise the promising, offering, giving, receiving, agreeingthat:
to receive and accepting of anything of value, directly or indirectly, for the purposeof obtaining an improper advantage or influencing a decision.

●

●

●

34

Facilitation payments, which are payments made to expedite services to which thepayer is legally entitled, are a form of bribery and are prohibited.
The provision of sponsorship must not be used as an inducement to obtain undue
influence on the outcome of business activity or to conceal bribery or corruption.
Any employee who contravenes the Code of Conduct and the provisions ofRoquette’s directives on anti-bribery and corruption will be subject to disciplinary
sanctions, in accordance with the applicable laws and Roquette’s internal rules andregulations.

AS A RESPONSIBLE
CORPORATE CITIZENIN RELATIONSHIPSWITH STAKEHOLDERS●●

We must not offer, promise or give any form of bribe of any amount, directly or
through an intermediary, to someone in the private sector or a public official.
We must not agree to receive or accept any form of bribe of any amount, directlyor through an intermediary, from someone in the private sector or a public official.
If we are asked to make a facilitation payment, we must refuse and report the request
for payment to our line manager or the Compliance Office or the Internal Audit & Risk
Management Department.

FACILITATION PAYMENTS
Facilitation payments are unofficial payments made to secure or expedite a routineor necessary action by a public official (such as issuing permits or releasing goods heldin customs).

Examples of possible red flags that may arise during the courseof our professional duties:;Aa friend or relative;to

We notice that Roquette has been invoiced for a commission or fee;
We are offered an unusually generous gift or offered lavish hospitality by asupplier.
If we face these or any similar situations, we must report them promptly to our line
manager or the Compliance Office.

35

AS ENEMPLOYER

IN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Prevention of
conflicts of interest
At Roquette, we take decisions that arein the best interest of the company. A
conflict of interest can result from any
situation in which personal interests
conflict, or may appear to conflict with
our professional duties or Roquette’s
interests. An appearance of, or actual
conflict of interest can damage thecompany’s reputation.

●●

Third parties acting for Roquette are required to declare any conflicts of interest
before entering a business relationship with Roquette.
At any time after employment or commencement of the business relationship with
Roquette, we must declare any potential or actual conflicts of interest.

QUICK TESTIs there a potential conflict of interest?
Will I feel obligated to someone?
Could my professional judgement be compromised?

●

●

●

We consider
Conflicts of interest can be avoided or addressed if promptly disclosed to ourthat:line manager or Human Resources representative and properly managed.

Could it give the appearance that my professional judgement is compromised?
If we answer “Yes” to any one of these questions, we might be in a situation of conflict ofinterest. We should discuss this with our line manager, a Human Resources representative or
the Compliance Office.

Situations where personal interests come into conflict with Roquette’s interests must
be avoided at all times.
Management must ensure that a declared conflict of interest is effectively managed.

Examples of situations which may lead to potential conflicts of interest
include, but are not limited to, the following:

Our responsibilities:
●

●

36

We must ensure that Our decisions and actions are consistent with the company’s
interests and are not influenced by any personal interests.
When joining as a new hire or changing position within Roquette, we should declare
any personal interests in any Employees, suppliers, customers, intermediaries or
public officials working with the company.

who isresponsible for providing the company with a permit or license.

37

AS ANEMPLOYER

IN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Gifts andhospitality
Accepting and offering gifts or hospitality is acustomary business courtesy that can enhance
working relationships. However, they should
never influence our business decisions.
Roquette does not tolerate
the offering, soliciting or acceptance of gifts
or hospitality to improperly influence businessdecisions. We must exercise good judgment
and moderation to avoid the appearance of
inappropriate conduct.

Our responsibilities:
●

●

●

●

We consider
that:
●

●

●

●
●

We must ensure that any offer or receipt of gifts or hospitality to or from customers
or suppliers is within the limits set out in Roquette’s gifts and hospitality directive.
We must obtain the appropriate pre-approvals before offering or accepting any gifts
or hospitality which exceed the limits set out in Roquette’s gifts and hospitality directive
and keep records.
We must never offer, accept or solicit gifts or hospitality to or from competitors or
public officials.
We must never offer, accept or solicit gifts or hospitality during a negotiation, salesor tender process with customers or suppliers.
We must never offer, accept or solicit gifts in cash or cash equivalent.
If in doubt, we should contact our line manager, a Human Resources representativeor the Compliance Office.

