ELLAKTOR S A : Bloomberg Gender-Equality Index — Key Performance Indicators

Bloomberg Gender-Equality Index (GEI) KPI Notice

ELLAKTOR's response

27,27% (31.12.2022)

Chairperson is not a woman

25% (Audit Committee,

Nomination & Remuneration

Committee, ESG Committee,

Strategy Committee)

Chief executive officer (CEO) is not a woman

Woman chief financial officer (CFO) or equivalent

Percentage of women executive officers

Chief diversity officer (CDO)

Indicates whether the chief financial officer (CFO), or equivalent, is a woman.

Percentage of women executives of the company, or members of equivalent management/executive body, of the number of executives as of fiscal year-end.

Executives are as defined by the company or as individuals that form the company executive committee/board or management committee/board or equivalent.*

Chief diversity officer (CDO), or officer reporting to the executive team (within two levels of executive management), dedicated primarily to diversity and inclusion (D&I) strategy at the company as of fiscal year- end. Can refer to a chief human resources officer (CHRO) ONLY in the case that they have a primary business function of developing and maintaining the company's D&I strategies.

The chief financial officer (CFO) or equivalent is not a woman

71% (31.12.2022)

(Annual Financial Report 2022, pages 109-110)

The Senior Sustainability & Corporate Social Responsibility Expert of the Group is dedicated primarily to diversity and inclusion (D&I) strategy.

2

KPI

Talent Pipeline

Percentage of women in total management

Percentage of women in senior management

Percentage of women in middle management

Percentage of women in non- managerial positions

Percentage of women in total workforce

Percentage of women total promotions

Percentage of Women IT/Engineering

Percentage of new hires are women

Percentage of women attrition

Time-bound action plan with targets to increase the representation of women in leadership positions

Percentage of women promoted of total promotions during fiscal year-end.

Refers to women that were promoted or underwent career advancement out of total employees promoted.*

Percentage of women working in functional roles with IT (Information Technology) and/or Engineering (Research & Development; Programming/Coding) responsibilities at thecompany, of the total employees working in these roles.*

Percentage of women new hires, of the total number of new hires.*

Percentage of women employees that left the company, of the total employeesthat left the company.*

Indicates whether the company shares a publicly quantitative, time-bound action plan with targets to increase the representation of women in leadership positions.

Employees in leadership positions (which may include management with senior- level responsibilities) or employees with supervisory responsibilities for one or more direct reports.

28,77%

14,95%

24,27%

19,56%

No time-bound action plan with targets publicly available

Time-bound action plan with targets to increase the representation of women in the company

KPI

Pay

Adjusted mean gender pay gap

Global mean (average) raw gender pay gap

Time-bound action plan to close its gender pay gap

Definition

Gender pay gap with reasonable adjustments made to consider role, location and tenure.

Raw gender pay gap measures the difference in total compensation between women and men, without adjusting for factors such as job function, level, education, performance, location, etc.

Indicates whether the company shares a publicly quantitative, time-boundaction plan to close its gender pay gap.

ELLAKTOR's response

Not available information

18,22%

Zeroing the gender pay gap for the same Grade (medium-term target)

Sustainability Report 2022, page 37

Executive compensation linked to gender diversity or diversity, equity and inclusion (DEI)

Inclusive culture

Number of weeks of

fully paid primary

parental leave

offered

Indicates whether a company's executive compensation, either short term or long term, is linked to gender diversity. This can include representation of women,the gender pay gap, etc.

Indicates the number of weeks of fully paid primary parental leave (or maternityleave) for employees globally (provided by the firm and/or government).

Primary caregiver is the person with primary responsibility for childcare or is the designated primary custodial parent. If the company offers maternity parental leave policies, we accept responses to primary parental leave policy questions according to the company's maternity leave policy.

There is Executive compensation linked to gender diversity or diversity, equity and inclusion (DEI), Remuneration Policy, page 9

17 weeks

Number of

weeks of fully

paid secondary

parental leave

offered

Parental leave retention rate

Back-up family care services

or subsidies through the company

Indicates whether the company offers back-up family care to assist when there is a gap in regular care arrangements, or a subsidy to assist with the cost of care of a family member, to employees.

Flexible spending accounts (FSAs), to which the company does not contribute, do not qualify as a family care subsidy. Can include support offered through government services.

The company offers back-up family care (Monthly childcare allowance, children's camps during the summer season)

Flexible working policy

Employee resource groups for women

Unconscious bias training

Annual anti-sexual harassment training

The company offers an option to control the start or end times of the work-day or work-week (e.g. flextime) or offers an option to control the location where employees work (e.g. telecommuting, work from home).

This should exclude any COVID-19 related policies. Telecommuting is the option of employees to control the location of their work; commonly referred to as work from home.

Indicates whether the company has any employee resource groups or "Communities" focused on recruiting, retaining and developing women.

Indicates whether the company offered all employees unconscious bias training to raise self-awareness of implicit bias and provide tools or strategies to reduce discriminatory behaviours.

Unconscious bias refers to a preference for or against a person, perspective, or group that one is not aware of but, nevertheless, is communicated through statements or actions. Unconscious bias training aims to remove barriers to inclusion, engagement and performance by understanding our individual biases and providing knowledge to mitigate this inequity.

Indicates whether a company requires all employees to complete anti-sexual harassment training at least once a year. Anti-sexual harassment training explains the company's anti- sexual harassment policies, provides specific examples of inappropriate conduct and describes the processes and procedures for bringinga complaint

There is no relevant policy in place

ERGs are planned to be developed in 2024

Unconscious bias training is in the training program for 2024

anti-sexual harassment training will be included in the training program for 2024 and we will be held annually

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