II Equality Plan 2022-2026

Equality

Our commitment to Equality

Despite the progress made by society in recent decades, there are still barriers that hinder equal opportunities for women in the world of work, particularly in sectors that have historically been dominated by male workers.

This right to equal opportunity, in terms of both obtaining roles and receiving promotions, is relatively new in Spain.

These days, we have come a long way from the early demands by women's rights movements for equal rights and opportunities, to the current situation where they have been integrated into the institutional and legislative framework. Equality of opportunities is now a universal legal principle, whose application is both necessary and positive for companies and for society and which is being consolidated every day.

Responding as a company to our own objectives, as well as to the contributions of our stakeholders, we must transform our firm commitments into reality in our day-to-day operations. We do this by:

• Encouraging, identifying and attracting talent, regardless of gender, and respecting diversity in all its forms, whether physical or mental, cultural, sexual, or any other.

• Offering equitable attention to our teams, and in doing so generating confidence that gender is not and will not be an element that conditions promotion and development at ELIX Polymers.

• Responding to society's needs, strengthening the social impact of ELIX through collaboration and commitment with local organisations, with the objective of promoting equality and inclusion of disadvantaged groups in the world of work.

Each and every individual who is part of ELIX Polymers contributes to these commitments, and this new Equality Plan, and the actions that derive from it, is the fruit of this commitment. This has come about as a result of the work of the Equality Commission, and we thank them for their active participation.

We invite you to learn more.

Noelia Vázquez Director of People, Culture and Communication

Index of contents

1.Statement of principles

2.Basic company information

ELIX seeks to ensure a safe and collaborative work environment for everyone who is part of the Company by offering personalised, close, equitable and reliable support. Within this framework, ELIX Management declares its firm commitment to promoting an environment that facilitates and promotes equal opportunities between the genders. A commitment that extends to all types of diversity within its teams.

The company will provide all the material and human resources necessary to guarantee equal opportunities.

ELIX declares its commitment to establishing and developing policies that integrate equal treatment and opportunities between women and men, without discrimination based on gender, whether direct or indirect, while also promoting and fostering measures to achieve true equality within our organisation, in compliance at all times with the current legislation.

In each and every area of Company operations - selection and promotion, salary policy, training, working and employment conditions, occupational health, organisation of working time and joint responsibility - we assume responsibility for the principle of equal opportunities between genders, with a particular focus on indirect discrimination.

In order to contribute to the creation of the scenario described, the II Equality Plan has been approved, and is presented below. The participation and collaboration of the entire organisation is necessary for the plan to be successfully implemented and monitored, as well as for communication, training and provision of information relating to this Plan.

To reach this goal, the employees will be legally represented, not just in the collective negotiation process as established by legislation, but actively throughout the process of the development and evaluation of the ELIX Equality Plan.

ELIX is a company that manufactures acrylonitrile butadiene styrene (ABS) resins and derivatives. It has more than 45 years of experience and works extensively on an international level. The Company takes the legal form of a single-shareholder limited liability company with CIF (tax identification code) B63508352.

The ELIX Management team is made up of five professionals, the CEO and the Area Directors. They, with the support of the department managers and team members, ensure that ELIX's values are upheld while striving to achieve its objectives.

ELIX belongs to the Chinese business group Sinochem Group. Specifically, it is part of the company Sinochem International (Overseas) Pte. Ltd., a large-scale, state-owned Chinese company which is present in several strategic sectors, including the chemical sector.

It operates from the central production office at Carretera de Vilaseca - La Canonja s/n 43110, La Canonja - Tarragona (Spain), on the Tarragona Industrial Estate. This is the principle petrochemical terminal in southern Europe, and it shares this strategic location with other international companies, with which we form ChemMed Tarragona, the most important industrial, logistical, academic and scientific cluster in southern Europe.

+30090% countriescustomers of sales take place in Europe

The European market accounts for around 90% of sales, although the company is expanding its international presence, particularly in the United States and Asia. ELIX has a logistics centre in the United States, as well as an extensive network of sales representatives and distributors working with more than 300 clients in more than 40 countries. This year, a local sales team in China was created in coordination with the parent company, which is responsible for the ELIX product portfolio.

3.

Determination of the parties

The ELIX portfolio of thermoplastics products is evolving towards a more sustainable offer, reducing the environmental impact and incorporating more recycled materials. In 2020, the ELIX sustainability strategy was defined with the aim of improving the environmental, social and economic impact of the company, and adapting to the requirements of the new European Green Pact.

ELIX mainly works with the following products/processes:

• ABS resin: ABS thermoplastic products for specialised products and markets with high added value.

• PC/ABS: composed of PC/ABS and used for the most demanding applications on the market.

