Content .. 2 3 4 5 ..

Eczacibasi Building Products SUSTAINABILITY REPORT (2021) - page 4

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

World Water Day

The cooperation between actor Şener Şen and our brand Artema started 33 years ago. With his experience of

more than half a century, he is one of the most important names in the culture and arts sector in Turkey, and

played an important role in the establishment of the iconic "Aç-Kapa Artema (Open-Close Artema)" slogan. On 22
March 2021 World Water Day, Artema and Şener Şen came together to remind that Artema is a 'water brand' and
to raise awareness of wasted water. We relaunched the famous "Aç-Kapa" advertisement and this campaign was

awarded with the Crystal Apple Award in the category of Home, Housing, Decoration, Building Materials in the

TV-Cinema section and the Felis Award in the Housing Decoration Film category.

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Clean Ideas With VitrA

On our ‘VitrA Türkiye’ youtube channel, we launched a video series called “Clean Ideas with VitrA”. In

collaboration with experts and academics, this video addressed the issues of public use areas, cultural venues,
educational venues and tourism venues in order to create awareness of the healthy usage of those areas in
pandemic and post-pandemic periods .

Clean Ideas with VitrA – Educational Spaces
Clean Ideas with VitrA – Cultural Spaces
Clean Ideas with VitrA – Public Spaces
Clean Ideas with VitrA – Tourism Spaces

The value we place on our communication with the architecture ecosystem continued in 2021 as well. With the

"Hygiene Without Touching" online event, we met participants from 40 architectural offices. We shared the most

up-to-date information on hygiene with the participants and gave information about our touchless products that
increase hygiene in common areas.

‘Hygiene Without Touching’ An Online Meeting With Architecture Ecosystem

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Royal Institute of British Architects (RIBA) and VitrA aimed to create a season of talks bringing people

together to discuss new ideas about the role of architecture in designing a more sustainable future. Through
interdisciplinary conversations, Architecture Anew features nationally and internationally acclaimed
changemakers leading the way towards a more sustainable future, adopting social, economic, and
environmental issues. Architecture Anew aims to inspire the audience with the power of good design and
broaden their understanding of sustainability.

Detailed information.

Social media is an important communication tool to explain our ideas to our stakeholders. We drew attention to
sustainability in our Facebook,Instagram, and Linkedin social media accounts.

Architecture Anew

Social Media Contents

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Wellbeing in The Workplace

We aim to create a more flexible and comfortable work environment to increase employee satisfaction and

health and we believe that we need engaged & resilient workforce to achieve our future goals. Some of the

practices can be summarized as below:

• At Eczacıbaşı Group, flexible working type was introduced in 2013 and remote working type in 2016 with the

motto "Different Address, Same Company". Before the pandemic, there were some departments that did not

practice remote working, but with the COVID-19 pandemic, we adapted to a home-office culture.

We will continue to work in a hybrid model that will remain after the COVID-19 pandemic. Depending on their
locations and job requirements for remote working, employees can work remotely on certain days of the week.

Remote working, which was one day in the past, has been increased to two days with the hybrid model. Our field

sales staff in Turkey permanently started a remote working system , starting January 1st..

• With “AVİTA Employee Support Program Service”, we offer our employees and their families consultancy

services that are provided in many different areas such as healthy nutrition, technology, law, financial issues,
newborn care. Employees and their first-degree relatives can benefit from all services free of charge, with no
usage limit. They can reach this free consultancy in 24/7.

Team Green And The Green Office

Team Green was established at the VitrA Innovation Center in 2019 with the aim of reducing footprints and

raising awareness about climate change. We successfully completed the Green Office program conducted
by WWF-Turkey (World Wildlife Fund) and recieved our Green Office Diploma. Green Office program aims to

encourage organizations reduce their ecological footprint and gain sustainable habits.