Accepting or offering gifts or hospitality can often be seen as an attempt to
influence the beneficiary’s decision.
The value, frequency and timing of the offering and receiving of gifts andhospitality are important considerations.
Gifts and hospitality offered and received from customers and suppliers can only be
infrequent and of modest value.

● “Can I accept a business meal from a supplier?”

In most circumstances, modest and infrequent business meals may be accepted.
However, whenever a supplier pays for a meal, always consider the specificcircumstances and whether your impartiality could be compromised or appear toothers to be compromised. If the meal is offered during contract negotiations, youmust always politely decline the invitation.
● “What types of gifts are considered modest in value?”

Gifts that are infrequent such as corporate bags with pens, notebooks, t-shirts,
hats or any branded promotional items are generally considered modest in value.

38

39

AS ANEMPLOYER

Prohibition of insider
trading or tipping
It is prohibited to use or share with others,
non-public information to buy or sell shares (*)
on the market.

Trading (whether directly or indirectly via intermediaries): using non-public
information to buy or sell public securities issued by Roquette or any of its
customers, suppliers, or partners.

•“Tipping” : disclosing non-public information to others, including family
members or friends, which they use to trade in public securities. Tipping is
prohibited even if it results in no gain for you personally, or for the person who
used the information.

What are the risks?
•

Immediate dismissal from Roquette without indemnity•

Severe civil and criminal penalties from financial markets authorities

AS A RESPONSIBLE
CORPORATE CITIZEN

What is non-public information ?
•Any internal non-public information, which a reasonable person would consider
important for buying, selling, or holding securities in a company.

•

For example, the following information cannot be disclosed or used: unpublishedearnings or financial forecasts, acquisitions or divestments, partnerships or joint
development projects, R&D discoveries, changes of senior management, new productlines, a loss of a major customer or supplier, and pending litigation or regulatory action.

•

Everyone working for Roquette (including Roquette partners or advisors), has an
obligation to keep confidential information related to Roquette, our suppliers,
customers, and partners (see section on “Confidentiality”) Ex: all information you canlearn during a negotiation with a supplier /customer.

What are the operations concerned?
•

IN RELATIONSHIPSWITH STAKEHOLDERS

Disclosure of non-public information may occur :•During formal meetings•

During informal discussions between colleagues.

•

Outside office hours•

During social events at trade shows•At family / private gatherings•

By different means : ex: WhatsApp group discussion, posts on LinkedIn

In case of doubt, please contact the legal team compliance@roquette.com(*) this includes shares and other public securities: financial instruments, stocks,
bonds, investment contracts or derivatives.

40

41

AS ANEMPLOYER

Accuracy of financial
statements and financial
reporting
It is essential that our financial statements
and financial reporting reflect the company’s
activities accurately, in compliance with theInternational Financial Reporting Standards(IFRS).
Accurate and reliable financial reporting is key
to ensuring the company’s integrity, monitoring
current and future performance, making
adequate strategic decisions (investments,
portfolio management, etc.) and optimizing
the company’s financial structure.

●

●

●

●

●

●

40

The accounting postings, the accounts and the financial statements of the company
and its various subsidiaries must accurately reflect the operations carried out by
Roquette.

AS A RESPONSIBLE
CORPORATE CITIZEN

The reliability and accuracy of our financial statements and financial reporting are
key for all our stakeholders.
It is the duty of each of us to remain vigilant to the risk of money laundering andreport any reasonable suspicions in this regard.

Our responsibilities:●●

We consider
Communication with our Shareholders and representatives of the financial community
that:must be regular and accurate.

