Equal Opportunity

01. Introduction & purpose

The aim of this policy is to communicate the commitment of DYWIDAGto promoteand ensure equality of opportunity in DYWIDAG.Company sustainsthe values stated in DYWIDAG Spirit, acknowledging the differences between us and treatingindividualswith respectregardless of those.We are opposed to all forms of discrimination. We ensure that our working environment is safe for everyone. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated irrespective of gender (including gender reassessment), marital/ civil partnership status, having / not having dependents, religious beliefs, political opinions, race(including color, nationality, ethnic or national origins), disability, sexual orientation or age.Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without discrimination.

02. DYWIDAG’s commitment to equal opportunities

DYWIDAG is committed to:

• Promoting equal opportunity for all individuals

• Promoting a good and harmonious working environment in which all persons are treated with respect

• Preventing occurrences of direct discrimination, indirect discrimination, harassment and victimization

• Fulfilling all our legal obligations under the equality legislation and associated codes of practice

• Complying with our own equal opportunities policy and associated policies

• Taking lawful affirmative or positive action, where appropriate

• Regarding all breaches of equal opportunities policy as misconduct which can lead to disciplinary proceedings.

DYWIDAG commits itself to the immediate investigation of any claim of discrimination.

It is required that all DYWIDAG’s employees, of whatever grade or authority, to abide by and adhere to this Policy. If there are any local regulations they must be incorporated and followed in order to remain compliant.

DYWIDAG commits itself to the employment of disabled personnel whenever possible and will treat such employees in aspects of their recruitment and employment in exactly thesame manner as other employees, the difficulties of the disablement permitting. Assistance will be given, wherever possible, to ensure that access to their workplace, in gaining access to facilities on company premises, and 3in progressing in their career, subject only to the opportunity existing, the applicant’s suitability, talent, and wish for it. Appropriate training will be made available to members of staff who request it. DYWIDAG is keen to hear ideas whereby its facilities can be made user-friendlier for the benefit of disabled employees.

03. How to identify discrimination?

Discrimination is when a personor group of peopleis treateddifferently, especially in a worse way than the other person or other group of people is treatedor when a person's or group of people’s dignity is violated. Discrimination can be direct or indirect. Inadequate accessibility, harassment, sexual harassment and instructions to discriminate are also forms of discrimination. Prohibited demeanors are:

• Treating any individual on grounds of sex, color, marital status, race, nationality or ethnic origin, religion, sexual orientation, disability or membership or non-membership of a Trade Union, less favorablythan others

• Expecting an individual to comply with requirement(s) for any reason whatsoever related to their employment that are different to the requirements for others

• Imposing requirements on an individual that are, in effect, more burdensomeon that individual than they are on others(e.g. applying a condition,that is not required by the position,that makes it more difficult for members of a particular race or sex to comply than others not of that race or sex)

• Victimizationof an employee or any third party

• Harassment of an employee or any third party

• Any other act, or omission of an act, which, as its effect, places an employee or applicant at a disadvantage against another (or others), purely on the above grounds,without objective consideration of merit, experience, skills and temperament.

04. Responsibility for the Policy

Ultimate responsibility for promotion of equal opportunities and prevention of discriminationrests with the DYWIDAG’s leadership. The Leadership Teamof DYWIDAGhas overall responsibility for ensuring this policy and its implementation complies with our legal and ethical obligations.

Chief Compliance Officer isresponsible for ensuring that DYWIDAG’s employeesunderstand and comply with this policy and are given adequate and regular training on it and the issue of equal opportunities

05. Data Protection

DYWIDAG treats personal data collected for reviewing equality of opportunity in recruitment and selection in accordance with its DYWIDAG’s Data Protection GDPR Policy.

06. How to report the breach of this Policy?

The Whistleblower Policycovers the means of contact along with DYWIDAG’s commitment and standards to protect the whistleblowers. Concerns about discrimination, harassment,victimizationor other acts violating equal opportunities may be reported by employees in this manner.DYWIDAG will investigate thoroughly any actual or suspected breach of this policy, or the spirit of this policy. Employees found to be in breach of this policy may be subject to disciplinary action which may ultimately result in their dismissal.