One Group Culture

Promoting human rights sensibility, awareness and education across the Group is a key objective of our roadmap.

Cementir's Human Rights Policy Supplier Code of Conduct and Group Code of Ethics aim to support and guide management and employees in ensuring compliance with international standards, including the United Nations Declaration of Human Rights, ILO Conventions and the OECD Guidelines.

We recognize these international principles for respecting and promoting fundamental human rights in every geographical area in which we operate and in our business relationships.

Since 2020, Cementir has been committed to verifing the effective compliance of each company for the following area: Child Labor, Forced Labor, Non-Discrimination, Conditions of employment, Security and Supply chain management, Community Relationship, Customer Management and Diversity, Equity and Inclusion. The results of these assessments are included in the annual Group sustainability reporting process and serves as further evidence of our commitment to operating responsibly. In 2024, the activity was carried out in the companies listed below, with a coverage of 100% of Cementir’s workforce worldwide, involving the following countries: Belgium, Denmark, Norway, Türkiye, United States, China, Malaysia, Egypt, Italy, France, Iceland, Australia and Poland.

The results of these assessments are included in the Cementir Group's annual sustainability reporting process and serve as further evidence of the Cementir Group's commitment to responsible operations.

Human Rights Audit performed in 2025

The analyses carried out highlighted that internal operations are considered to be in line with internationally recognized human rights and no risks were identified during the audit activities.

Any alleged human rights violations can be reported through the whistleblowing system, in line with all other types of potential violations.

In 2025, the Human Rights assessment was conducted by the Group's main legal entities, covering 100% of Cementir's workforce worldwide.

In an international Group like Cementir the real added value is represented by the enhancement of diversity, equity, inclusion and multicultural integration.

We are aware our sector is historically characterized by a prevalent male workforce. The analysis of 2025 data on personnel distribution shows that 86% of employees are male. This is widely linked to a high prevalence of men amongst blue collar employees (the main category of staff).

In recent years, we have adopted measures to promote equal gender treatment and opportunities within the entire company organization, starting with the definition of a Group value system and a model of Group skills and behaviors in which the concepts of inclusion and enhancement of diversity are strongly represented.

With this purpose the Group Diversity, Equity and Inclusion policy, published in November 2022, establishes some guidelines in the Cementir Group that promote a culture of respect for diversity, work equality, non-discrimination and the inclusion of labour groups in Cementir Holding. Through this, it strives to ensure equality of opportunities for group employees. The Group Diversity, Equity and Inclusion policy is part of the DEI roadmap, which also includes the definition of a specific action plan including the entire population of the Group.

The publication of the policy was followed by the launch of a new Diversity, Equality and Inclusion training course for employees to raise their awareness of inequalities and prejudices, but above all to strengthen policy development and ensure the creation of a safe and fair workplace for all.

The Group Internal Audit defined a work program for diversity, equity, and inclusion (DEI) audit. Starting from 2022, the diversity, equity and inclusion self-assessment was launched becoming integral part of Internal Audit process. The audit monitors the application of Cementir’s core equity and fairness principles to: hiring processes, compensation levels, annual salary reviews and promotions, work-life balance arrangements and events to foster interest in technical careers among women.

In 2025, the activity was carried out in all the Group’s companies, with a coverage of 100% of Cementir’s workforce worldwide, involving the following countries: Belgium, Denmark, Norway, Türkiye, United States, China, Malaysia, Egypt, Italy, France, Iceland, Australia and Poland.
The analyses highlighted that internal operations are in line with internationally recognised Diversity, Equity and Inclusion principles, and furthermore that no risks were identified during the audit activities.

We have implemented an integrated management and development plan for our resources with the aim of spreading a culture of talent that attracts, develops, involves and retains people.

We have outlined a group policy for the hiring, evaluation and personal development of our people also through online evaluation tools. The collaboration and partnership between central and local Human Resources functions is a catalyst to achieve our corporate objectives in terms of quality of recruitment and employee engagement.

On a regular basis we undertake the programs for the identification, enhancement and development of our Group talents in order to support the potential managers who will provide our future leadership and growth.

Work on the Group Succession Planning process for critical positions was carried out to build a solid leadership bench. The list of critical positions has been updated and expanded in line with our Industrial Plan and the main strategic objectives.

