Human Rights & Slavery 16

DIVER SITY & INCLUSION

4xi is committed to fostering, cultivating and preser ving a culture of diversity, equity and inclusion. Our human capital, our team, our people is the most valuable asset we have. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our team invest in their work represents a significant part of not only our culture, but our reputation and company’s ac hievement as well.

We embrace and encourage all our teams’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other c haracteristics that make our employees unique. 4xi’s diversity initiatives are applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces: ▪ We ser ve to promote a greater understanding and respect for the diversity ▪ Respectful communication and cooperation between all team members ▪ Teamwork and participation, permitting the representation of all groups and our teams' perspectives ▪ Work/life balance through flexible work sc hedules to accommodate our teams var ying needs ▪ Together, our contributions to the communities we ser ve to promote a greater understanding and respect for the diversity ▪ Respectful communication and cooperation between all team members All our team have a responsibility to treat others with dignity and respect at all times. We are all expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events. All team members are also required to attend and complete annual diversity awareness training to enhance their knowledge to fulfill this responsibility. Anyone found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinar y action including potential dismissal. Anyone who believes they have been subjected to any kind of discrimination that conflicts with the company’s diversity policy and initiatives should contact the Managing Partners.

Code of Ethics and Business Conduct 12

PRE VENTING DISCRIMATION

To ensure that our conduct and processes are fair and lawful, we will: ▪ Use inclusive language in job advertisements and include equal opportunity statements ▪ Set formal job-related criteria to hire, promote and reward team members ▪ Offer compensation and benefits according to position, seniority, qualifications, and performance, not protected c haracteristics ▪ Accommodate people with disabilities ▪ Keep detailed records of decisions concerning team members and job candidates We will also consider additional measures to prevent discrimination, like: ▪ Using hiring processes that reduce bias like structured inter views and blind hiring programs ▪ Organizing trainings on diversity, communication and conflict management to improve collaboration among people of different backgrounds.

WHAT TO DO IN CASES OF DISCRIMINATION

If you are the victim of discriminator y behavior (or if you suspect that others are being discriminated against,) please talk to one of the Managing Partners as soon as possible. We are responsible for hearing your claim, investigating the issue and determining any appropriate course of action. Available courses of action for discriminator y behavior depends on the severity of the offence and in cases where there is a clear and material breac h, these will result in termination. Rest assured, we are ethically and legally bound that if you do have a claim of discrimination, then we are obliged to investigate this fully, and will hold no negative consequences for the plaintiff regardless of the outcome.

HOW WE ADDRESS COMPLAINTS OF DISCRIMINATION

We will be proactive and responsive about determining whether discrimination occurs. For example, we will: ▪ Look into similar claims about the same person or process to determine if discrimination is systemic ▪ Track metrics and data that give us some insight on people’s behaviors ▪ Evaluate testimonies that visitors, job candidates or former employees have made ▪ Conduct discreet inter views and gather information We will investigate all claims discreetly. We will never disclose who made a complaint to anyone or give out information that may help others identify that person. We should all strive to prevent and address discrimination. Be aware of your implicit biases and speak up whenever you or your colleagues are discriminated against. If you have any ideas on how we can ensure fairness and equality in our workplace, we are happy to hear them.

4XI GLOBAL CONSULTING © 2022. ALL RIGHTS RESERVED. 13