Employee Engagement

We believe that when individual performance is enabled in a work environment, when both physical and

emotional well-being of the employee is supported and the employees are committed to the company,

commitment will provide positive financial and non-financial returns in the long run and this will be sustainable.

For this reason, we regularly conduct our employee engagement research using the Willis Towers scale every
year. In 2021, our surveys were conducted among 2345 participants in Turkey, and our foreign operations; and

employee engagement was measured at 79 percent. Based on the results, we reviewed our priorities for 2022.

We Work

For A Better Future

We believe that our economic empowerment can be achieved only by meeting the

demand for our products by efficient resource and energy use, which serves our dual
objectives of (i) creating more sustainable products, and (ii) making our products more

affordable. This can be done by creating innovative designs which are produced in

simplified and digitized processes. To serve this purpose, our innovation and digitalisation

agenda is critical.

•

Innovation

•

Digital Transformation

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Innovation

As a key sustainability pillar, innovation at Eczacıbaşı Group is one of our primary goals. We implement
innovation-related activities in all our processes in an effective and systematic way. EBPB firmly believes that
successful innovation leads to human-oriented, sustainable solutions that can “transform lifestyle habits for the
good of all”. Accordingly, we strive to improve our processes to minimize our environmental impact and to offer

products and services that create the greatest value for end-consumers by including all of our stakeholders in the
innovation process. To extend our impact, we allocated TL 15.6 million budget for VitrA Innovation Center in 2021.

Long established as a front runner in the sector eager to develop and adopt boldly original materials and
production techniques, VitrA now prepares to push the frontiers further as its brand new Innovation Centre
designs the bathroom of the future. Smart technology opens a secure window to the world from this most
private space in the built environment.

Located in Bozüyük, Turkey, close to its main production facilities, the VitrA Innovation Center serves as the

headquarters of the brand’s Research&Development (R&D) activities with a strong team mainly involved in

Materials and Process Development, Product Development and Technology Development. It collaborates
on projects with universities and external consultants on a range of projects including elemental dynamics
to nanotechnology and electronics, every branch of science and industry is a candidate for exploration at the VitrA

Innovation Center, generating new tools and skills for VitrA to redefine form and function for the contemporary bathroom.

VitrA Innovation Center is at the forefront of EBPB investments in R&D. VitrA Innovation Center aims to find

an innovative solution to human-oriented problems, to create habit change in people with the innovative solution it
has found, to create social impact with this habit change and to lead the way on cultural transformation. In line with this
aim, our hygiene studies had started before the pandemic period. During the pandemic, our hygiene projects were very
consistent with our human-oriented strategy, and we focused on these projects and carried out our work with motivation.

VitrA Innovation Center

At VitrA Innovation Center, research is also conducted on health, sustainability and smart technologies in the
bathroom. Sustainability is always on our agenda, especially in our work on new materials where conducting a
life-cycle analysis is a must. At the 8th R&D and Design Centers and Technology Development Zones Summit
organized by the Ministry of Industry and Technology, the centers and regions that were successful according to
the results of the 2020 Performance Index were awarded. At the ceremony where 42 awards were given in total,

VitrA Innovation Center won the first prize in the C category.

Nation-wide, we are among the top companies in the number of patents. In 2021, we issues 61 patents, which
was almost double the number we had in 2020.

Some of 2021 initiatives can be summarized as below:

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

We Try To Understand Human Rituals Better

In collaboration with Imperial College, London VitrA Innovation Center conducted a study that focused on
human behaviour, examining a person's journey in the bathroom from beginning to end. With the results of the
research, we aim to understand the rituals people have and lay a solid foundation for projects aimed at creating

behaviour change. We also established the User Experience (UX) LAB in order to further investigate the user’s

interaction with products, their experience, and the ergonomics of the products.