IN RELATIONSHIPSWITH STAKEHOLDERS●

We comply with company rules and other regulations relevant to theaccounting, posting and publication of financial statements and financial
reporting.
We commit to establishing and publishing true, reliable and accurate
financial statements and financial reporting.
We should remain vigilant to the risk of money laundering. If we notice any
suspicious financial activity, we must report it to our line manager, the Compliance
Office, the Internal Audit & Risk Management Department or the confidential
Roquette alert system SpeakUp.

Accounting postings must be in compliance with applicable legal requirements,
Group reporting guidance, generally accepted accounting principles and the internal
control measures of the company.

“I don’t work in the Finance Department. Is the accuracy offinancial reports my responsibility?”

Internal controls as well as internal and external audits guarantee theaccuracy of our accounts.

Yes, financial accuracy is a responsibility we all share. From expense reports toinvoices received from suppliers, we must all make sure that all transactions areaccurate, complete and properly recorded.

41

AS ANEMPLOYER

Privacy anddata protection

IN RELATIONSHIPSWITH STAKEHOLDERS●

We must collect, use, process, transfer and store our colleagues’ personal data, and the data ofour business partners, in line with Roquette’s data protection policies and applicable laws.

●

We must read and understand the “Privacy & Data Protection Guide of Good
Conduct”.

All Roquette Employees and third parties have a rightto privacy. Roquette is committed to respecting
the confidential information of its Employees,
business partners and other stakeholders, andto protecting their personal data.
Because legislation concerning privacy
and personal data varies from country tocountry, and because Roquette is presentinternationally, the Group has adopted a Group
Policy concerning personal data protection.
This policy applies to all.

●

●

●

●

●
●

42

Available on www.roquette.com/Data-Protection

If in doubt, we should contact the Data Protection Officer at dpo@roquette.com .

“Personal data” means any information relating to an identified or identifiable natural
person. An identifiable natural person is one who can be identified, directly or indirectly, inparticular by reference to an identifier such as a name, an identification number, a location data,an online identifier, or one or more factors specific to the physical, physiological, genetic, mental,
economic, cultural or social identity of that natural person e.g.: name, date of birth, social
security number, photo, email address, computer ID, etc.

Each individual has the right to control the collection, processing, use anddistribution of his or her personal data.

D O ’S / D O N ’ TS

Personal data must be used in a fair manner for a specific, explicit and legitimate
purpose and kept only for the period needed to carry out processing.

DO’S

Each individual must be informed that their personal data is being collected, how itwill be used and whom he or she can contact with any queries.
Roquette does not communicate personal data to third parties, unless required to
do so by applicable laws or regulations.

We must respect the right to privacy of our colleagues.
We must maintain the confidentiality of our business partners’ information.

AS A RESPONSIBLE
CORPORATE CITIZEN• Collect personal data required for a legitimate

business purpose; archive or delete personal
data if it is no longer useful• Password protect or encrypt documents
containing personal data when transferring
them to authorized third parties• Lock your computer when you are awayfrom your desk and change yourpassword when requested• Securely dispose of any document
containing personal data
• Limit the multiplication of file extractions

DON’TS• Keep personal data because you think thatyou might need it in the future on anotherproject• Disclose personal data to an unauthorized
person or send sensitive documents via email
without a password• Leave personal data at a printeror on a shared server• Store or transfer professional documentson personal devices (phones, laptops)• Share app passwords

To exercise your rights: Please fill the “Web Form of Data Subject Requests” availableat www.roquette.com/data-protection.
43

AS ANEMPLOYER

SpeakUp,act with integrity
we should: SpeakUp!
This is essential for maintaining
trust with our colleagues and partners.
SpeakUp® is the professional alert systemchosen by Roquette. It can be found on ONE,on the website and via the interface installedon our professional mobile phones.

We consider that:
●

●

●

●

●

●

Within 72 hours of the report being filed, an acknowledgment of receipt is sent to thewhistleblower.
In return, the whistleblower will receive confidential treatment of his or her identity andpersonal data in accordance with applicable law.
Roquette will not tolerate any form of retaliation against any employee or third party acting
on behalf of Roquette who reports, in good faith, a proven or suspected violation of the Codeof Conduct or applicable laws.

