Introduction 

Dan On Foods Corporation (DOF)’s Diversity, Equity, and Inclusion (DEI) Policy is guided by internal and external insights, global best practices, and continual employee feedback, which together remind DOF that while diversity changes by location, inclusion is the same everywhere. This Policy allows us to continually evaluate our DEI initiatives to ensure it remains relevant to meet the changing demands of the communities we serve.

This Policy is provided as a central reference for all managers, supervisors and employees and applies to staff across all locations where DOF carries out its work. It covers the specific policies that follow and promote the philosophy of DOF regarding standards of DEI excellence, employee management, development, and services.

It may be necessary to change these policies from time to time to reflect changes in the workplace, workforce, employment trends, economic conditions, and country legislation. However, any changes in this Policy will be consistent with DOF’s approach to:

• Employing DEI in all aspects of talent management and acceptable workplace behaviours to support and contribute to achieving DOF’s business objectives.
• Valuing diversity and assure equity in employment opportunity and a workplace where relationships are inclusive based on mutual respect.
• Treating all staff, workers, contractors, and customers in a professional and non-discriminatory manner.

Any Policy changes will be fully consulted on and communicated to all staff through our formal communication channels and this Policy will also be updated as necessary.

This Policy should be read in conjunction with DOF’s Corporate Policies, Procedures and Employee Handbook.

A. Objective and Scope

i. Objective

Dan On Foods Corporation is committed to embrace Diversity, Equity, and Inclusion (DEI) and encourage equal employment opportunities and drive related initiatives in the workplace for the benefit of its employees. DEI is embedded into every aspect of our business and key talent management processes as it enables us to continue to evolve, attract and retain the best talent in delivering our business strategy.

This Policy outlines the DEI objectives of DOF:

1. Unite people with different backgrounds, beliefs, abilities, and experiences in an environment where everyone feels valued, respected, and works together to achieve meaningful outcomes.
2. Become the Employer of Choice in attracting, developing, retaining, and rewarding a diverse and performance driven workforce within an inclusive and equitable workplace.
3. Create a work environment that fosters dignity and respect, with a culture of zero tolerance at all levels for all forms of biasness, favouritism, discrimination, bullying, harassment, violence, bribery, and corruption.
4. Provide equal access and fair opportunity to attract, develop, promote, and reward, and for all employees to maximise their full potential by valuing diversity interpersonally and institutionally.
5. Value and leverage the contributions of employees with diverse ideas, perspectives, cultures, backgrounds, skills, experiences, and expertise to support the growth and success of DOF and the communities we serve.

ii. Scope

Diversity, Equity, and Inclusion (DEI) matters to us as we embrace differences and leverage on the diversity of backgrounds, ideas, experiences, and perspectives to generate business value, drive innovation and enrich decision making. It also means eliminating or mitigating potential barriers that hinder collaborations and access to equal opportunity in employment decisions and practices.

We acknowledge that business is built on the knowledge and unique perspectives of our employees and aim to nurture a supportive and inclusive workplace where every employee feels valued, respected, involved, treated fairly, and assimilated into our work culture.

In DOF, Diversity refers to all aspects of human difference, social identities, and social group differences, including but not limited to race, ethnicity, belief, color, sex, gender, gender identity, sexual orientation, socio-economic status, language, culture, national origin, religion/ spirituality, age/ generation, (dis)ability, political perspective, and associational preferences.

Equity refers to fair treatment for all while striving to identify and eliminate inequities and barriers. It also refers to the actions to tailor tools and resources to meet everyone’s need across all systems and processes, allowing them to access, remain and progress in their roles.

Inclusion refers to actions to include the many communities, identities, races, ethnicities, backgrounds, abilities, cultures, and beliefs, including women, minorities, and vulnerable groups.

B. Workforce Management

i. Recruitment and Selection

DOF ensure everyone has equal access to employment and improve the experiences of our people and our customers with disabilities. DOF is committed to mitigate potential unconscious bias in employment decisions by drawing from a broad pool of talent to inclusively reach talent, create diverse pool and, ultimately a workforce that reflects the communities we serve.

