EQUALITY, DIVERSITY & INCLUSION IN THE WORKPLACE POLICY

1.0 POLICY STATEMENT

The Motive Offshore Group (including companies that are part of the Motive Offshore Group) is committed to fostering, cultivating, and preserving a culture of equality, diversity and inclusion.

The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and company’s achievement as well.

2.0 POLICY PURPOSE

To that end the purpose of this policy is to provide equality and fairness for all in our employment and not to discriminate on grounds of gender, gender reassignment, marital status or civil partner status, race, ethnic or national origin, colour, nationality, disability, sexual orientation, age, pregnancy or maternity, religion or belief. We oppose all forms of unlawful and unfair discrimination.

Our aim is to embrace and encourage our employees’ differences in age, colour, 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 characteristics that make our employees unique. We strive for inclusion to provide fair opportunities of work for people with disabilities, older people or people from vulnerable situations.

3.0 POLICY APPLICATION

All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

The principles of equality, diversity and inclusion will also apply to the way in which employees’ treat visitors, clients, customers, suppliers and former staff members.

All employees have a duty to act in accordance with this policy and treat colleagues with dignity at all times, and not to discriminate against or harass other members of staff, regardless of their status.

4.0 OUR COMMITMENT & STRATEGIC LINES

Based on the above basic principles, the Motive Offshore Group defines the following lines of action, within which are framed the strategic lines developed by the Company to achieve its objectives in terms of Equality, Diversity and Inclusion:

• Gender diversity
• Generational diversity
• Affective-sexual diversity
• Cultural diversity
• Functional diversity

Based on the development of the strategic lines, the Motive Offshore Group acquires the following commitments which, in turn contribute to the achievement of various goals of the United Nations Sustainable Development Goals (SDGS 5, 8 and 10:

Gender diversity: Promote equal opportunities and foster gender equity at all levels.

• Encourage the presence of women at all levels, especially in leadership positions (SDG 5, target 5.5[1]).
• Promote a respectful and non-discriminatory environment which favours equal opportunities (SDG 5, target 5.2[2] and SDG 10, target 10.3[3]).
• Reduce the wage gap between women and men in similar jobs (SDG 5, target 5.5 and SDG 8, target 8.5[4]).
• Promote work-life balance for all employees (SDG 5, target 5.5).

Generational diversity: Contribute to the labour integration and coexistence of the different generations.

• Promote labour integration among different generations (SDG 8, goals 8.5 and 8.6[1]; and SDG 10, goals 10.2[2] and 10.3).
• Ensure the management and use of multigenerational talent in the Company (SDG 8, goals 8.5 and 8.6; and SDG 10, goals 10.2 and 10.3).
• Establish measures aimed at avoiding bias in recruitment, hiring and promotion processes based exclusively on age (SDG 8, goals 8.5 and 8.6; and SDG 10, goals 10.2 and 10.3).
• Work actively in the management of the challenges associated with a multigenerational society(SDG 8, goals 8.5 and 8.6; and SDG 10, goals 10.2 and 10.3).

Affective-sexual diversity: Ensure an inclusive environment for all employees, regardless of their sexual orientation or identity.

• Make visible the commitment to non-discrimination of the LGTBIQ collective and equal opportunities in this area (SDG 10, goals 10.2 and 10.3).
• Promote an inclusive environment and the integration of the LGTBIQ collective in the Company (SDG 10, goals 10.2 and 10.3).
• Make employees aware of affective-sexual diversity (SDG 10, goals 10.2 and 10.3).
• Eliminate any practice of harassment and discrimination against LGTBIQ employees (SDG 10, goals 10.2 and 10.3).

Cultural diversity: Value, respect and exploit cultural differences as a source of added value.

• Foster respect for and value of cultural diversity in the company (SDG 10, goals 10.2 and 10.3).
• Take advantage of cultural diversity as a source of knowledge and talent, creating added value in the company (SDG 10, goals 10.2 and 10.3).
• Promote employee integration through intercultural awareness and understanding (SDG 10, goals 10.2 and 10.3).

