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These include reviews by the people and governance committee of Company’s ways of working, regular updates from the EVP people and culture, information from employee pulse surveys and feedback from both the NED workforce engagement sessions and the global engagement sessions led by the CEO, such as ‘Keeping Connected’.

With respect to short term inflation, industry specific benchmarking remains supportive of the reasonableness of the provision cost estimates, with no significant 2021 inflation impact observed.

Across the enterprise, the representation of women in senior roles increased to above our target of 47.5%.

They included process and control improvements, awareness-raising, training and disciplinary measures.

The programme is aimed at creating a powerful community of female ambassadors across the business, enabling individuals not only to progress themselves, but also to inspire other women to the same.

In this new way of operating and we expect the increased transparency, accountability and speed to further support future growth and profitability.

Determining the price of our medicines while considering their full value for patients, payers and society, and reflecting factors such as clinical benefit, cost-effectiveness, improvement to life expectancy and quality of life.

Health and well-being Risk for incidents of child, forced or compulsory labour An explanation of the operations and suppliers considered to have significant risk for incidents of child labour, forced or compulsory labour.

In this time of rapid and impactful change to global society, we continue to support the business to respond to constantly shifting priorities – always putting people first.

Moreover, tracking technologies (such as cookies, SDKs, JavaScript and other forms of local storage), which are subject to stricter standards of consent and transparency, both under the GDPR and the e-Privacy Directive.

Working in a preventive way, we want to minimise reactive behaviour and minimise interruptions from extreme weather events across our operations and value chain.

It demands concerted effort by multiple players including governments, NGOs, consumer groups, police forces, legislators, retailers, hospitality venues, community groups and more.

We will accelerate our efforts to support the social agenda and be even more ambitious and bold in promoting moderate consumption of alcohol.

The amount and type of liquidity resources we maintain can vary over time, based upon the results of stress scenarios required under the Dodd-Frank Wall Street Reform and Consumer Protection Act, as well as additional stress scenarios required under our liquidity risk policy.

For instance, we note Company’s commitment to family-friendly leave policies, recognition of Company as a top global employer in Stonewall’s list of the best multinational employers for LGBT+ staff, and a fourth consecutive 2021 Corporate Equality Index which measures adoption of non-discrimination policies, equitable benefits for LGBT+ employees and families, and supporting an inclusive culture and corporate social responsibility.

Within the UK, Company has matched increases in the real living wage which exceeds the national minimums, and remains a real living wage employer.

It showed that three of the in scope entities meet the equal pay requirements and are within the applicable thresholds and the fourth entity, the smallest, meets the equal pay requirements for salary and slightly underachieves the parity level for overall compensation (salary plus actual bonus).

Supplier Code Compliance Procedure We are committed to conducting business with integrity and fairness, with respect for people, the law and our values.

• We partnered with the Fair Wage Network to increase our understanding of the different definitions of fair wages and to benchmark against their extensive fair and living wage database.

The Company supports its associates in giving back to the community through volunteering by offering associates a paid volunteer day each year for eligible volunteer work.

Civil Code   Company N.V. is not a ‘structuurvennootschap’ within the meaning of Section Code.

In Jamaica, Red Stripe and the local industry body ran a series of virtual, knowledge-sharing fora to raise awareness of responsible selling and serving of alcohol.

Civil Investigative Demand from the CFPB seeking information on sales practices related to consumers.

As of in compliance with the new Dutch Act on a more balanced ratio of men and women on management and supervisory boards of large companies, the profile of the Supervisory Board and the Diversity Policy of the Supervisory Board, Executive Board and Executive Team have been updated and reflect that a minimum of 1/3 of the seats of the Supervisory Board shall be held by women and a minimum of 1/3 of the seats shall be held by men.

Skills for the future Training provided Average hours of training per person that the organisation’s employees have undertaken during the reporting period, by gender and employee category (total number of hours of training provided to employees divided by the number of employees).

This was in recognition of the need to use clear language to ensure everyone can understand how they apply to their role, what they can do to make workplaces safe and to shift the emphasis from process to behaviour.

These high scores demonstrate our ongoing commitment to the wellbeing of our employees.

Additional points of focus were the planning and findings of internal audits, Company’s exposure to risk pursuant to the German Corporate Control and Transparency Act (KonTraG), the risk management system of Company Supply & Trading, data security, compliance matters as well as legal and tax issues.

Undertakings are made to employees who raise genuinely held concerns in good faith under the procedure that they will not be dismissed or subject to any discrimination or victimisation as a result of his/her action.

To achieve our commitment, we begin by assessing wages across all operating companies against the Fair Wage network and close any wage gaps by the end of 2023.

The committee monitored processes and performance in mitigating personal security and cyber security risks.

An example of this is our in-house developed player behaviour monitoring technology called the Observer.

