NowyStyl_Raport CSR_2022-2023_EN-www

GRI 2-26 GRI 406-1 In 2020-2021, we conducted ethics training for 96% of people who work at the organ- ization. In the reporting period (2022-23), we continued training in this area – 1,990 people completed it. Ethics Ombudsmen play a special role in adhering to business ethics. Nowy Styl employees can turn to them with any questions or concerns, as well as reporting any violations of the Code. According to the ethics ombudsmen’s report, no cases of discrimination were reported in 2022. In 2022–2023, non-compliance was to be reported to the Compliance Officer, while labour law and human rights violations were reported to the Ethics Officers. Therewere several reporting channels, such as the option to submit reports via e-mail, i.e. [email protected] and [email protected] , by phone, in person, in writing by post to the address of the Company’s registered office with a note that the correspondence is intended for the above-mentioned persons, or by using mailboxes located at Nowy Styl factories/plants run by the afaromentioned designated parties. For detailed information in the subject area, see Nowy Styl Code of Ethics and Anti-Corruption Policy . On September 25 th , 2024, the Internal Reporting and Follow-up Procedure came into force at Nowy Styl, which, within the scope of the areas indicated therein, intro- duced the following reporting channels operated by the Compliance Officer (including those enabling anonymous reporting): > in writing (form) or orally (voice message recording) via a dedicated platform available at https://nowystyl.whistlelink.com/ ; > in writing to the correspondence address: Nowy Styl Sp. z o.o., ul. Jasnogorska 9, kl. A, II P, 31-358 Krakow, Poland - with a note “Confidential to the Compliance Officer”; > orally by telephone to the Compliance Officer number; > at the request of the whistleblower orally, during a face-to-face meeting organised within 14 days of receipt of such request. At the same time, the division of competences between the Compliance Officer and the Ethics Officer was maintained. Submissions to Ethics Officer are made according to the existing rules set forth in the Code of Ethics and the Ethics Officer Regulations. GRI 2-23 GRI 2-24 To ensure that both our business and the business in our supply chain is conducted in an ethical and transparent manner, we develop and implement specific policies. Taking care of working condi- tions and in order to counteract potential unethical behav- iour in the workplace, we have developed a Policy and Procedure for Counteracting Mobbing and Discrimination , which was officially announced by the Management Board of Nowy Styl in 2020. In implementing this policy, we gradually trained all employees, both onsite and online, regardless of their form of employment, position and workplace. In 2022-2023, a total of 1,934 people were trained, and the training programme focused on issues related to mobbing and discrimination, as well as reporting such acts both informally and formally. Nowy Styl undertakes to take any action required by law to counteract (prevent) mobbing and discrimination of employees. As an employer, Nowy Styl is obliged to take any action required by law to eliminate the social effects of mobbing and discrimination, in particular by providing assistance to victims of such behaviour. Any employee who believes that they have been a victim of mobbing or discrimination has the right to demand that the employer take action to stop these processes, as well as to remove their effects. Policy and Procedure Against Mobbing and Discrimination 27