TO KNOW•

The whistleblower must be a natural person.

•

The whistleblower must have personal knowledge of the facts.

•

The alert must be made in good faith.

Anyone belonging to the company (employees, interns, temporary workers and othermembers of staff seconded within the company) as well as external and occasional
collaborators (suppliers, subcontractors, service providers, "freelance") can report an alert.

•

The whistleblower must act in a disinterested manner, i.e. not profit fromthe alert. The whistleblower must also not be motivated by personal
grievances or an intention to harm.

SpeakUp® is the last resort to report an abnormal situation, if we do not feel comfortable
sharing our concerns with our manager, with the Human Resources department, or if we havealready shared our concerns and we believe that no appropriate response is offered.

•

The alert must relate to serious facts.

Any situation and violation, whether actual or suspected, of the Code of Conduct, company
regulations and applicable laws must be reported.

https://roquette.speakup.report/fr-FR/RoquetteSpeakUpline/home

For more information see the "Whistleblower’s Guide" in the SpeakUp page on ONE.

44

AS A RESPONSIBLE
CORPORATE CITIZEN

Our responsibilities:●

If we witness inappropriate conduct,
believe we have witnessed inappropriate
behavior or if we have any concerns,

IN RELATIONSHIPSWITH STAKEHOLDERS

Any whistleblower who knowingly or in a manifestly negligent manner
knowingly makes false statements, discloses misleading information, acts
in bad faith or in an abusive manner, may be subject to disciplinary action
or prosecutions in accordance with applicable laws and regulations,
Conversely, an employee acting in good faith will not be subject to any
disciplinary measure or prosecution if the alleged facts prove to beinaccurate or result in no action.

45

Our standards as

3

A
RESPONSIBLE
CORPORATECITIZENAS ANEMPLOYER

IN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Political activities
and lobbying
Roquette provides no funding or services toany political parties, holders of orcandidates for public office, Membersof Parliament or their representatives,
other political organizations or any otherentities with political activities (e.g. somespecific non-governmental organizations).
We respect each individual’s right tocontribute to the political process orengage in political activities as long as heor she does not represent Roquette in thiscapacity.

●47

Our responsibilities:●

We are required to disclose any potential or actual conflicts of interest withpublic officials.

●

We must not make any political donations, either directly or indirectly, on behalf ofthe company, or as part of our activities for Roquette.

We consider
Roquette provides no political donations in any form, either directly or indirectly
that:

●

Everyone is free to become a member of a political party and can make politicalcontributions as long as this activity remains a personal and private matter
practiced in their spare time and is not likely to lead to situations that create aconflict of interest or could be construed as lobbying.

●

Personal political opinions or contributions must under no circumstances appear to
be reflective of the company, either directly or indirectly.

●

Politically connected persons can only work for Roquette under carefully
managed conditions.

“My brother is a candidate in a local election and I would like to help withthe campaign. Is this allowed?”Your political activity is a private matter. However you need to make sure that you
do not use any of Roquette’s resources for this campaign. For example, you
cannot use the Group name or your professional email address, and you must
not spend time on this campaign during working hours.

48

AS ANEMPLOYER

IN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Local
communities
Roquette’s sustainability approach is basedon four pillars: Sourcing, Innovating, Biorefining
and Acting. Each pillar is built on several
commitments. One of these commitments is todevelop our activities with local communities,
by partnering with our local communities andcontributing to their development throughsustainable relationships.
Every year, the Group puts this commitment
into practice by supporting a numberof community projects and activities.
In November 2017, Roquette launched theRoquette Foundation for Health.
The Foundation’s mission is to support
innovative or educational community programsin the fields of food and nutrition.

●

We consider
The communities in which we operate are direct stakeholders to thethat:company. We should contribute sustainably to their development and wellbeing.

●

49

Misconduct by a Roquette Employee against a member of a community in which
the Group is operating, or in which the Roquette Foundation is involved, is an
important reputational and legal issue for the company.

Our responsibilities:●

Employees must treat members of the local communities in which the Group isoperating with respect.