Functional diversity: Value the unique potential of people with different abilities and taking advantage of their talent.

• Ensure the labour integration of workers with different abilities (SDG 8, target 8.5; and SDG 10, targets 10.2 and 10.3).
• Improve the integration of the group of people with different abilities at the time of incorporation into the workplace (SDG 8, target 8.5; and SDG 10, targets 10.2 and 10.3).
• Support the retention of talent of people with different abilities in the labour market (SDG 8, target 8.5; and ODS 10, targets 10.2 and 10.3).

5.0 RESPONSIBILITIES

5.1 The Motive Offshore Group Board (CEO, COO & CFO) Responsibilities

The Motive Offshore Group Board has the responsibility of approving this Policy. In the exercise of these functions, the Board approves this policy and sets out the strategy for Equality, Diversity and Inclusion and its commitment to the application of best practices in the countries in which the Company operates and based on international reference standards.

The Motive Offshore Group Board will continually promote the review all our employment practices and procedures to ensure fairness.

5.2 Director and Line Manager Responsibilities

Directors and Line Managers are responsible for understanding their role in promoting equality, diversity and inclusion, communication and implementing policies and procedures effectively and working with staff to integrate the values of diversity into employment practices.

Directors and Line Managers shall build a workforce that is provided with opportunities to develop skill and experience for career advancement learning and development.

In addition, Directors and Line Managers shall:

• set an appropriate standard of behaviour, lead by example and ensure that those they manage adhere to the policy and promote our aims and objectives with regard to equal opportunities.

• create an environment in which individual differences and the contributions of all our staff are recognised and valued.
• Ensure every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.

5.3 Employee Responsibilities

All employees of the Motive Offshore Group have a responsibility to treat others with dignity and respect at all times.

All employees are 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 participant events.

All employees are also required to complete periodical diversity awareness training to enhance their knowledge to fulfil this responsibility.

All members of staff are responsible for the success of this policy and must ensure that they familiarise themselves with the policy and act in accordance with its aims and objectives.

6.0 COMPLIANCE, TRAINING, REVIEW & BREACH

All Directors, Line Managers, Employees and those subject to this policy are responsible for complying with the Motive Offshore Group Equality, Diversity and Inclusion policy and for reporting violations or alleged violations in accordance with that policy.

This policy will be reviewed on an ongoing basis to reflect changing legislation, demographics, and organisational priorities.

Any breach of this policy must be reported directly to the CEO.

Employees who believe they have been subjected to any kind of discrimination that conflicts with the company’s diversity policy and initiatives should seek assistance from the Line Manager or the HR Manager.

Anyone who contravenes this Equality, Diversity and Inclusion policy may be subjected to disciplinary action, including dismissal. Any employee found to have exhibited any inappropriate conduct or behaviour against others may be subject to disciplinary action.

7.0 GLOSSARY

7.1 Equality

Equality is about ensuring that every individual has an equal opportunity to make the most of their lives and talents.

It is also the belief that no one should have poorer life chances because of the way they were born, where they come from, what they believe, or whether they have a disability.

Equality recognises that historically certain groups of people with protected characteristics such as race, disability, sex and sexual orientation have experienced discrimination.

7.2 Diversity

The quality of being different or unique as an individual or group. This includes but is not limited to: age, ethnicity, gender, gender identity or expression, language differences, nationality or national origin, family or marital status, physical, mental and development abilities, race, religion, sexual orientation, skin colour, socio-economic status, education, work and behavioural styles, political affiliation, veteran status; the perspectives of each individual shaped by their nation, experiences and culture—and more.

Even when people appear the same on the outside, they are different.

7.3 Inclusion

The act of including a strategy to leverage diversity.

Diversity always exists in social systems. Inclusion, on the other hand, must be created. In order to leverage diversity, an environment must be created where people feel supported, listened to and able to do their personal best.