Introduction

The Bravedo Group’s HR Policy has been developed 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 personnel-related activities and decisions across the Bravedo Group and outlines the company’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 company’s control, such as freelancers. Subsidiaries may have their own complementary HR policies tailored to their operations; however, these must not conflict with the Group HR Policy and must meet at least the minimum requirements set by the Group.

Commitments

The Bravedo Group’s operations with its personnel are guided by internationally recognised human rights frameworks and recommendations, such as:

• The universal human rights defined in the UN Universal Declaration of Human Rights
• The ILO Declaration on Fundamental Principles and Rights at Work
• The OECD Guidelines for Multinational Enterprises

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

Accessibility

The HR Policy is available in Finnish and English on Bravedo’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 prepared in consultation with Bravedo’s Sustainability Committee, which includes representatives from different Group companies and personnel. In addition, employee feedback has been collected to improve employee well-being and equality, and these inputs have been reflected in the policy content.

Furthermore, the content of the policy has been guided by the Group’s double materiality assessment, during which key stakeholders — including employees, customers and suppliers — were consulted. The results of these assessments have been taken into account in the policy guidelines.

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 a person accountable for ensuring implementation and reporting to its board when necessary.

Roles and Responsibilities under the Policy

HR Principles

Employee Well-being

Promoting employee well-being is a key part of the company’s strategy and values. The central objective of Bravedo’s HR Policy is to support employee well-being, work-life balance and a working environment where everyone feels safe, valued and motivated. The Group is committed to complying with high occupational health and safety standards and continuously improving the working environment.

To implement this principle, Bravedo is committed to the following actions:

• Risk assessment and management: Companies within the Group conduct risk assessments to identify and minimise workplace hazards. Risk assessments are continuous and carried out, for example, in situations of change such as relocation of premises.
• Reporting of incidents and near misses: Employees are encouraged to report all accidents and hazardous situations immediately.
• Training: Companies provide occupational safety training required by law to ensure that all employees are aware of safety instructions and practices.
• Improvement of the working environment: Continuous efforts are made to ensure a safe and healthy workplace.
• Work-life balance: Companies recognise the importance of balancing work and personal life for employee well-being.
• Promotion of well-being: Companies provide various means to support employees’ physical and mental health.

Diversity, Equality and Inclusion

A key principle of Bravedo’s HR Policy is to promote diversity, inclusion and equality in the workplace. This includes preventing discrimination, ensuring equal opportunities and supporting different groups.

Bravedo believes that a diverse and inclusive work community is key to success and innovation. To implement this principle, Bravedo is committed to the following actions:

• Prevention of discrimination: Bravedo does not accept any form of discrimination or harassment based on gender, age, ethnic background, religion, sexual orientation, disability or other personal characteristics.
• Equal treatment: All employees are provided equal opportunities and treatment in matters such as recruitment, compensation, training and career development. These are monitored through equality and harassment surveys and equality plans.
• Support for diversity: Companies aim to create an environment where diversity is seen as a strength.
• Promotion of gender equality: Companies are committed to promoting gender equality at all levels of the organisation.
• Inclusive working environment: Efforts are made to create a workplace where everyone feels welcome and valued.

Competence Development and Career Development

A key principle of Bravedo’s HR Policy is to support continuous learning and professional development. The Group believes that skilled and motivated employees are essential for success and innovation.

To implement this principle, Bravedo is committed to the following actions:

• Support for continuous development: Companies support employees’ professional growth and competence development.
• Development discussions and plans: Managers and employees are encouraged to hold regular development discussions and create development plans that support professional goals.
• Training and learning opportunities: Companies support competence development through training and on-the-job learning opportunities.
• Career paths and advancement opportunities: Companies aim to provide career paths and advancement opportunities that support professional growth.

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 handling of reports in accordance with Directive (EU) 2019/1937.

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

Further information on the handling of reports can be found in Bravedo’s Whistleblowing Privacy Notice.

Contact

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

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