1. Equality, Diversity and Inclusion Policy

SCOPE AND APPLICATION

Aluminij Industries (hereinafter “Aluminij” or “we”/„us“/„our“) has the responsibility of approving the Equity, Diversity and Inclusion Policy for all employees and companies under M.T. Abraham Group, that are engaged with the mutual goal of creating a work environment that fosters Equity, Diversity, and Inclusion.

People are the most important asset of Aluminij; for this reason, the difference and plurality of people, equality of opportunities, non-discrimination and inclusion in the workplace are priority, strategic and legally grounded factors in the organization.

Aluminij maintains a strong will to promote equity, diversity, and inclusion, through inclusive leadership as a lever for change and business sustainability.

A truly diverse and inclusive culture is crucial to helping us grow our business and attract, develop, and retain talent.

This policy focuses on creating a climate which allows diversity in all of the following areas: gender, age, sexual orientation, culture, race, religion, thought, education, talent, social condition, individual quality, work style, disability, special needs, or any other circumstance of employees. At the same time, we explicitly reject any direct or indirect discrimination, which may hinder the growth of Aluminij or affect the selection, retention, development, and well-being of its employees.

This policy is aligned with the applicable anti-discrimination legislation of Bosnia and Herzegovina, including the Law on Prohibition of Discrimination, the Law on Gender Equality, and the Labour Law of the Federation of Bosnia and Herzegovina, as well as relevant EU directives and principles, such as Directive 2000/78/EC and the European Pillar of Social Rights.

This policy is further guided by international human rights standards, including the United Nations Guiding Principles on Business and Human Rights and relevant Conventions of the International Labour Organization.

Equity, diversity, and inclusion are a business and commercial imperative at Aluminij. A diverse workforce strengthens our culture and our ability to deliver on our business objectives. We expect and need our workforce to perform at their best, and we strive to create a culture that embraces different perspectives to drive the business forward. This policy sets out our approach to equity, diversity, and inclusion.

Aluminij is committed to equity, diversity and inclusion through the socially responsible, lawful, and proactive management of its human resources, based on the variety of different cultures, backgrounds, knowledge, skills and experiences. We aim to develop the full potential of our organization by providing equal opportunities and promoting equity in the workplace. We guarantee protection from discrimination based on sex, gender identity, age, race, religion, sexual orientation, belief, education, social origin, language, political or other opinion, property status, marital or family status, disability, health condition, or any other personal circumstance. We also strive to create fair and inclusive employment opportunities for people with disabilities, older persons, or individuals from vulnerable backgrounds.

POLICY IMPLEMENTATION AND MEASURES

To achieve these objectives, Aluminij shall implement the following measures:

• Regular training and awareness sessions for employees and managers on diversity, inclusion, unconscious bias, and anti-discrimination practices;
• Providing language and intercultural communication support to facilitate the effective integration of employees from different linguistic and cultural backgrounds;
• Monitoring of hiring, promotion, and evaluation processes to ensure fairness and transparency;
• Ensuring that recruitment, onboarding, and career development processes are accessible and inclusive for foreign nationals, in accordance with immigration and labour regulations;
• Introduction of clear and confidential reporting mechanisms for incidents of discrimination, harassment, or any violation of workers’ rights in compliance with the Labour Law of FBiH;
• Ensuring full compliance with the Labour Law provisions regarding protection from discrimination and harassment at work (Articles 17, 18 and 19 of the FBiH Labour Law), including the employer’s obligation to undertake preventive and corrective measures;
• Guaranteeing the right of workers to report violations without fear of retaliation;
• Establishing clear procedures for timely investigation of reported cases and application of disciplinary or corrective actions where necessary;
• Annual review of workforce diversity metrics and progress toward inclusion goals;
• Promotion of work-life balance and flexible working arrangements as stipulated under the Labour Law of FBiH (including parental leave, annual leave, and other employee rights);
• Active facilitation of reasonable accommodations for employees with disabilities or special needs in line with the Labour Law and anti-discrimination laws;
• Periodic evaluation and improvement of the policy in cooperation with employee representatives and trade unions, if applicable.

POLICY BREACHES

All of our employees, and companies under M.T. Abraham Group, are responsible for ensuring that we meet our commitments.

All Aluminij’s employees have a responsibility to treat others with dignity and respect at all times.

We expect our employees and contractors to speak openly and raise concerns about possible breaches of the Code of Conduct and this policy.

Aluminij has zero tolerance for retaliation against anyone who speaks openly about conduct they believe is unethical, illegal, or not in line with our Code of Conduct and policies, even if the concern isn’t substantiated, as long as it was made in good faith.

Any employee found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action.

Any questions regarding this Equity, Diversity and Inclusion Policy may be directed to the Human Resources team at Aluminij.

POLICY REVIEW

This Policy shall be reviewed periodically, at least once every two years, or more frequently if required by changes in law, regulations, or internal priorities. The review process will include consultation with relevant stakeholders including employee representatives and trade unions where applicable.