We Share Our Knowledge And Skills

Under our mentoring program at VitrA Innovation Center, which plays a high ranking among R & D centers
of the T.C. The Ministry of Industry and Technology, we set a goal to become a mentor in 2021. The purpose
of the mentorship program to share knowledge, skills and experience with start-ups which will contribute to
the development of the R&D and innovation ecosystem in Turkey. Conducting a joint study with the Turkish

Technology Development Foundation called XnovateCircle, VitrA Innovation aims to disseminate best practices

in innovation and technology management, developing a culture and capacity for innovation. VitrA participated

"Innovation Case Studies" with the "Culture of Innovation" case study.

Within the scope of the TUBITAK Center of Excellence Support Program (1004) launched by TUBITAK as a

multi-partner project, the “Integrated Scalable, Functional Nanostructures and Systems Development Platform”
was created under the management of Sabancı University Nanotechnology Research and Application Center
(SUNUM). Within the framework of the platform, 9 universities, 12 private sector organizations, 3 public research

centers developed 15 different projects and 83 researchers involved these projects. The joint studies are carried out

with SUNUM, TUBITAK MAM (Marmara Research Center), Istanbul Technical University (ITU), Ford Otosan, Yeditepe
University, Arçelik, Sabancı University, Marmara University, Ankara University and Gebze Technical University.

We Aim To Protect Public Health

As VitrA, we are making great efforts to be a pioneer in the sector to protect public health and we are developing
smart bathroom technologies which offer touch-free experience, especially to reduce the risk of transmission
in public spaces.

We received four patents for our smart toilet seat cover and three patents for our touch-free bidet nozzle
products we developed. With our project that prioritizes the contactless toilet experience, we applied for the

Turkey CX Awards 2021 (Customer Experience Awards) organized by UK-based Awards International and we

competed with valuable projects of leading organizations in different sectors and received below awards:

Customer Experience During the Crisis | Gold
Product / Service Development | Gold

Best Customer Experience Strategy (25+ years) | Silver

CX Transformation | Bronze

During the COVID19 pandemic, there have been significant changes in the understanding of hygiene and the

expectation of cleanliness worldwide. The expectation of hygiene in the bathroom and toilet areas has increased,

and hand hygiene and antimicrobial products have gained more importance. In this context, Eczacıbaşı EBPB

established the Hygiene Assurance Laboratory to produce innovative solutions.

We Design For Excellence For inclusivity And Functionality

At Plus X Awards, Good Design Award and Turkey IMSAD (Association of Turkish Construction Material
Producers) 2020 Future Investment Awards, our products received the grand prize in 4 of the 7 categories
(superior quality, design, user comfort and functionality) with VitrA's smart toilet seat V-Care. The VitrA V-Care

Smart Panel and V-Care Smart Toilet Prime model by Arik Levy were also awarded at the Good Design Awards,

which was held for the 71st time in 2021 and is considered the symbol of excellence in design.

EBPB also received the second prize in the field of economics with the project “V-Care Smart Panel” at the

Turkey IMSAD 2020 Future Investment Awards.

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

VitrA NExT

VitrA NExT opens a space that aims to inspire future bathrooms through design, technology and dialogue. Every

one of our stakeholders, from architects and academics through to consumers and challengers in our industry,
is invited to share their ideas and experiences and to interact with different user groups towards the common
goal of a sustainable future.

Everything on this planet is increasingly interconnected. Distances are shrinking, opportunities for dialogue are

expanding. Humanity is searching for new meanings and terms of reference that reflect the continually evolving

conditions of our new world. This is the context of our quest to re-think everything familiar from different
perspectives, to imagine what lies beyond the horizon. We're focused on designing users' next experiences.

While bringing to life their current desires and expectations, we want to propose ideas that no one has yet
imagined so as to inspire and facilitate the next generation of design.