• Polymer modifiers: modifiers that improve the properties of polymer mixtures, such as fluidity or hardness.

• CADON: high-strength material used for high-impact needs.

ELIX works with three primary strategic markets:

The automotive market, where it offers high-performance products which are suitable for general use and for high-temperature applications or those which are electrotype, chromed or pre-coloured.

The health market, for which optimal solutions are offered for injection moulding and 3D printing technologies, used within intravenous injection systems and in respiratory and self-injection devices.

And, finally, the consumer goods market, where materials are developed for small household appliances, garden articles and bathroom accessories, and always considering the stringent demands of this market with desires for new colours and finishes, and resistance to UV rays and specific chemical substances.

This Equality Plan has been negotiated in good faith by the members of the Negotiating Committee for the II Equality Plan, set up in a document dated 27 October 2021.

The Negotiating Committee for the II Equality Plan is made up of the following individuals:

On behalf of the workforce, and proportional to the representation that constitutes the Company Committee:

On behalf of the company:

Both parties, in order to represent their respective groups, hold sufficient legitimacy to sign this Plan.

4.

Scope of application: Personal, territorial and fixed term

This Equality Plan applies to all employees of ELIX Polymers, SL. within Spain.

This Plan is valid for four years from the date of signature. Before this Plan is finalised, the parties have made a commitment to undertake its review.

Carolina Corell Escobes

Anabel Fornos Roca

Alberto Alejos Pérez

Sergi Pérez Fiol

Noelia Vázquez Coronel

Júlia Piqué Secall

Diagnostic status report

Prior to the creation of this Plan, a diagnosis has been reached regarding the equality within the company and referring to the period from 1 September 2020 to 31 August 2021, in which the following conclusions were drawn.

From a quantitative point of view, a positive trend has been observed regarding the presence of women in the ELIX workforce, as they represented 14% of the workforce in 2013, which increased to 22% in 2020.

6.Results of the remuneration audit

The remuneration audit was carried out by the external supplier Criteria, who analysed the ELIX remuneration system against the legal framework currently in force. The period studied runs between 1 January 2020 and 31 December of the same year.

The remuneration audit is primarily structured in four blocks: introduction, analysis of the professional classification and assessment of job roles, analysis of the salary structure and action plan.

Studying the distribution of the workforce by department, we highlight the over-representation of men in the areas of Operations and Supply Chain and, at the same time, the presence of parity between genders in the Finance and Executive departments.

On a qualitative level, having analysed the descriptions of processes for people management, joint responsibility and prevention against sexual and gender-based harassment, the following aspects are highlighted:

• In the selection, promotion and training phases, it has been confirmed that the principle of objectivity is applied, and no discriminatory tests based on gender are applied. In addition, the promotion process has already been adapted to legal requirements, including the promotion of the person of the least represented gender in the case of two candidates with the same result.

• With regard to joint responsibility, no discriminatory patterns have been observed in terms of gender.

• In the area of the prevention of sexual and gender-based harassment, the current Protocol requires updating in order to comply with new legislation.

In summary, we can conclude that, overall, ELIX is heading in the right direction when it comes to equality. However, the plan proposes measures to further improve.

The objective of the salary audit is to obtain the information necessary to verify whether ELIX POLYMERS, S.L.'s remuneration system effectively applies the principle of equality between genders in terms of remuneration. It is therefore a diagnosis of the company's remuneration situation. As such, the aim is to define the needs to avoid, correct and prevent existing obstacles and issues, or those which could arise, in order to guarantee equal remuneration while also ensuring transparency and effective monitoring of the remuneration system.

The introduction includes the regulatory framework to be applied and the working methodology, as well as a brief description of the company.

The analysis of professional classifications and the evaluation of job roles is performed, firstly, via an analysis of professional groups within the framework set out by the Spanish General Agreement for the Chemical Industry, and secondly, via an analysis of job roles in which they are assessed using a system of points per factor.

The audit has indicated that:

In the case of ELIX POLYMERS, the professional classification established through an evaluation system to assess jobs of equal value across the workforce is enforced to include criteria and systems which work to guarantee the absence of discrimination. This discrimination between the genders could be direct or indirect, and the correct application of the principle of equal remuneration is upheld for work of equal value, having ensured that the factors and conditions for each of the aforementioned groups respect the suitability criteria, and are complete and objective, in accordance with the terms established in article 4 of Royal Decree Law 902/2020.

14% of women in the workforce

22% of women in the workforce 2013 2020

The salary structure analysis is primarily divided into two main sections.

Firstly, it provides a descriptive explanation of the remuneration concepts that make up the ELIX salary policy, and an explanation of the non-financial policies and benefits which are related to the agreement.

Secondly, the report provides a detailed and supporting analysis of the gaps of more than 25% in remuneration concepts, employing the scales established for the assessment of jobs using the points-byfactor system.