●

In addition to the work with local communities conducted by Roquette and theRoquette Foundation for Health, we encourage all Employees to get involved, on
a voluntary basis, in projects with local communities.

●

If we perceive any misconduct by a Roquette employee against a member of acommunity in which the Group is operating, or for which the Roquette Foundation
provides support, we must report it immediately to our line manager, theCompliance Office, the Internal Audit & Risk Management Department or theconfidential Roquette alert system SpeakUp.

The Roquette Foundation for Health is entirely dedicated to the fields of food,nutrition and health. The organization and the budget of the Roquette Foundation are
separate from the company but aligned with Roquette’s sustainable development
approach. Our Foundation provides support to various types of projects such as:●

Programs to raise food awareness,●

Studies related to the impact of food on diseases,●

Operational and sustainable projects with health benefits.

50

AS ANEMPLOYER

IN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

Protectionof the environment
Respect for the environment and thepreservation of natural resources are priorities
in Roquette’s operations. With the convictionthat protecting the planet is a key concern
for all of us, we strive to minimize ourenvironmental impact on a daily basis.
It is up to all of us, in our respective roles,
to support this environmental policy byrespecting applicable regulations andcorporate procedures on environmental
protection.

●●

We control environmental parameters.

●

We limit and value our waste created by our activities.

●

We mitigate major risks.

●

We mobilize the entire workforce through permanent actions to raise theirawareness and train them.

●

We publish an economic, social and environmental report each year.

We consider
Minimizing our impact on the environment is important for the sustainability ofthat:
our company.

●

Effective environmental practices help reduce our operating costs(water, energy, CO2 emissions, etc.).

●

Protecting the environment is a responsibility for the company and its employees.

●

Being a responsible business also helps create a positive corporate image andprovides business opportunities.

Our responsibilities:

51●

We comply with regulations and monitor their evolutions.

●

When possible, we choose technologies that preserve the environment (water,
CO2 emissions, etc.).

Every year, Roquette publishes an activity and sustainable development report,
which contains information on our efforts to minimize our environmental impact. The latest reportis available on the ONE portal and on our corporate website www.roquette.com.

●

We do not waste water.

●

We save energy.

●

We report any incident.

52

AS ANEMPLOYER

IN RELATIONSHIPSWITH STAKEHOLDERS

AS A RESPONSIBLE
CORPORATE CITIZEN

International sales
and trade
The selling of imported or exported
products, materials or technologies issubject to specific regulations. Roquettecomplies with any rules applicable tointernational trade and implementsinternal controls to monitor to whom wesell in line with our values and applicablestandards including the United Nations
and European Union trade sanctions andembargoes.

●

We consider
We are responsible for the integrity of the products and accuracy of information
that:
which we provide to our customers.

●

Failure to comply with business rules can seriously harm the reputation of
the company.

●

Honest trade practices guarantee sustainable collaboration with our trading partners.

●

A boycott or embargo can ban the sale of products or services to a country’s entity.

Our responsibilities:

53●

We should comply with all applicable customs regulations.

●

We should implement preventive measures in order to preserve the quality andintegrity of our products.

●

In case of a boycott or embargo, we commit to requesting the necessary
authorizations and licenses for the relevant countries.
54

Reference documents• Activity and Sustainable Development Report• Book of Roquette’s Internal Control Standards (BRICS)• The Safety General Principles and Golden Rules• Anti-Bribery and Anti-Corruption Policies• Supplier Code of Conduct• Purchasing Golden Rules• Competition Policies• Privacy & Data Protection Guide of Good Conduct• Charter for the use of Digital Tools• Global Security Policy• Business Travel Security Policy• Environment Policy

Department.

You can also contact:
The Compliance Office
The Internal Audit & Risk Management Department
The confidential Roquette alert system SpeakUp.

55

The English version of this Code of Conduct is the reference.
Translations of this document may be subject to interpretation.
First edition: November 2015
Second edition: January 2019
Third edition: March 2021
Fourth edition: August 2024
Published by ROQUETTE FRERES
Editorial design and graphics: Agence Bergamote
Photography: IStock