03-11-2022

To our stakeholders:

I am pleased to confirm that TecAlliance reaffirms its support for the ten principles of the United Nations Global Compact in the areas of human rights, labour standards, environmental protection and the fight against corruption.

In this annual progress report, we describe our actions to continuously improve the integration of the Global Compact and its principles into our business strategy, corporate culture and day-to-day operations. We also commit to sharing this information with our claims groups using our primary communication channels.

Sincerely,

Jürgen Buchert
CEO

Human rights
At TecAlliance we respect the human rights of our employees and aim to provide working conditions that clearly exceed the minimum standards. We value cooperation as one of our core competencies. Our interactions are based on mutual respect, appreciation of people, openness and trust. A key role is played by our leaders, who lead by example and put the values into practice. The following sections outline the key elements for respecting human rights and ensuring favorable working conditions.

Child labor
In a nutshell: We do not tolerate any child labor. A child's development must not be disturbed by any kind of work that prevents him or her from receiving an
education. A child's dignity must be respected and their health and safety protected. In line with ILO conventions, we adhere to the minimum age of employment and strictly reject any kind of child labor.

Forced labor
In a nutshell: We do not tolerate forced or compulsory labor of any kind. In accordance with ILO Labor Standards, we strictly reject the use of forced or unlawful compulsory labor of any kind in our global business activities.

Discrimination
In a nutshell: We do not tolerate any discrimination. We consider the fair and equal treatment of all our employees to be a fundamental principle of our culture and corporate social responsibility. Our employees must not be favored, disadvantaged or harassed on the basis of characteristics such as gender, skin color, religion, nationality, political or other opinion, ethnic origin, disability, age, sexual orientation, pregnancy or other characteristics protected by national laws. For details, please refer to our policy on harassment. We strongly believe in the value of diversity and inclusion to build and develop our culture.

Freedom of association and the right to collective bargaining
In a nutshell: We recognise the rights of employees to form representative bodies. We promote a culture of mutual trust as one of the key principles of our agile transformation. Constructive cooperation, either directly with our employees or through their employee representatives, is the basis for our sustainable development. Even in controversial discussions, we strive for solid cooperation with the representative bodies for the benefit of the company and our employees. Employees are neither favored nor disadvantaged by belonging or not belonging to a trade union or employee representation. Where a site does not have an employee representative body, we encourage regular dialogue between our managers and employees to resolve challenges constructively and quickly.

Accountability
All our leaders worldwide are accountable for implementing our code of conduct:
Every manager has the duty to inform his or her employees about the content and significance of this code and to advise and support them in its implementation in everyday business. At the same time, leaders have a role model function and must comply with the Code themselves, e.g. when dealing with their employees and when using it as a basis for decision-making. Any indication of a possible violation of human rights is followed up immediately and with the utmost care. It is the responsibility of all our employees to understand and apply principles set out herein within their area of responsibility. In the event of suspected violations, employees can raise their concerns either with their leaders, to an email address or anonymously. All reports will be treated confidentially and followed up. Corrective action will be taken if necessary.

Furthermore, the People & Organization team is in charge of this code and therewith responsible for:
-Close cooperation with all leaders to further shape and implement our human rights and working conditions
-To build awareness for human rights and working conditions among our international employees
-Reporting on our management and performance for human rights and working conditions

With our Code of Conduct and all associated instruments and measures, we ensure that
- at all our locations, our employees are provided with requirements-compliant, safe, suitable, ergonomic and sanitary facilities at the workplace
- with our active, preventive instruments against stress, stress and harassment in the work-place, our employees are protected from physical, verbal, sexual or psychological harassment, abuse or threats
- we provide our employees with a working environment that complies with the law and standards with the regular measures on occupational safety and health
- in the field of working conditions, in the recruitment procedures as well as in training and career management, we comply with the legal requirements and beyond to our internally defined requirements.

With our Code of Conduct and all associated instruments and measures, we ensure that all material and relevant key figures such as
- demographic data of the workforce (gender, ethnicity, age, degree of disability etc.)
be recorded, monitored and further developed.

Favorable working conditions
The topics work- and health protection are described in the code of conduct: Work- and health protection.

Remuneration
In a nutshell: We believe in fair and competitive compensation to attract and retain our employees. We compensate our employees with performance-based rewards that are supplemented by additional benefits. We strive to reward our employees fairly and competitively and use reward systems to give our employees a stake in our success. We always remunerate our employees in accordance with the law above any country-specific statutory minimum wages. In addition, we strive to offer our employees remuneration packages, including fringe benefits, that are above comparable standards in local labor markets. In all our units worldwide, the operational performance of the company is the decisive criterion on which employee salaries are based.