Every day we have a deeper understanding of bathroom culture, rituals, space and health. Through timeless
designs that remain relevant, smart technologies that reorient behavior, design approaches that respect user
differences, we aim to develop bathroom solutions that push the frontier of sustainability.
For a more livable world, we're reformulating basic questions to ensure that they're centered on people and
their wellbeing. For us, a good product should be designed and engineered to do more than make life easier for

people; a good product should also revitalize senses and feelings, and create moments of positive, life-affirming

experiences. Every design journey has its own story, and with each new product we develop for bathrooms we
want to relay these stories to people.

We’ve set out on a long design journey with a passion for continual discovery and renewal. Are you ready for
what comes next?

Detailed information.

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Digital Transformation

Our digital strategy is to establish our leadership in the industry by offering unique and seamless experiences
to our customers and stakeholders as a data and technology-driven organization. For this purpose, we aim to
increase customer and operational excellence and reduce costs with human and data-oriented strategies. Our
main approach is to create a digital core with the power of digital tools. We turn the digital age challenges into
new opportunities with new digital systems.

In our company, we manage our digital operations with our digital leaders. Our digital transformation vision
is to shape the future of our business areas by implementing digital technologies and data in all our business
processes. In doing so, we aim to add value to our customers and increase productivity.

Our digital transformation journey started in 2018. Five focus areas were determined, and projects began to be
implemented in these focus areas which are smart product discovery, omnichannel engine, customer experience,
smart factory and digital supply chain. We needed to improve our technical infrastructure and digitize our
operations to bring all of our projects to life. For this reason, we worked on a Target Business Model which was
an assessment of our current situation and produced a roadmap which allowed us to complete the program of

digital and process and customer experience improvements quickly and efficiently.

2018

2019

2020

Digital

Transformation

Digimax aims to to place and spread digital in our culture with effective communication and processes, to make
everyone a part of the digital transformation journey and to increase our competitiveness by strengthening our
digital muscles. Training programmes are offered, employee ideas are funded, and Digimax Champions create
core teams to work on ideas for improvement on a voluntary basis.

Digimax has resulted in some efficiency and productivity gains by delivery optimization (use of 3D algorithms
to optimize loading and pick the best routes to customers), tracking, centralized communication platforms for

distributors, and service providers. Robotics process automation and the VitrAmax project allows productivity gains
through digital transformation. The whole systems is analysed by VitrA Qualitcs, an industry 4.0 project which
collects operational data, monitoring it on a live basis with a view to improving process and product quality. The

VitrAmax project was piloted in 2021 and is expected to produce 15% gain in waste rates during 2022.

VitrA Digital

VitrA Digimax is the name we have assumed to describe the deployment activities in our digital transformation

journey. It is a project which is oriented towards communication and awareness dissemination. Beginning in

2018 as the initiative of the Group, this journey has no particular destination but is an opportunity to learn, adapt
to every new development, and follow and pioneer digital trends.

1st Bain

Workshop

2nd Bain

Workshop

2019

Deloitte

Workshop

VitrAmax

Project

Revised

Roadmap

3 Focused

Project

2020

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Digimax has received numerous SAP quality awards placing in 1st place in 2021, and in third place for the IDC

Turkey Future Enterprise Award. It has also received a TCXA Best Customer experience award. Digitaliz has also

received awards for Best Change Management, Best Support at Bootcamp and Best Digital Customer Experience.

Ongoing projects are listed below:

Omnichannel Project

Omnichannel project aims to generate leads for offline stores by providing online services, and also enhance

online customer experience with custom interactions.

V Care Prime Launch

Smarter products are already trending. V Care Prime enables using devices with smartphones and contributes to
creating smart home concepts.

Detailed Information.

Customer Experience

With the products and services that provide 360-degree customer knowledge, we meet the needs of the

customers. In this context, we started to use System Applications and Products in Data Processing (SAP)
Consumer Experience (CX) Cloud modules to ensure continuity in consumer satisfaction.

Commissioning SAP and Master Data Governance Tool (MDG)

To create a trackable and reportable approval process in code creation processes, we started to use SAP Master

Data Governance (MDG) Tool. Thanks to that project, all material and code creation and change processes in the
company are combined in a traceable, reportable, and progressing flows through the system.

