SUSTAINABILITY IN OUR DNA
ESG Strategy and Agenda
July 2024© 2024 De Nora

Sustainability
in our DNA

PURPOSEVISIONMISSION

Empower collaboration &champion resilience

Leverage available talents
as catalyst for asustainable future

Agility & green
technologies
for value creation© 2024 De NoraS U S TA I N A B I L I T Y S T R AT E G YS U S TA I N A B L E
BY N AT U R E

We provide clean,sustainable, and innovativetechnological solutions while
promoting a circular economy
with engaged people who areeager to make a difference.

3© 2024 De NoraOUR COMMITMENT TO THE 2030 AGENDA

Our offerings aim to be aligned withthe UN Sustainable Development
Goals and we pursue to reinforce
our commitment to the 2030
agenda through our ambitious
sustainability strategy and targets.

OUR
COMMITMENT TOS U S TA I N A B L E
DEVELOPMENT
GOALS

4

© 2024 De NoraOUR ESG GOALSSUSTAINABILITY AT DE NORA
Since our foundation, progress through science has been our polestar, and technologicalbreakthroughs are the driving force of our journey toward sustainable development.
Environmental, Social, and Governance factors (ESG) are at the core of our values and strategy andrepresent a long-term commitment that we intend to strengthen through several initiatives andprojects.
For this reason, our ESG strategy is embedded in our Industrial Plan and guides our strategic
decision-making processes.
OUR GOALSAs a leading player in all our business segments, we are firmly committed to shaping the industry:• Developing sustainable technologies that drive economic growth through careful managementof natural resources, circularity, and the use of clean energy• Promoting a thrilling and inclusive work environment• Giving back to our local communities• Conducting our activities ethically and transparently with strong governance.
5© 2024 De NoraO U R M AT E R I A L TO P I C S
At the base of the Sustainability Plan
10 MATERIAL TOPICS

Green Innovation
Circular Economy
Climate action
Employee H&S
Responsible Supply Chain
Employee Diversity, Equity & Inclusion
Product Quality & Safety
Business Ethics

Community Engagement

6Social

GREEN INNOVATIONAND CIRCULAR ECONOMY,Water

Environment

OUR AMBITION IS TO BECOMEA LEADER IN

WHILE BOOSTING OUR
CLIMATE ACTION PROFILE

Governance© 2024 De NoraS T R AT E G I C E S G P I L L A R S

GreenInnovation

Climate Action andCircular Economy
7

People: Inclusion,
wellbeing beyond
H&S, continuous
development

Community engagement,
partnership development andsustainable supply chain© 2024 De NoraOUR ACTION PLAN
. . . t o a c c e l e ra te D e N o ra ’s E S G J o u r n e yFlagship Initiatives

8Quick Wins

12 initiatives

20 Quick Wins

In Green Innovation
Climate Action andCircular Economy

More Easy initiative
including upgrades in ESG
disclosure

Additional Priority
initiatives

16 initiatives

In employees H&S, DE&I,Community Engagement, SupplyChain, Product Quality,
Governance© 2024 De Nora

C L I M AT E A C T I O N & C I R C U L A R E C O N O M Y

Our clean and sustainable technologies underpin
our strong handprint, that is, our capacity toreduce climate change, allowing our customers toincrease their energy efficiency, decarbonize
hard-to-abate processes, and treat and reusewater.
We are also strongly committed to improving ourcarbon footprint, that is, reducing our GHG
emissions, in alignment with the 2030 agenda.
We promote a circular economy, boosting oursustainable business models along the entire
value chain, minimizing waste, optimizing the useof raw materials, reusing noble metals, andpromoting circular use of water thanks to ourfiltration and disinfection solutions.
9© 2024 De Nora

C L I M AT E A C T I O N & C I R C U L A R E C O N O M Y
Our Handprint

ElectrodeTechnologies

10

Utilizing our electrodes within an electrochemical system enables
the attainment of equivalent output with reduced energy
requirements, thereby enhancing the overall energy efficiency ofthe process. This has potential benefits in lowering energy costs,
promoting sustainability, and mitigating environmental impact.