Working hours
In a nutshell: Work-life balance and appropriate working hours are important to us. We comply with national legal working time regulations as a minimum requirement. In addition, we promote sufficient rest periods, free time, holidays and a healthy work-life balance worldwide. Working and rest times take into account not only business but also personal needs to limit physical and psychological stress. Our career development model encourages employees to balance their professional and personal lives. We allow for multiple career paths.

Personal development
In a nutshell: We support personal development and training. We promote lifelong learning and the long-term employability of our employees. We recruit new employees based on their personal skills and help them to develop accordingly, for example through "training on the job". The respective skills and talents of our employees are to be promoted through future-oriented trainings, which are to improve their performance and employability. Access to training is based on the principle of equal treatment of all employees.

Accountability
All our leaders worldwide are accountable for implementing our code of conduct:
Every manager has the duty to inform his or her employees about the content and significance of this code and to advise and support them in its implementation in everyday business. At the same time, leaders have a role model function and must comply with the Code themselves, e.g. when dealing with their employees and when using it as a basis for decision-making. Any indication of a possible violation of human rights is followed up immediately and with the utmost care. It is the responsibility of all our employees to understand and apply principles set out herein within their area of responsibility. In the event of suspected violations, employees can raise their concerns either with their leaders, to an email address or anonymously. All reports will be treated confidentially and followed up. Corrective action will be taken if necessary.

Furthermore, the administration team is in charge of this code and therewith responsible for:
-Close cooperation with all leaders to further shape and implement our human rights and working conditions
-To build awareness for human rights and working conditions among our international employees
-Reporting on our management and performance for human rights and working conditions

With our Code of Conduct and all associated instruments and measures, we ensure that
- minimum wage standards are not only adhered to, but exceeded
- equal treatment prevails in all employment-related decisions and is based on relevant and objective criteria
- no unlawful labour practices can be used.

With our Code of Conduct and all associated instruments and measures, we ensure that all material and relevant key figures such as
- rate of accidents at work
- occupational diseases
- absences
be recorded, monitored and further developed.

Policy Statement
We see environmental protection as a key factor in creating sustainable value for both, TecAlliance and society. This code aims to address environmental risks and opportunities as effectively as possible. We continuously improve our environmental protection through integration of sustainable and ecologically oriented procedures in all business matters. As a globally acting company, TecAlliance recognizes that climate change is highly relevant to its business and that TecAlliance has a responsibility to actively address climate change risks.

Basic rules

Products and Services
We are committed to complying with all applicable national environmental laws and regulations. In addition, we are committed to the following:
-Developing new and adaptable market-based solutions to manage the opportunities and risks of environmental issues and climate change
-Building and maintaining environmental awareness among TecAlliance’s customers, as well as educating them about the risks that can result from climate change
-Create awareness among TecAlliance’s business partners of our environmental code of conduct and encourage them to adopt equivalent guidelines

Processes
-Management of environmental performance, which affects our internal processes as well as property and equipment.
-Reducing energy, paper and water consumption
-Increase the production and own usage of renewable energy
-Reducing the overall amount of waste and promoting reuse and use of recycled products
-Reducing business travel through more efficient travel schedules and the increased use of telephone, video and web conferencing as an alternative to business travel. However, should travel become necessary, economical and environmentally friendly options should be considered.

Procurement
-Consideration of social and environmental factors in procurement of goods and services
-Make our suppliers aware of this code and encourage them to adopt to appropriate standards

Investment Management
-Considering the impact of social and environmental factors on investment performance and incorporating such information into our investment decisions, while complying with fiduciary and regulatory requirements.