MDG -Website Integrations

To ensure that the main data updates in the system were also visible on websites, we established a system that

makes material characteristics in MDG visible on the country websites that we operates in. Thus, the data on the
websites is kept up to date according to the main data variability.

MDG & Digital Asset Management Software (DAM) & Enterprise Content Management

(ECM) Integration

To ensure that the codes created in the system are reflected on the DAM systems where visual data were kept

and and on the ECM systems where technical documents were kept; and to provide material code flow between
MDG, ECM and DAM systems; we established this integration project. Every new code created in MDG is reflected

in these systems, so that the updated data for each material can be followed on other data platforms.

Digital Price Catalogue

Digital Price Catalog aims to create a platform for sales teams to access up-to-date prices, features, documents,
and visual and technical information on VitrA brand products. This system makes it easy for the sales team to
offer alternative/complementary and compatible product suggestions to customers. Price catalogues currently
available in print in sales channels will be included in the digitalization process, and updated information on

products will be made visible, searchable and filterable via a website. In this way, it is aimed to establish a
sustainable living system by increasing the efficiency of the sales teams and reducing the printed material.

Digital Library

Digital Library is a product & category content system. Users can view product information, create lists, and
download product documents with a single click. VitrA's products in 8 countries, including Turkey, have been
included in the scope. Up-to-date information about the product can be accessed instantly, and the documents
belonging to the products can be listed and downloaded easily.

APPENDIX

We Thrive For

Cultural And

Institutional

Advancement

Knowing sustainability is a journey, we work to extend positive impacts internally
as well as externally.

•

Inclusion, Diversity and Equal Opportunity

•

Occupational Health & Safety

• Value Chain

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Inclusion, Diversity & Equal Opportunity

Eczacıbaşı Group signed the United Nations Global Compact (UNGC) in 2006 and the Women's Empowerment
Principles (WEPs) in 2013. As an Eczacıbaşı Group company, EBPB is committed to providing an inclusive

business environment built on equal opportunity.

Our staff are distinguished by the following characteristics: ‘well-educated, well-prepared for life, open to

innovation and change, entrepreneurial, energetic, working for their own personal and professional development,
open to educating others, adopting the basic values of the Group’.

Without this talent, we cannot achieve our future goals and shape our sustainability journey. Investing in our

human capital is one of our priorities and thus we shaped our Human Resources (HR) strategy on three main pillars:

)

Fix the basics:

•

Talent Development

•

Leadership

•

Communications

2) HR alignment with Corporate Strategy
3) Get Ready for Future

•

Global

•

Digital

•

Engaged and Resilient

Of our 4653 employees across our Turkey and global operations, 71% are blue-collar employees, and 29% are

white-collar employees from 8 nationalities with 38 languages.

Blue

Collar

Turkey

%78

Global

%22

White

Collar

Blue

Collar

White

Collar

1,031

3.622

543

853

488

4,653

2,769

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Culture Of EBPB

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Equal Opportunity

As an Eczacıbaşı Group company, we aim to provide equal opportunities

for everyone in our operations.

Implementation of the Group's equal opportunities approach and goals is
coordinated by the Equal Opportunities Committee in the Sustainability
Working Group, which comprises human resource representatives from
each organization and the CEO when necessary. Our CEO is the co-
chairman of the Equal Opportunities Committee. The Committee keeps
track of national and international practices and of information and data
that will contribute to equal opportunity management in the Group. The
committee also evaluates the Group's equal opportunities approach and
practices and offers suggestions for improvement.

Our HR strategy aims to create better business results through a diverse
talent pool and inclusive culture. We value our employees regardless of
their thinking styles, races, religions, languages, ages, nationalities, ethnic
identities, and gender in human resources processes and offer equal
opportunities. We value inclusion and diversity in our workforce globally.