EnergyTransition

Our technologies are engineered to support the sustainablegeneration of green hydrogen. This environmentally friendlyhydrogen, in turn, will play a pivotal role in decarbonizing
hard-to-abate sectors

WaterTechnologies

Our water treatment solutions include disinfection and filtration
technologies designed to ensure the quality and safety of waterused both municipal and industrial sectors, promoting asustainable and circular use of such critical resource andprotecting the environment.
© 2024 De Nora

C L I M AT E A C T I O N & C I R C U L A R E C O N O M Y
M a i n Ta r g e t s

50%

100%

5%

Scope 1 and 2 reduction
by 2030

electricity fromrenewables by 2030

52%

40%

recycled noble metals inour products
by 2030

Scope 3 intensity reduction
by 2030

11electricity fromrenewables by 2026

>80%of deforestation-freewood packaging by 2030>40%

Of wood packaging
reused, by 2026

© 2024 De NoraG R E E N I N N O VAT I O N

Our green innovation strategy is all-round andforward-thinking: we are committed toinnovating the future by constantly finding new
solutions to improve the efficiency andsustainability of our technologies.
By integrating circular design, LCA principles,sustainability scorecards, and noble metal use
optimization, we aim to actively contribute todeveloping environmentally responsible
products and foster our vision across theorganization.
These initiatives drive industry best practicesand will allow De Nora to position itself as aleader in green innovation.

12© 2024 De NoraG R E E N I N N O VAT I O NMain Targets

Product scorecard

100%

4%

>80%

Circular DesignGuideline

new products assessedwith a product
Scorecard in 2025 (allproducts in 2027)

reduction of noble
metals in our coatingby 2026*

R&D expenses with apositive impact on SDGs
by 2026

Set up by 2024

To be introduced in R&D
processes by 2024

13

* For 3 main product lines: Membrane, Pools and Electrochlorination, Alkaline Water Electrolysis© 2024 De NoraPEOPLE: INCLUSION, WELLBEING
BEYOND H&S AND CONTINUOUS
DEVELOPMENT

We prioritize a holistic approach to employee
well-being, emphasizing mental health as a toppriority alongside traditional health and safetymeasures.
Our organization is designing and developing
comprehensive solutions, including surveys,training programs, hotlines, psychological desks,
health insurance, and in-house medical services.
We actively foster multiculturalism and diversity
as strategic assets, continually pursuing bestprocesses and practices to ensure equal
opportunities, respect for diversity, and inclusion
to tackle any form of discrimination. Employee
stories highlight how our commitment toDiversity, Equity, and Inclusion (DEI) is ingrainedin our culture, inspiring the dismantling of biases
and stereotypes.
14© 2024 De NoraPEOPLE: INCLUSION, WELLBEING BEYOND H&S AND
CONTINUOUS DEVELOPMENT

M a i n Ta r g e t s

DE&I

Policy Adopted by 2024

Parental andrelocation policy

100%

Sites certified ISO
450001 by 2025

100%

Plants with safety days
and included in quarterly
H&S reportsby 2025

100%

Territories with mental
health hotline or othersupport channel by 2026

extended to same-sex couples
and single parents by 2024

15

© 2024 De NoraCOMMUNITY ENGAGEMENT AND
S U S TA I N A B L E S U P P LY C H A I N

Scientific progress is our polestar, guiding ourinvestments in partnerships with technical highschools and STEM universities.
We are also deeply committed to fostering
relationships and support to local communities,
actively engaging in projects that align with ourvalues and vision, including dedicated charity
initiatives.
Advocating for a sustainable supply chain iscrucial to our business as we strive to establish anetwork that aligns with our vision anddedication to ESG principles. We aim to lead byexample within our value chain by upholding
human rights and environmental safeguards andproviding active support to our suppliers as they
progress toward sustainable practices andgrowth.
16© 2024 De NoraC O M M U N I T Y E N G A G E M E N T A N D S U S TA I N A B L E S U P P LY C H A I N
M a i n Ta r g e t s>40%of female students
engaged in programs tosupport STEM careerdevelopment
by 2026

17100%High risk suppliers
engaged, by 2026

2>50%of suppliers assessed(by spent)by 2030

Suppliers audited (pilot),by 2025

© 2024 De NoraOUR ESG AGENDA 1/4

CIRCULAR ECONOMY

CLIMATE ACTIONGREEN INNOVATIONINITIATIVES

18

1.