This policy considers the elements of a diverse composition in terms of nationality, gender, age and background, including expertise and experience.

Other contingencies   Brazil civil cases Part of other contingencies relates to civil cases in Brazil.

Building such a system will require collaboration, within the right policy framework, between business, government, academia and civil society.

In reviewing the succession pipeline, the committee recognizes the challenges faced by women and those from minority groups, and particularly the additional issues they face in progressing to senior roles.

The Board has adopted a Code of Conduct (the Code) and a policy "Behaviour Standards - Standards of Business Conduct" setting out parameters for ethical behaviour and business practices which applies to all of the Company's Directors, officers and employees.

None of our executive officers has any family relationship with any other executive officer, and none of our executive officers became an officer pursuant to any arrangement or understanding with any other person.

To show its commitment to an inclusive, fair and equitable world, our operating company in Brazil leveraged the strength of Amstel by committing of the brand’s media budget to raise awareness and support the LGBTQIA+ community, including most recently launching the “I Am What I Am” campaign.

The target LTI opportunities for salary for the CFO.

‘Most Influential Corporate Board Directors’; by in 2020; and by Transition Economist TE100 as one of the ‘Women of the Energy Transition’ in 2021.

For each business area, we selected appropriate variables from the WBSCD Scenario Catalogue representing what we consider to be the primary area of exposure to the energy transition, and the full range of ‘family’ (using the ‘world’ values in the Catalogue except for gas price, see table on page 64).

We also retained our position as one of Bloomberg LP Gender-Equality Index 2021, which distinguishes companies committed to transparency in gender reporting and advancing women’s equality.

The current distribution of female employees across functions and the percentage of women in Group management positions drives our current gender pay gap, which we are considering and looking to address going forward.

measures the analyst community uses to evaluate the Company and compare it to its peers.

In Europe, the EU General Data Protection Regulation (GDPR) imposes legal and compliance obligations on companies that process personal data of individuals in the EU, irrespective of the geographical location of the company, with the potential for significant fines for non-compliance (up to 4 percent of total annual worldwide revenue).

For our will be the same as the 2021-23 cycle at 500% of salary for Bernard and 450% of salary for Murray.

Our activities could also be severely affected by conflict, civil strife or political unrest.

Despite progress at last year’s COPon an unsustainable path and has yet to move decisively towards a net zero society.

Wage level (%) Ratios of standard entry level wage by gender compared to local minimum wage.

There are also instances where governments have provided wage subsidies through direct payments to the Company’s associates.

Lead paint matters Since in the US alleging injury to persons and property caused by lead pigment in paint.

Diversity: senior leaders Our senior management, as defined in the Corporate Governance Code reports comprise 49% women (2020 43%) and 26% Black, Asian and minority ethnic (BAME individuals (2020 25%).

Commentary: During in the proportion of female employees across our business, from 40% to 38%, reflecting changes in our location strategy (the closure of Antigua that historically had a high number of female representatives); the expansion of core functions that are typically more male dominated (e.g. product and technology); and the disruption from COVID-19.

Retired German employees take their pension benefit typically in the form of an annuity.

We strive to create a positive impact on our community by advancing sustainability efforts in our global home offices, stores network and supply chain.

In addition, various countries in the EU have introduced domestic data protection laws incorporating the GDPR requirements.

It is the number one betting brand in the UK in terms of awareness and is a top-three brand by revenue across both retail and online sports betting in the UK.

Equal treatment and opportunity of our employees is a key driver for an inclusive environment.

We have now closed the majority of these fair wage gaps meaning Wage Network.

We committed to equal pay for equal work (or work of equal value) between female and male colleagues.

Appointments and succession plans are both based on merit and assessed against objective criteria with the promotion of diversity, equity and inclusion as central considerations.

As such laws are interpreted and applied (in some cases, with significant differences or conflicting requirements across jurisdictions), compliance and technology costs will continue to increase, particularly in the context of ensuring that adequate data governance, data protection, incident management, resiliency, third party management, data transfer, security controls and account access mechanisms are in place.

By delivering the energy the world needs today… Performing while transforming As we transform Company, we remain committed to delivering for our customers, partners, suppliers, employees, society and investors.

Damage to our reputation and loss of consumer confidence for these or any other reasons could lead to adverse consumer actions, including boycotts, negative impacts on investor perception and could impact our ability to attract and retain the talent necessary to compete in the marketplace, all of which could have a material adverse impact on our business, as well as require additional resources to rebuild our reputation.

Our employees and dependents have access to broad medical services, such as screening and lab tests, medicines and pharmacy, health benefits, disease prevention and health promotion projects (such as HIV, malaria, COVID-trainings and educations.