In 2025, the Group re-launched the Annual Group Performance Management process that involves all executives, managers and white-collar employees that were hired within the first half of the year. Employees hired in the second part of the year, will be involved in the process starting from the following year.
This approach enables Cementir to monitor and align employees’ objectives, competencies and development plans with the Group’s strategic objectives. 
The Performance Management Process will support the development of a new perspective on performance evaluation. It is not only a tool for aligning people with business strategy but also a process that can stimulate constant development of organisational skills and competencies among people.
 

The Cementir Academy aims to develop and update employees' competencies and skills, integrating different know-how and cultures, preserving and spreading knowledge within our Group and promoting innovation and creativity.

Cementir Academy supports the Group’s strategy and business results, by developing current and future global leaders, accelerating transformation and fostering diversity and inclusion across the Group. 

The Group continues to expand its digital and in person training, with learning contents aligned to key regulatory and business developments.

Key initiatives include:

• LinkedIn Learning: launched globally in line with the Group’s employee survey action plan, this platform offers all white collar employees a wide range of courses covering business, technology and soft skills. Employees can enroll in any course of interest with no obligations or prerequisites. At least on a quarterly basis, Group and local HR teams provide recommended course lists based on training needs identified during the performance management process. Courses are delivered in seven languages and cover more than 16,000 topics.
• Emerging Talent Programmes: Key programmes designed to develop leadership and managerial skills of internal talents. In 2025, the second edition of the “NextGen Development Program” for young emerging talents was completed, while the first edition of the managerial programme “Group Management Acceleration Program (GMAP)” was launched. The aim of both initiatives is to enhance internal talent, support their progression toward managerial roles in the medium to long term, and promote retention through clearly defined career paths. In addition, to ensure continuity in development activities, specific local training programmes were confirmed, such as the Graduate Programme in Türkiye, launched in 2024 and completed in 2025 to attract new talent, and Leadership programmes in Denmark, Türkiye and Belgium, aimed at strengthening engagement and developing managers across the organisation.
• New online courses: several new online courses were introduced within the Cementir Academy catalogue, including short learning modules on Cybersecurity and Diversity, Equity and Inclusion. In line with previous years, the Cementir Academy continued to support the Group’s strategy and employees’ professional development by designing and delivering new training paths and dedicated initiatives. The objective is to provide comprehensive learning and development opportunities for all employees. Examples include updates to Fraud Management and Whistleblowing System courses in line with new procedures, refresher courses on topics such as Cybersecurity for specific departments, and sessions dedicated to the implementation of new Group tools following process optimisation and reengineering projects. Finally, in collaboration with the IT department, a course on Artificial Intelligence was delivered to introduce the tool with a company specific focus and to raise employee awareness. Mandatory online training for newly hired employees is also in place.
• Health and Safety at Work Week: in April 2025, the Group celebrated Health and Safety at Work Week, highlighting the complementarity between occupational safety and employee well being. At all central and operational sites, various activities and workshops were organised to raise staff awareness and promote a strong safety culture. From a technical and operational standpoint, particular attention was dedicated to high risk activities (such as work at height, confined spaces and lifting operations) as well as to lessons learned from accident analysis. In this context, the correct decommissioning of equipment and isolation procedures represent essential minimum requirements, together with the use of work permits to assess safety conditions and authorise the execution of activities. Dedicated training sessions, safety drills, questionnaires and risk assessment activities were carried out to reiterate that structured knowledge, appropriate tools and well defined processes are fundamental elements for operating safely.

In 2025, 76,268 hours of training were delivered, more than 25 hours for each employee.

Training categories:

• Health & Safety - Training on Health and Safety topics for workers.
• Technical and Functional - The deployment of functional and technical training to upskill Group professional families and sub-communities (e.g. Environmental training courses).
• Management Edu & Leadership Development - Specific initiative aimed at leadership or management Leadership Development skills development, managed at Global or Local level. For example, the Emerging Talent programme
• Cultural and Corporate - Training on Code of Ethics, Whistleblowing System, GDPR (General Data Protection Regulation), Human Rights, Cybersecurity, Performance Management process.