ISO and ISM Manual BSM

Diversity, Equity, and Inclusion (DEI) Policy

At the Company’s core are our 26,000 crew onboard vessels
and our shore employees. This unique group of people are
diverse across gender, age, ethnicity, life experiences and
beliefs.
Despite our differences, we are inspired by the same purpose
and values, which tie us together. In the Company, we protect
our culture of belonging, using empathy, respect, and integrity.
We believe diversity and inclusion are closely interlinked. The
Company embraces and encourages diversity that can be found
in any social identity, including race, ethnicity, nationality, age,
educational background, disability, marriage and civil
partnership, pregnancy and maternity, race, religion or belief,
sex and sexual orientation, and gender reassignment, gender
identity or expression. In parallel, we aim to foster inclusion by
being an organisation where people are treated fairly and
respectfully and feel involved, accepted, and valued regardless
of their unique characteristics.
We are convinced that our ability to understand our
stakeholders’ needs and innovate on their behalf relies on the
perspectives and knowledge of people from all backgrounds.
We aim to be an organisation where our inclusive culture drives
innovation and high performance, creating a trusted and
successful business that our stakeholders are proud to support.
Scope
This Policy describes the Company’s commitment to DEI and
constitutes the basis for effective DEI management throughout
the employee lifecycle including, but not limited to, talent
acquisition, compensation, and benefits, learning and

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development, flexible work arrangement, employee retention
as well as succession planning. It applies and guides the
Management board and Company employees, as well as our
partners in building a diverse, inclusive, and equitable culture.
Responsibilities, Review and Reporting
The Group Human Resource Shore (HRS) department is
responsible for collecting and monitoring relevant data to
evaluate the Company’s DEI progress. We look critically at our
DEI journey and use it to have honest self-reflection. The results
are transparently disclosed in our annual Environmental, Social
and Governance (ESG) Sustainability report. The HR Shore and
HR Marine departments are also responsible to assist and train
employees in DEI related topics and for establishing
programmes and policies to improve DEI outcomes.
Managers and leaders have additional responsibility to take
appropriate action to consider and promote equality, diversity,
and inclusion in the workplace. With the support of procedures
and DEI policy, they should respond appropriately in
circumstances where actions or behaviours are not in line with
our values or DEI principles. Finally, the Management Board is
responsible for reviewing and approving the DEI objectives,
policies, procedures, programmes, and initiatives across the
Company.
Our Approach to DEI
The Company strives to create a diverse and inclusive work
environment to reinforce our strategic ambitions and priorities.
Our approach is based on five DEI principles:
Diverse Talent and Pay Equity
Fostering, communicating, and promoting a culture of

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belonging is necessary to ensure talent attraction and
retention.
The first step to maintaining and enhancing our diverse
workforce is to provide a fair hiring process without
discrimination. We always use inclusive language in our job
opening announcements, selection criteria, and employer
branding activities.
Everyone involved in the recruitment process adheres to clear
and comprehensive recruitment guidelines as outlined in our
procedure manuals. The interview guidelines help us select
candidates focussing on their skills and compatibility with the
Company’s core values. All HR teams, Fleet Personnel Officers
(FPOs), Managers and Superintendents staff should participate
in anti-bias and diversity training to recognise and confront
their internally held biases and provide a path to improve. The
training is also available for any employee who wishes to learn
more about DEI.
We monitor meaningful diversity metrics, such as the diversity
of candidates throughout the recruiting process to identify
areas of improvement. At the same time, we secure equal pay
for equal work between men and women ashore while
continuously improving our gender pay gap performance.
Whenever necessary, we adjust remunerations to maintain
equitable compensation.
Equal opportunity
In the Company, we seek to ensure equal access to
opportunities and resources regardless of social identity
throughout the organisation. We are committed to providing
inclusive and equitable education and to promoting lifelong