KPI

TARGETS (Baseline 2022)

Actual 2023

Guideline adoption

To be embedded in 2024

Ongoing% R&D Spend with positive Impact
on SDGs

80% By 2026

R&D in Energy Transition

Product Scorecard Framework

To be developed in 2024

Develop a product scorecard based on LCA and the Circular Design Guideline% of products assessed by scorecard

100% new products by 2025
100% products assessed by 2027

Optimize noble metals content in products

t noble metals / m2 of electrode1-4% by 2026

-1%

Scope 1 and 2emissions reduction-50% by 2030
-25% by 2027

32K tCO2e

Scope 3 emissions reduction-52% by 2030 (intensity)

39M tCO2 first disclosure% electricity from renewables

100% by 2030
40% by 2026

3.1 GWh, installed
photovoltaic plants

ISO 50001
ISO 14001

100% sites by 2027
100% sites by 2025

13%27%% of wood packaging waste reused

40% of wood packaging reused by2026

12%% of “deforestation-free” woodpackaging>80% by 2030

Ongoing% share of recycled content in noble
metals (by weight)

5% by 2030

Ongoing

Embed Circular Design Guideline in the existing R&D process, reflecting
LCA (Life Cycle Assessment) principles
Increase positive Impact of R&D activities• Reduce our Carbon footprint / Develop Action Plan per Site
• Submit to SBTi (in 2024)• Introduction of GHG emission criteria in investments planning• Use of renewable energyCertifications• Optimize waste management• Increase share of wood packaging reused
Wood packaging "deforestation-free"
Increase/Disclose recycled content in noble metals

Strengthen and give more visibility to circular services (re-coating)

KPI measured on 3 main product lines: Membrane, Pools and Electrochlorination, Alkaline Water Electrolysis.

% of products (in terms of m2)
designed for 2° life

66%

Start in 2024

0%3%

19% of revenues Eu
Taxonomy Eligible for theTransition to a circulareconomy© 2024 De NoraOUR ESG AGENDA 2/4

EMPLOYEE HEALTH &SAFETY

INITIATIVES• Periodic “gemba walk” in the plants• Periodic report on H&S• Organize “Safety day” in the plants• Introduce mental health training module• Introduce mental health first aid training (for a selected number of staff)• Establish a mental health hotline or other form of support channel
Certifications

KPI

TARGETS (Baseline 2022)

Actual 2023

# plants with gemba walks
Frequency of reports# plants with safety days

All plants by 2025
Quarterly report
All plants by 2025

-5% n. of injuries% employees trained on generalmodule

25% by 2026

# employees trained for mental health1st aid

1 person for each major site2 by 2026

# territories

100% by 2026

IS045001

100% sites by 2025

EMPLOYEE DIVERSITY, EQUITY &INCLUSION

Extend existing parental and relocation policy to same-sex couples and single
parents

19

Enhance methodology for Gender Pay Gap Calculation, to keep and improve thecurrent level of Salary Gender Pay Gap
Zero salary gender gap for new Hires

To be extended in 2024

Gender Pay Gap3

To be launched in 2024
# territories that completed thereview

All DN Group by 2026

Internal and external comms campaign on DE&I through success stories# stories per year

4-8 (at least 1 per Quarter)

DE&I policy adoption

Policy Adoption

To be adopted in 2024

% of women among new hires(white collar)

Target to be introduced by 2024

Introduce targets for share of women among new hires (by category)

Total Gender Gap < 5%0 in new hires
100%

Affinity network for LGBTQ+ and women employees across all territories
Enhance recruitment processes to ensure inclusion of candidates with diverse
abilities

0 Salary Gender Gap for new Hires

Introduce upskilling, networking and mentorship schemes specifically forwomen (Valore D).

