Introduction

The Bravedo Group HR Policy has been established to support the Group’s strategic objectives and values. The purpose of the policy is to create a safe, fair and inclusive working environment where every employee can succeed and develop. This policy guides all HR-related activities and decisions within companies belonging to the Bravedo Group, and it outlines the Group’s commitment to responsibility and sustainable development.

The HR Policy applies to all personnel within the Bravedo Group, as well as other individuals working directly under the Group’s management, such as freelancers. In addition to this common policy, subsidiaries may have their own HR-related principles in which the contents of this document are specified in accordance with each company’s operations. Policies established within Group companies may not conflict with the Group HR Policy and must meet at least the minimum requirements set by the Group.

Commitments

The Bravedo Group’s activities relating to its personnel are guided by internationally recognised human rights agreements and recommendations, such as:

• The universal human rights defined in the UN Universal Declaration of Human Rights

• ILO Declaration on Fundamental Principles and Rights at Work

• OECD Guidelines for Multinational Enterprises

The policy takes into account the results of Bravedo’s double materiality assessment, which highlight the importance of social responsibility in the company’s operations.

Accessibility

The HR Policy is available in Finnish and English on the Group’s website. The policy is reviewed annually and updated when necessary to reflect best practices and evolving legal requirements.

Stakeholder Consultation and Involvement

The HR Policy has been developed in consultation with the Bravedo Group Sustainability Committee, which includes representatives from different subsidiaries and personnel groups. In addition, feedback has been collected from employees to improve wellbeing and equality, and these suggestions have been incorporated into the policy. The policy is also informed by the Group’s double materiality assessment, during which key stakeholders—including employees, customers and suppliers—were consulted. The outcomes of these assessments have been considered in the policy’s principles.

Implementation and Oversight

The Bravedo Oy Steering Group has approved these principles and oversees their implementation at the Group level. Each subsidiary is responsible for appointing an accountable person to ensure implementation of the policy and to report to its board when necessary.

Roles and Responsibilities under the Policy

PRINCIPLES

Employee Wellbeing

Promoting wellbeing is an essential part of the company’s strategy and values. The core objective of the Bravedo community HR Policy is to support employee wellbeing and work–life balance, and to create a work environment where everyone feels safe, valued and motivated. The community is committed to adhering to high occupational health and safety standards and continuously improving the work environment. To fulfil this principle, the Bravedo community commits to the following actions:

• Risk assessment and management: Companies within the Bravedo community conduct risk assessments to identify and minimise workplace hazards. Risk assessments are carried out continuously and in connection with organisational changes, such as when office locations change.

• Reporting of accidents and near misses: The Bravedo community encourages employees to report all accidents and near-miss situations immediately.

• Training: Companies within the Bravedo community provide legally required occupational safety training to ensure that all employees are aware of safety rules and practices.

• Improving the work environment: Companies within the Bravedo community continuously work to improve the work environment to ensure it remains safe and healthy for all employees.

• Work–life balance: Companies within the Bravedo community recognise the importance of work–life balance for employee wellbeing.

• Wellbeing support: Companies within the Bravedo community provide various tools and methods to support employees’ physical and mental wellbeing.

Diversity, Equality and Inclusion

A core principle of the Bravedo community HR Policy is to promote diversity, inclusion and equality in the workplace. This includes preventing discrimination, ensuring equal opportunities for all employees and supporting groups that may face discrimination. The community believes that a diverse and inclusive organisation is key to success and innovation. To fulfil this principle, the Bravedo community commits to the following actions:

• Preventing discrimination: The Bravedo community does not tolerate any form of discrimination or harassment in the workplace. Any discrimination or harassment based on gender, age, ethnic background, religion, sexual orientation, disability or any other personal characteristic is prohibited.

• Equal treatment: The community ensures that all employees receive equal opportunities and treatment in all matters, including recruitment, compensation, training and career development. Compliance is monitored through equality and harassment assessments and by evaluating the implementation of equality plans.

• Supporting diversity: Companies within the Bravedo community aim to create a work environment where diversity is recognised as a strength.

• Promoting equality: Companies within the Bravedo community are committed to promoting gender equality across all organisational levels.

• Inclusive work environment: Companies within the Bravedo community strive to create an inclusive environment where every employee feels welcome and valued.

Employee Skills Development and Career Growth

A core principle of the Bravedo community HR Policy is to support employees’ continuous learning and professional development. The community believes that skilled and motivated employees are key to success and innovation. To fulfil this principle, the Bravedo community commits to the following actions:

• Supporting continuous development: Companies within the Bravedo community strive to support employees’ professional growth and skills development.

• Development discussions and plans: Companies within the Bravedo community encourage supervisors and employees to engage in development and skills discussions and to create development plans that support employees’ professional goals.

• Training and learning opportunities: Companies within the Bravedo community support the development of personnel by offering learning opportunities, including formal training or learning through work. The aim is to continuously strengthen these opportunities.

• Career paths and advancement opportunities: Companies within the Bravedo community aim to provide career paths and advancement opportunities that support employees’ professional growth and long-term career development.

Reporting Concerns and Contact Information

Internal reporting:
All employees are required to report potential misconduct either to their manager, another appropriate internal party or through Bravedo’s Whistleblowing Channel. The channel enables independent and confidential processing of reports in accordance with Directive (EU) 2019/1937.

External reporting:
External stakeholders may submit a report via the electronic reporting channel of the Office of the Chancellor of Justice.

Further details on report handling can be found in Bravedo’s Whistleblowing Privacy Notice.

For questions or development suggestions related to this policy, please contact:

Marita Paajaste
HR Director, Barona
marita.paajaste@barona.fi

Bravedo Oy’s Steering Group approved this policy in October 2025.