The main results of this analysis are the following:

• Considering the average of the different effective remuneration concepts received by the workforce (including all job roles and working schedules) at ELIX POLYMERS, the following wage differences have been detected: 1% in the base salary in favour of men, 37% in the salary supplements in favour of men, and 65% in favour of women in the case of extras which are not directly received as part of a salary. However, this gap in extras received is in fact reduced to 0% when we calculate the median rather than the average. This abrupt reduction, dropping from 65% to 0, is due to the fact that the number of people receiving these extras within the company is very small, so the gap is considered as biased rather than objective.

• The total remuneration gap is 15%.

• All the gaps above 25% are justified to a large extent by the male-dominated nature of certain jobs, and by reductions in working hours which predominantly affect women.

7.Objectives

7.1. Gender related

Finally, in the remuneration audit report, Criteria has concluded that:

No discrimination based on sex or gender bias was found while carrying out the audit that could be negatively affecting women in the workforce in any of the areas studied.

Similarly, the report includes recommendations that have been communicated and included in point 8. These include recommendations regarding equality measures and their timelines, establishing indicators and evidence, the people responsible for them and the planning of their execution.

Women

The ELIX II Equality Plan aims to achieve the following objectives related to gender:

Collect over time, in a systematic and orderly manner, information relating to actions aimed at promoting equality between women and men in the ELIX workforce.

Guarantee the initiative and implementation of the actions mentioned in the previous point, through the creation of monitoring bodies which are needed to ensure the promotion of equality between the genders.

Raise awareness and train all ELIX employees about equal treatment for men and women and regulating the tools used for this purpose.

Base salary Salary supplements Salary payments

Specific

SELECTION AND HIRING AXIS

Objective 1. Guarantee equal opportunities in the selection and hiring process.

Objective 2. Encourage a balanced representation of men and women in different areas.

8.Equality measures and their scheduling

SELECTION AND HIRING AXIS

1. Guarantee equal opportunities in the selection and hiring process.

PROMOTION AXIS

Objective 3. Foster the presence of equality criteria.

1

TRAINING AXIS

Objective 4. Raise awareness and train staff, with a particular focus on staff whose work is related to people management.

REMUNERATION AXIS

[Action plan derived from the remuneration audit]

JOINT RESPONSIBILITY AXIS

Objective 5. Be transparent about rights to reconciliation.

2

Job offers announced internally or externally will use inclusive language and non-sexist imagery.

All job offers are written using inclusive language and non-sexist imagery

People, Culture and Communication While the Plan is in force

3

During the interview phase, no discriminatory questions will be asked, or those which the candidate may perceive as personal or not directly related to the profile of the position.

Internal selection procedure

People, Culture and Communication While the Plan is in force

If external consulting companies are used for recruitment, they will be informed of the gender equality policy.

Information communicated to consulting companies regarding the equality policy

People, Culture and Communication

Second quarter 2022, and when collaboration is agreed with new suppliers

Objective 2. Encourage a balanced representation of men and women in different areas.

HARASSMENT PREVENTION AXIS

Objective 6. Prevent sexual and gender-based harassment.

4

COMMUNICATION AXIS

Objective 7. Ensure that internal communication promotes an image of equality.

Objective 8. Establish channels providing information about equal opportunities in the company.

5

Introduce into the internal selection procedure a criterion encouraging the selection of the leastrepresented gender in the area, where the candidates are otherwise equal.

Establish partnerships with training organisations to attract women wishing to occupy positions in maledominated sectors, and men wishing to occupy positions in femaledominated sectors.

Modified internal selection procedure

Participation in local initiatives and collaborations with organisations such as INSPIRA or Mujeres con química

People, Culture and Communication First quarter 2022

People, Culture and Communication While the Plan is in force

37

Measures Indicator/ evidence Person in charge

Communicate the Protocol for the prevention of sexual and gender-based harassment so that all individuals are aware of its existence and its content.

Campaign carried out People, Culture and Communication

Third quarter 2022, then annually while the Plan is in force

38 Carry out an external communication campaign for the II Equality Plan. Campaign carried out People, Culture and Communication

Third quarter 2022, then annually while the Plan is in force

39 Assess and advise upon the equality policies of suppliers. Assessment carried out Procurement While the Plan is in force

40 Manage the Equal Company emblem.

Emblem obtained Monitoring committee 2022

9.Monitoring and review

In order to ensure the execution of the measures considered in this Equality Plan, and to comply with the review functions contemplated in the legislation, the following instruments, bodies and figures are regulated:

9.1. II Equality Plan Monitoring Committee

9.1.1. Composition

The ELIX II Equality Plan Monitoring Committee will be made up of:

Óscar Cavero

Mate

Noelia Vázquez Coronel

On behalf of the company:

Sergi Pérez Fiol

9.1.2. Functions

The Monitoring Committee will be assigned the following functions:

Anabel Fornos Roca

On behalf of the employees:

Alberto Alejos Pérez

Júlia Piqué Secall

• Promote the execution of the measures planned, in accordance with the timelines set out in this Plan.