Liability and Reporting
-Promoting transparency and accountability by providing appropriate information on the risks and opportunities of environmental change and climate change and environmental performance
-Setting measurable targets to continuously improve our environmental performance
-Monitoring and reporting of environmental performance every 3 years

Commitment & Engagement
-Promoting projects to reduce the risks from environmental change and climate change to protect the interests of society, customers and partners
-Working in partnership with stakeholders to learning more about the impacts of climate change and sharing this knowledge

Accountability
All our leaders worldwide are accountable for implementing our code of conduct:
-Integrate environmental protection rules as set out in this code into business decisions and processes
-Monitor and report the environmental performance of the teams
-Embedding climate change considerations into TecAlliance’s structure and developing relevant products and services

The Administration team is in charge of Corporate Social Responsibility and therewith responsible for:
-Close cooperation with all leaders to further shape and implement our climate strategy
-The development and maintenance of a Group Environmental Management System in collaboration with respective departments. This will address the Group's significant environmental impacts, including emissions, paper and water
-To build awareness of climate change among employees in order to promote environmentally friendly and efficient behavior
-Coordinating the dialogue with TecAlliance’s stakeholders and for reporting on our environmental management and performance

It is the responsibility of all our employees to understand and apply the environmental principles set out herein within their area of responsibility.

With our Code of Conduct and all associated instruments and measures, we ensure that
- all legal environmental requirements are complied with
- the environmental aspects relevant to our organization are recorded, monitored and improved
- our energy and waste management is subject to a continuous improvement process.

With our Code of Conduct and all associated instruments and measures, we ensure that all material and relevant key figures such as
- waste and recycling indicators
- share of renewable and self-generated energies
be recorded, monitored and further developed.

Policy Statement
Following sound business ethics can be seen as one of our key factors in creating a difference for both, TecAlliance and society. This code aims to address ethical behavior and opportunities as effectively as possible. We continuously will improve our business ethics through integration of voluntary norms and standards in all business matters. As a globally acting company, ethical behavior is highly relevant to our business. We have a responsibility to behave compliant and actively address misconduct. By acting in line with the principles of our Code we will make a positive change, helping to ensure that our Group provides an inclusive and respectful work environment where everyone feels safe and is heard. We will uphold our business interests by protecting our assets and those of third parties, acting responsibly and fostering values-based, long-standing business relationships. In addition to being passionate about adding value to our clients, we want to make a better environment for all stakeholders - be attentive to the ethical use of technologies or keep the fight against climate as priority. Our Code empowers us to advance our ambition to be model corporate citizens, supporting and respecting the communities and environment in which we operate.

Working with Business Partners
We expect our business partners to follow the guidance of ethical business. In detail we expect our business partners to respect human rights and in particular to abide by the ILO Labor Conventions, principles of the UN Global Compact and UN Guiding Principles on Business and Human Rights. We actively promote these principles so that they are adhered to and implemented by our business partners along the value chain (i.e. suppliers, business partners). We expect our business partners to adhere to the standards set above such as child labor, forced labor, discrimination and the freedom of association etc.

Compliance
We are committed to acting lawfully and strictly align our activities to compatibility with the applicable local law. In particular, we comply with applicable antitrust law and do not abuse our market power (competition law). Details are covered in our Corporate Compliance Policy.

Tax, Customs, Export Control
As TecAlliance’s national and international operations have tax, customs and export control implications, the TecAlliance Group respects all applicable tax, customs and export control legislation as well as reporting an publication regulations as important part of its worldwide compliance. We comply fully and in timely manner with legal obligations in every country in which we operate.

Privacy
We respect the right to informational self-determination of our customers and employees. To protect the privacy rights of individuals (employees, applicants and clients), we maintain high standards in accordance with local legislation. Details are covered in the Information Security Handbook.

Data Protection
We protect the data of our customers, employees and the data of our company. To ensure data protection, we heavily invest in hardware, software and the training of our employees. Details are covered by the Information Security Handbook and the Device usage policy.

Donations / Commitment & Engagement
We are committed to social interaction, donation to charity and encourage our employees to participate in ethically valuable actions.

Accountability
Our Code of Conduct: Business Ethics is under the patronage of our CEO and CFO. All our leaders worldwide are accountable for implementing this Code.
It is the responsibility of all our employees to understand and apply principles set out herein within their area of responsibility. In the event of suspected violations, employees can raise their concerns either with their leaders, to an email address or anonymously. All reports will be treated confidentially and followed up. Corrective action will be taken if necessary.

With our Code of Conduct and all associated instruments and measures, we ensure that
- our ethical conduct with regard to possible corruption content is applied in all contractual matters with our business partners and is adhered to
- our internal procedures support TecAlliance's commitment to fighting corruption
- we ensure, especially in our industry context, that all matters relating to data protection, information security and cyber crisis management are continuously monitored and improved.

With our Code of Conduct and all associated instruments and measures, we ensure that all material and relevant key figures such as
- rate of internal audits
- rate of trainings
- rate of whistleblowing-incidents
be recorded, monitored and further developed.