Introduction

At GARO Group, we are committed to upholding integrity, diversity, and inclusion at all levels of our organization. This policy highlights our dedication to human rights, equal opportunities, and fostering an environment where all employees, stakeholders, and partners are respected across our global operations.

Commitment to diversity and inclusion

Diversity and inclusion are fundamental to GARO Group's identity. We celebrate the diverse experiences and perspectives individuals bring to the workplace, recognizing that this diversity strengthens our culture, drives innovation, and supports our success. Our recruitment, employment, and promotion practices are based on merit and qualifications, free from bias or discrimination on the basis of ethnicity, gender, age, religion, disability, sexual orientation, or other personal characteristics.

Inclusive practices and compliance

GARO Group ensures the following in its diversity and inclusion efforts:

• Equal Opportunity: Recruitment and employment decisions are made without prejudice or bias, providing equal opportunities for all.
• Merit-Based Hiring: Hiring decisions are based solely on professional qualifications and relevant experience.
• Equitable Treatment: We ensure fair pay, benefits, and career advancement opportunities for all employees, free from discrimination.
• Disability Accommodation: Reasonable accommodations are provided to enable full participation for employees with disabilities.
• Clear Reporting Channels: We maintain accessible channels for reporting any incidents of discrimination or harassment.
• Diversity Training: Comprehensive diversity training is offered to all employees, managed and updated by our Human Resources department.

Local diversity plans and accountability

Recognizing our global workforce, GARO Group encourages each location to develop Local Diversity Plans, which may include:

• Setting measurable diversity goals within the workforce and management.
• Conducting regular assessments of salary levels and job grades by gender.
• Maintaining detailed records of recruitment and promotion practices to ensure compliance with local laws.
• Documenting employee participation in diversity training to sustain an inclusive workplace.