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learning opportunities for all.
Our ambition is to make sure all our people can be reskilled,
upskilled, and work more flexibly to adapt to a changing world.
Our training programmes under the Schulte Group Orbit and
MTC framework are available to all. We offer online training
enabling our staff to study at their own pace and stay engaged
with their career development. During the appraisal cycle,
together with the individual, line managers are encouraged to
set specific goals or create improvement plans for career
development and training opportunities based on their
personal needs.
Work flexibility for Shore Employees1
We believe it is crucial for all our people to feel seen and heard.
We acknowledge their unique needs and help them flourish
under their life circumstances by offering work flexibility.
Flexible work is modifying the role, work environment, or
processes to enable any qualified individual - regardless of their
marital or parental status, mental or physical health, or any
other personal situation - to enjoy their right to work and equal
employment benefits.
For shore employees the Company offers a flexible work from
anywhere arrangement and full-time remote work, subject to
each line manager’s approval. In such cases, we provide
essential equipment and systems to establish a complete virtual
setup. An employee may request a flexible work arrangement
at any time. For people with disabilities, we may ask medical
information to confirm their condition and identify how to best
support them. Such information remains entirely confidential.
We strongly support diversity for our business growth by
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creating an environment where parents are supported and
cared for. Mothers, fathers, single parents, and caregivers
represent the great majority of our workforce. Even the most
competent working parent can struggle with coming back from
leave, welcoming another child, accepting a promotion or
change in schedule.
Hence, as part of the Company’s global policy, all shore
employees are entitled to parental, maternity or paternity,
childcare, and adoption leave without jeopardising annual leave
or salary increase. The duration of this leave is according to
national legislation.
Employees for Inclusion (EfI)
Our employees have the power to advocate and support people
in less privileged positions. We provide them with the
opportunity to form groups with common interests, join their
forces and - driven by their passion for change – foster a diverse
and inclusive work environment.
EfI are voluntary groups of employees focusing on a specific
diversity dimension. They aim to provide cultural expertise to
the Company and its workforce. EfI groups organise activities to
create awareness, build cultural competencies, promote
external relationships with local communities, and support
relevant projects across the Company.
All current shore employees are eligible to become members or
leaders of EfI groups. It is a prerequisite to get the approval of
the immediate manager for participation or lead in EfI group
related activities during regular work hours. There is no need
for consent when participating out of regular work hours. All
immediate managers should encourage and support

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participation in such initiatives when the employee’s work
performance allows. By committing to a EfI group leadership
role, the employee significantly enhances their personal and
professional development. Hence, the experience must be
considered during the annual appraisal cycle for shore
employees.
Our Core Sustainability Team is responsible for the general
management and supervision of the EfI groups across the
company. Requests for establishing EfI groups must be
forwarded to the Core Sustainability Team for approval to
ensure that aligns with the company’s values and objectives. If
you are interested in establishing an EfI group, send your
proposal to [email protected]. The Core
Sustainability Team should also approve all programmes and
events proposed by EfI groups to ensure legitimate acts
consistent with the company’s policies and guidelines. The
purpose of an EfI group is not to act as a collective bargaining
agreement or as an advocacy group for employees with respect
to terms and conditions of employment.
Speak up
Anyone who feels that they have suffered discrimination,
harassment or workplace bullying or is aware of conduct that
may violate this policy, is encouraged to share their concerns as
outlined in the Company’s Speaking Up Policy.
Definitions
Diversity is the collective mixture of differences and similarities
that includes individual and organisational characteristics,
values, beliefs, experiences, backgrounds, preferences, and
behaviours.

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Inclusion is the practice followed to celebrate and support the
uniqueness of individuals, ensure that are treated fairly and
respectfully and create a sense of belonging. Through inclusivity
you can ensure equal access to training and career
development opportunities to help everyone, regardless of
their background, reach their full potential.
Equality is the act of ensuring that processes and programs are
impartial, fair and provide equal possible outcomes for every
individual.
Discrimination is the differential treatment of an individual or
group of people based on their race, colour, national origin,
religion, sex (including pregnancy and gender identity), age,
marital and parental status, disability, sexual orientation, or
genetic information.
Workplace Bullying is repeated, health-harming mistreatment
by one or more employees to another employee. This includes
but it is not limited to abusive conduct that takes the form of
verbal abuse, behaviours perceived as threatening,
intimidating, or humiliating, work sabotage, social or physical
exclusion or disregard from work-related activities, or
combination of the above. Workplace bullying can be verbal,
written, electronic or even gesture.
Harassment is unwelcome conduct that is based on race,
colour, religion, sex, national origin, age, disability, personality,
or genetic information. Harassment becomes unlawful where
enduring the offensive conduct becomes a condition of
continued employment, the conduct is sufficiently severe or
pervasive to create a work environment that a reasonable
person would consider intimidating, hostile, or abusive.

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Ian Beveridge
Chief Executive Officer
Bernhard Schulte Shipmanagement

1
Work Flexibility is not applicable for Waypoint.

¢¢ Completed ¢¢

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