• Verify the achievement of the objectives established in the Plan and the degree of execution of the planned measures.

• Detect possible obstacles or difficulties in the implementation and make the relevant adjustments, or adopt corrective measures where necessary.

• Promote the evaluation of the Plan in accordance with the criteria established in section 10 of the Plan.

9.1.3. System of operations

The Committee will meet as often as necessary to be able to carry out their assigned monitoring and review functions. The parties can request a meeting to be convened at any time, indicating the motive.

The Committee will hold quarterly meetings with the following objectives:

To ensure the Plan is correctly executed and monitored, the evolution of the different actions approved within this Plan will be analysed. Those acting on behalf of the Company will present a report presenting the quantitative and qualitative evidence resulting from the actions carried out during the quarter. This will also serve as a reminder and motivator for those actions which have not been successfully carried out.

When it comes to the review functions of the Plan, the need to add, redirect, improve, correct, intensify, mitigate or even stop applying any aspect will be analysed where it is felt that the execution of the plan is not producing the expected effects in relation to the proposed objectives.

In addition, shares will be itemised and scheduled for the following year at the meeting which takes place in the last quarter.

Minutes will be drawn up for the meetings held by the Monitoring Committee. The legal representation of the employer (RLE) will send the draft minutes to the legal representation of the workers (RLT) as soon as possible after each meeting has been completed, for its assessment and signature by the representative. Finally, the RLE representative will sign the minutes and the appropriate communication will be carried out.

9.1.4. Confidentiality

The individuals that make up the Monitoring Committee must observe, at all times, the duty of secrecy with respect to information that has been expressly communicated to them in a discreet and cautious manner.

Furthermore, no document presented by the company to this Committee may be used outside the strict scope of the Committee, or for purposes other than those for which it was presented.

9.1.5. Substitution of the members of the Monitoring Committee

The members of the Monitoring Committee will be substituted in the event of holidays, absences, resignation, termination of the mandate or in the case of being removed by those who appointed them, with justifiable cause

Individuals who no longer form part of the Monitoring Committee but who represent the company will be replaced by the same. Where the individual represents the workforce, they will be replaced by the legal and/or union representative body of the workforce, in accordance with its internal operating system.

In the event of substitution, the date of the replacement and reason will be formalised in writing, indicating the full name, ID number and position of both the outgoing and incoming individuals.

10.

Evaluation

The evaluation phase aims to find out the degree of compliance with the Plan and its development, to verify if the Plan has achieved the objectives set out, assess the suitability of resources, methods, tools and strategies employed, and identify areas for improvement and new requirements that may require the creation of new actions or the modification of current ones.

The Monitoring Committee will draw up a report based on the information and data collected during the corresponding period, and this will be structured around three main axes:

• Evaluation of results, analysing the degree of compliance with the established objectives.

• Evaluations of processes in which the suitability of the resources, methods and tools used during the execution of the actions is analysed, potential difficulties detected and solutions adopted.

• Evaluation of impact of the changes relating to equality which have occurred in the company as a result of the implementation of the measures included in the equality plan.

This evaluation exercise will be carried out at least two years after the signing of this Plan, and at the end of its period of validity.

Evaluation of results

Evaluation of processes Evaluation of the impact

Modification procedure

The ELIX II Equality Plan will be reviewed periodically and in accordance with the deadlines set out in section 10 of the Plan. In any case, it will be reviewed whenever the circumstances set out in article 9.2. of Royal Decree 901/2020 of 13 October arise:

a. b. c. d. e.

When modification is required due to the results of the monitoring and evaluation provided for in sections 4 and 6 below.

When it is discovered that the company is not in compliance with legal and regulatory requirements as a result of an inspection by the Office of Work and Social Security.

In the event of a merger, takeover or the transfer or modification of the company's legal status.

In the event of any incident that substantially modifies the company's workforce, its working methods, organisation or remuneration systems, including the non-application of the agreement, substantial modifications of working conditions, or the situations analysed in the diagnosis of the situation that served as the basis for its preparation.

When a court decision condemns the company for direct or indirect discrimination on the basis of gender or when it determines that the equality plan is not in alignment with legal or regulatory requirements.

Discrepancies occurring within the Monitoring Committee are to be resolved through the Sectoral Joint Committee for Equal Opportunities, regulated by the XX Spanish General Agreement for the Chemical Industry.