To contribute toward equal and fair societies, we support gender equality

and integration of women and people with disabilities into social and
economic environments under identical conditions.

2012

2014

2013

2015

2016

2017

2018

2019

•

The Eczacıbaşı Group

receives the Social Gender

Equality Award from the

Ministry of Labor and Social

Security and passes

the audit of the Equal

Opportunity Model

Initiative founded

by KAGIDER (Women

Entrepreneurs Association

of Turkey) and the World

Bank successfully.

•

Flexible working hours are

implemented.

•

“Social Gender Equality”

training is launched.

•

The Eczacıbaşı Group signs

the United Nations

Women's Empowerment

Principles and joins the

Equality at Work Platform.

•

Prioritization of women

candidates in recruitment

is added to the key

performance indicators of

Eczacıbaşı Group

companies in Turkey

to which the Senior

Management was

introduced.

•

Existing lactation rooms

at production facilities and

offices are renovated with

new ones being

established at locations

where there were none.

•

The Group's Vice Chairman

of the Board of Directors

becomes the first man to

join KAGIDER.

•

Remote working practices

are introduced.

•

The Eczacıbaşı Group

launches the "AllforAll"

Equal Opportunities Project

to advance its efforts to

empower women.

•

Employment shares for

women are analyzed in all

functions across the Group.

The Groups starts to

monitor the recruitment

of women for sales and

technical functions, where

their presence is lower.

Special committees are

established to increase

the number of women

employees in this field.

•

Gender-blind CVs are

introduced.

•

Following the AllforAll

manifesto and bulletin,

“LiderizBiz" &

"FarkındayızBiz" programs

are initiated.

•

Efforts to increase

women's employment in

production are furthered by

investments in "zero

weight" equipment. At the

previously male-dominated

Ceramic Sanitaryware

Plant, women presence on

the production line soars to

50 percent.

•

The Vice Chairman of the

Eczacıbaşı Group becomes

the co-chair of the UNGC

Women's Empowerment

Working Group.

•

Day-care assistance

for children of women

employees at various

production sites is

launched.

•

Female employees started

being recruited on the

mirror assembly line at our

bathroom furniture facility.

2020

•

The First Woman Production

Manager was appointed.

•

A scholarship program has

been introduced for female

engineering students.

•

We signed the ’Women

in Sales’ protocol with

Sales Network and created

action plans for our female

candidates in sales.

2021

•

The First Woman

Director in Production was

appointed.

•

Nursery Benefit started

to be implemented in all

locations. Paternity Leave

program was revised.

•

Rewards to encourage

female candidates recruited

within the scope of the

‘Refer a Friend’ program

were introduced.

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

Gender Equality

We evaluate all our projects, operations, and practices through the perception of gender balance with the aim

of closing the gender gap in line with the goals of Eczacıbaşı Group to increase the percentage of women in
the Eczacıbaşı Group's professional recruitment to 50%, the percentage of women in professional employment

to 40%, and the percentage of women employees in management to 35% by 2023. Also, we are aiming 50%
female employee recruitment rate at our 5th production facility, which is under construction.

Our equal opportunity aim is supported by the projects we implemented and strategies we applied:

• “Equal pay for equal work” is a core policy of the Eczacıbaşı Group. Employees are paid equally when they take

on the equal roles and responsibilities.

• We offer nursery benefits to women employees with 0-69 months old children in all our locations, both in

Turkey and Europe. 58 children benefited from the nursery in the 2020-2021 academic year.

• The "Zero Weight" project enables us to increase occupational health and safety and the employment rate

of women in production by offering "zero weight" equipment in production facilities. "Zero-weight" equipment
refers to automated and robotized casting and glazing technologies to reduce physical effort. Additionally, we

identified the needs of the newly hired women employees in production facilities and improvement our
facilities accordingly. By the end of the 2021, we established our first production line that is run just by women

in our Bozüyük facilities. Additionally, 80% of one shift in facility 1 consists of women employees.