2. Defined as site which has more than 100 employees.
3. The total Gender Pay Gap has been calculated as the weighted average of the Gender Pay Gap KPIs (GRI compliant) for each geography and employee category

20% women in theworkforce (19,4% in 2022)
Ongoing© 2024 De NoraOUR ESG AGENDA 3/4

RESPONSIBLE SUPPLYCHAINCOMMUNITYENGAGEMENTINITIATIVES

20KPITARGETS (Baseline 2022)• Launch and promote initiatives of employee donations• Employee engagement in charitable or local events in all DN locations• Introduce gender considerations in existing partnerships with universities, highschools, research institutes etc.
• Host visits to laboratories and plants, occupational lectures and problem-solving
training• Increase share of suppliers evaluated on sustainability• Engage high risk suppliers• Train selected suppliers (e.g PMI)
• Auditing for high risk suppliers

4. Defined as site which has more than 100 employees
5. Considering a base of suppliers that represent 80% of total spending

Actual 2023
Donations to localcommunities € 202K(+4% vs 2022)% of female students engaged>40% of female students engaged

Students engaged>20 students engaged
per major site4/anno by 2026

% selected suppliers assessed (byspend)>50% of suppliers5 by 2030
>25% of suppliers5 by 2026

% of high-risk suppliers engaged

100% by 2026

# suppliers audited per year

2 in 2025 (pilot)

17%945 engaged suppliers,
105 evaluated© 2024 De NoraOUR ESG AGENDA 4/4

BIODIVERSITY

GOVERNANCE BUSINESSPRODUCTETHICSQUALITY & SAFETY

INITIATIVES

21KPITARGETS (Baseline 2022)

Net Promoter Score

NPS across the Group by 2025

Certification ISO 9001 (Quality Management)# sites certified

100% by 2025

100% certified sites

Human rights policy adoption

Policy adoption

To be adopted in 2024

Policy adopted# of white collars that completed thetraining

100% by 2026

90% dei dipendenti
formati su Policy Anti
Corruzione# region/countries with guideline
adopted100% by 2026

Track customer satisfaction across the Group (Net Promoter Score)

Roll out a monitoring system on anti-corruption policy and ad-hoc deepening
training sessions for each geography
Adopt a region/country-based guideline for Export Control and economic activities
Disclosure related to “Conflict of Minerals”
Remuneration linked to ESG targets% target MBO and PSP6

Actual 2023

To be published in 2024

Ongoing

20% CEO
10%+ Top Management

20% CEO
10%+ Top Management

Mapping in 2024

6 water-stressed areas
identified7100%

Map ecological zones to define Biodiversity targets and plan

Partner and adhere to third-party initiatives for biodiversity preservation

6. MBO- Management Business Objectives . PSP – Performance Share Plan
7. Dubai, Abu Dhabi, India, Shanghai, Suzhou and Jinan© 2024 De Nora

ESG GOVERNANCE
New permanent organization to support plan execution
ESG Steering Committee
Reporting directly to CEO

Board ofDirectors

Chief Financial Officer
Chief Officer People, Organization, Social
Communication and Happiness

CCRS-ESG

Chief Operating Officer

CEO

Chief Legal Officer

ESG
Steering
Committee

Chief Technologies Officer

CFO

Chief Procurement Officer
CO Water Technologies

Investor Relations& ESG
ESG Accelerator
Lab

Director of Energy Transition & Hydrogen
Chief MBD

Permanent team

Plant Focal Points
22Latin America Regional COBusiness Functions
Focal Points

Cross-functionalteam, responsiblefor day-by-day planexecutionInnovation Manager
IR and ESG Director© 2024 De Nora© 2024 De Nora