LIST D&I Charter identifies areas of action fordiversity management and defines projects, milestones, and targets. LIST D&I Charter defines three focus areas: "Equal opportunities", "Wellbeing and belonging" and "Special protection". Action areas for which measures, milestones and targets have been defined are assigned for each focus area. There are measures that affect different fields of action and for which common milestones and targets have been defined.

At LIST, we strongly believe in the benefits of an inclusive culture. LIST's approach goes beyond diversity andinclusion in terms ofgender andethnicity to take account of differences in a broad sense. LIST makes a commitment to all its employees and partners that it will promote a company culture in which everyone can contribute their strengths andskills to LIST's strategy, and develop their potential, regardless of theirethnicity,beliefs, age,gender orsexual orientation. D&I management has been one of the organization's priorities since 2021 and has also been structurally anchored in the organization. The mission statement and values reflect this aspiration. The D&I Charter defines the following diversity principles for LIST: •LIST strives to provide a work environment that is free ofprejudice and characterized by acceptance and mutual trust. •We are committed to providing all employees withequal opportunities for development, promoting their professional growth and enabling them to balance work and personal life. •All LIST bodies, departments and employees embrace diversity and are committed to the principle ofequal treatment, mutual respect, andtolerance. •We are convinced that diversity and an appreciative corporate culture are essential drivers for creativity, innovation, and progress.

LIST’s workforce is very diverse in terms of the origins, education, age,gender,sexual orientation, and cultural background of the employees. We have made good progress over the last years in creating a fair, flexible andequal opportunities working environment. The aim ofdiversity management is to identify where we can do better, raise employees awareness, and develop and implement projects and measures to gradually reduce the inequalities identified.

The D&I charter offers a framework to support LIST in designing and following effective strategies relating to workplace culture, leadership, and recruitment processes to improveequal opportunities andgender equality. For the three fields of action "Equal Opportunities", "Wellbeing and Belonging" and "Special Protection", projects, milestones and targets are defined for an 18-month period, then evaluated and updated. All employees of the organization are addressed, as well as customers and project partners. The D&I measures are supported and carried by the Board of Directors as well as the CEO and the management of the organization. The target group of thediversity management and the implemented measures and projects are all employees and the entire management. The D&I Officer, HR Director and thegender equality Delegate of the staff delegation are primarily responsible for implementing the diversity strategy. Other internal and external actors are involved, which may vary depending on the project and measure: •Members of middle management •HR team, in particular the areas "Talent Acquisition," "Learning and Development Center of expertise," and "HR Projects •Finance and Administration, in particular the "Infrastructure" and "Safety" departments •Employees of the research departments •Communications department •Legal Service •Representatives of ministries, research institutes, non-profit organizations, associations, and interest groups

The fields of action of the D&I Charter and the assigned projects look into all areas of the company: From human resources (recruitment, training, career development, management, retirement) to infrastructures (technical infrastructures, buildings) and communication media, processes and policies to research projects and research results.

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