Within the scope of our 2021 - 2022 action plan, sales and production are determined as two focus areas where women’s
talents should be encouraged to work. As a signatory of Women in Sales protocol with the Sales Network, we aim to create
job and development opportunities for our female candidates in sales. Also, we aim to improve our work environment to
increase women's participation in production.

• We do not ask for gender-identifying information in the application forms to adopt gender-neutral recruitment practices.
• In the blue-collar hiring strategy, we aim to hire at least three women out of every ten recruitments.
• For every female employee leaving, we aim to recruit new female talent in order to preserve our female

employment ratio.

• In 2021, a reverse mentoring project called “Women Mentors of VitrA “ was implemented. Within the scope of

the project, the volunteer female employees started mentoring male leaders to increase awareness and help
eliminating unconscious biases.

• Through the FarkındayızBiz (We are Aware) development program, we are helping management increase

awareness about equal opportunities.

• LiderizBiz (We are Leaders) is a Women Leaders Development Program that prepares our women employees

with leadership potential for future leadership roles through a variety of learning modules, and mentoring.

• We offer a paternity leave program for our male employees for 3 weeks after birth and once a week for the

next 3 weeks.

• Since 2020, we provide a scholarship program for female engineering students.
• With a planned project to increase literacy in Bozüyük in 2022, we are aiming to support women’s participation

in life by eliminating the literacy obstacle in front of them.

ABOUT

WE CARE FOR NATURE

WE DESIGN WITH PURPOSE

WE WORK FOR A BETTER FUTURE

WE THRIVE FOR CULTURAL & INSTITUTIONAL PROGRESS

APPENDIX

An inclusive workplace values all employees for their strengths. People who are talented are welcomed in the
EBPB. The workplaces of our disabled employees are the areas where there are no moving and mechanical parts.

We have projects that aim to create more inclusive work areas such as the:
• Buddy Assignment: In order to support their current needs, we attain a colleague who stands by each of

our disabled employees during working hours. The responsibility of the "buddy" is to convey the needs of the
disabled employees and support them throughout the day.

Future Of Work

In line with our work on different working models, taking into account the needs of today and tomorrow; We

have renewed our working models in order to ensure that our current positions have the flexibility to work

independently of location and to bring talents from anywhere in the world to our Group.
All of our roles were evaluated in line with the requirements of the work performed independently of individuals,

and we determined the new working models in line with the requirements of the job:
• Office/On-Site Roles

• Hybrid Roles

• Remote / Home Office Roles

The Group supports remote employees and their managers with necessary equipment and guides ranging from
OHS checklists to remote motivation tools, for the new working environment.

Human Rights And Unions

We offer an inclusive and fair work environment that aims for high employee engagement and equal
opportunity. Human rights violations in our workplaces are not tolerated.

We operate with an ethical and transparent management approach guided by the Eczacıbaşı Group Code of

Conduct

Detailed Information.

The Eczacıbaşı Group Code of Conduct provides employees with guidelines on

how to manage business situations in line with Group values. The Human Resources Handbook provides clear

and understandable information on the Eczacıbaşı Group's approach to human rights and freedom of association.

Child labour, forced and compulsory labour are strictly prohibited throughout the Eczacıbaşı Group. We do not

discriminate between people based on age, gender, language, belief, or ethnic origin during recruitment or
subsequent human resources processes.

We respect the unionization and organizational rights of our employees and support their right to use their
union rights freely. We establish constructive relations with unions. EBPB is a member of the Turkish Employers'

Association of Metal Industries (MESS) and Glass, Cement, Ceramic and Soil Industries Workers' Union of
Turkey (ÇİMSE), which are the authorized labour union representing workers. The unionization rate among our

employees in our TR operations is 94,1%.

(GRI 102-8, 102-41)

Content .. 2 3 4 5 ..