• Bernard is a deferred member of a UK final salary pension plan.

prohibiting merchants from differentially surcharging our cards or steering a customer to use another network’s card or another type of general-purpose card (“anti-steering” and “non-discrimination” contractual provisions) violate U.S. antitrust laws.

In particular, the risk of an economic recession, change of law, trade restrictions, inflation, fluctuations in exchange rates, devaluation, nationalisation, financial crisis or social unrest could adversely affect our revenues and profits.

Detailed control procedures cover management accounting, purchases and payments, financial reporting, capital expenditure requests, project appraisal, environment, health and safety, IT security, compliance, and other risk management issues.

Company® solution to help reduce alcohol-related harm and encourage responsible behaviour.

We work to expand availability and accessibility of our life-changing medicines to people around the world.

120 extended leadership team are women and our goal is to increase this.

Compliance with ASX Corporate Governance Council Good Practice Recommendations create awareness in all employees of their rights and responsibilities with regards to fairness, equity and respect for all aspects of diversity.

For all operating companies to track and monitor improvements in the area of equal pay for equal work.

Due to the continued COVID-agenda regularly included subjects such as health and safety of the employees, the impact of COVID-19 and mitigating measures and the development of the Company’s strategy aimed at determining how best to sustain growth and success under volatile circumstances.

Promoting a fair, supportive, and positive working environment that enables its business – to flourish.

Pay equity at Company means that our people receive pay that is fair and consistent when considering similarity of work, location and tenure at career level.

With the largest research and development budget in the industry, we are consistently pushing the boundaries of motor and drive technology for the benefit of our customers and society.

Wherever we work in the world, we aim to make a positive impact on people and the communities in which they live through our community investment.

The modules included in the training relate to inclusive practices, such as: provide equal opportunities, seek multiple points of view, be transparent, communicate inclusively, give and receive feedback, develop self-awareness, etc.

We believe our ambition is both good business and supports society’s drive towards the Paris goals.

Civil claims have been received from customers, principally in Austria, claiming refunds due to lack of local licensing.

Those requirements include that each of the Company and AENB must be “well capitalized” and “well managed,” and AENB must have received at least a “satisfactory” rating on its most recent assessment under the Community Reinvestment Act of (the CRA).

Within the health area, mental health has been identified as an emerging risk.

There are a number of motivations for cyber threat actors, including criminal activities such as fraud, identity theft and ransom, corporate or nation-state espionage, political agendas, public embarrassment with the intent to cause financial or reputational harm, intent to disrupt information technology systems and supply chains, and to expose and exploit potential security and privacy vulnerabilities in corporate systems and websites.

We may be exposed to risks and costs associated with cyber-attacks, data protection, credit card fraud and identity theft that could have a material adverse impact on our business.

We have established and continue to maintain policies and a governance framework to comply with applicable privacy, data protection, data governance and information and cyber security laws and requirements, meet evolving customer and industry expectations and support and enable business innovation and growth.

We have committed to clear targets on inclusion and diversity and inclusion related to gender, culture and pay gap.

The pandemic is also reinforcing the fact that companies succeed best when they are truly part of society, when they are driven by their purpose; a purpose that is sustained by the profit we make and our returns to you, our shareholders.

The latest Hampton-Alexander Report, published in February Company PLC as one of the top 10 best performers in the FTSE 100 for representation of women on the combined executive committee and their direct reports.

Amongst other things, its level depends on the number of participants in the plan, the amount of salary and the age structure of the participants.

As society evolves, the number of adults who don’t drink alcohol or who wish to reduce their alcohol consumption continues to grow in markets around the world.

Integration of the customer-facing aspects of our strategy with our production of biofuels, hydrogen, liquefied natural gas (LNG) and electricity also helps to provide security of supply and access to higher margins in a potentially supply-constrained faster transition.

Vermont US Attorney Investigation In April Investigative Demand from the US Attorney’s Office in Vermont and the Department of Justice, Civil Division, seeking documents and information relating to Company’s relationships with electronic health-record vendors.

and meals allowance; For Yariv Dafna include relocation related payments including housing, and schooling, and one-off costs in association with his move from Israel to the UK (£259,000) as well as car allowance and health, disability and life insurance; (£49,000).

Inspired by HEI-Life, a number of local best practices have been shared through the HEI-Life community, fostering a culture where people openly discuss and address well-being while embracing enjoyment of life.

We aspire to be the employer of choice for existing and future talent seeking a purpose and value-driven organisation that provides a world of opportunities in one global company.

from members of the workforce with diversity in representation of seniority, tenure with Company, business sector and geographic location to promote balance across the full range of Company’s activities.

and South Africa Committed to net-zero emissions by 2025 and already powering our offices and centers globally with 50% renewable electricity 7 60% 50% Leading from the top with a diverse Board of Directors are racially and ethnically diverse are women 8 Overall, we continued to invest at an even higher level than ever before.