Our targets:

• Provide opportunities for diverse applicants by using easy-to-understand and neutral language in job application documents and job descriptions; documents should also be translated into local languages when appropriate.
• Evaluate applicants on their qualifications, knowledge and experience related to the position they are being hired for, without prejudice or discrimination by deploying independent evaluations, tests, and behavioural interviewing techniques to promote equitable and unbiased selection and promotion decisions.
• Gender: Target to have 30% women on Boards of Management; 30% women on Management Team/ Senior Executives; 40% of Women Executives; and 50% Women in all talent pools.
• Nationalities and Ethnicities: Target to have at least 2 different nationalities or ethnicities represented on DOF’s Boards of Management.
• Generations: ≥25% of workforce are represented across a balanced generation.

ii. Training and Development

DOF promote a dynamic work environment by providing people with the required tools and training opportunities that foster creativity, innovation, and collaboration, and that enhance each person's uniqueness by offering equal opportunities for all employees to participate in training and skill development.

Our targets:

• Promote global/ local female talent programs and give high attention to the sponsorship of female talent.
• Offer DEI training to all employees including focus on gender balance, respectful workplaces, and unconscious bias.
• Mitigate potential unconscious bias in identification of training curriculum and the conduct of training sessions.

iii. Succession, Career Advancement and Retention

DOF ensure that gender is not a barrier to career opportunities and advancement by having a gender balanced leadership representation and talent pipelines, mitigate potential unconscious bias in progression and promotion decisions and promote equal career advancement opportunities, not based on gender or any other kind of discrimination.

DOF to not limit or deprive an employee of career advancement opportunities based on gender except for specific reasons unrelated to gender such as:

• Differences in education, training, or experience.
• Seniority.
• Merit/ work performance.
• Measuring earnings by production quantity or quality.

Other reasons for a difference in career advancement opportunities that may be acceptable include job-related factors consistent with business need and reasons not based on or derived from a gender differential.

Our targets:

• Track and report gender progress to top management at a global/ local perspective on a quarterly basis.
• Define a customized female action plan on nomination, succession planning and conversion to close any gaps and meet the yearly gender targets.
• Consider employees’ qualifications, knowledge, skills, work-related experience, and diversity when evaluating their appointment, transfer, or promotion.
• Advertise available opportunities for promotion and transfer to all employees to enable them to apply for the roles and develop their career path.

iv. Performance Management

DOF evaluate the individual performance based on structured processes of transparent communication and discussion with the reporting supervisors. During these processes, it is crucial to set and monitor goals, receive feedback, recognise, and leverage strengths, and objectively work on the areas of development.

Out targets:

• Set individual goal as part of annual goals and objectives-setting to help DOF in meeting the DEI responsibilities and commitments.
• Mitigate potential unconscious bias in Goal/ KPI setting and performance appraisal process by having balanced representation of reporting supervisors and managers in the decision-making process.

v. Rewards, Compensation and Benefits

DOF prohibit wage discrimination due to gender or any other kind of discrimination. DOF provide equal pay to similarly employed workers, except for specific reasons unrelated to gender such as:

• education, training, or experience.
• a seniority system.
• a merit system.
• measuring earnings by production quantity or quality.
• a bona fide regional difference in compensation levels.

Other reasons for a difference in pay that may be acceptable include job-related factors consistent with business need, reasons not based on or derived from a gender differential, and local minimum wage laws.

Employees are similarly employed if the individuals work for the same employer, the performance of the job requires similar skill, effort, and responsibility, and the jobs are performed under similar working conditions. Job titles or job profiles alone are not determinative of whether employees are similarly employed.

Our targets:

• Set fair and equitable criteria for determining employee pay.
• Consider the issues of DEI when providing employee benefits and welfare.
• Conduct regular internal and external pay analysis and benchmarking exercise to keep track of the current pay practices based on an objective view of the job and not the job holder.

C. Workplace Management

i. Flexible Work Arrangements and Family Care Support

DOF ensure a safe and stimulating workplace for people from all nationalities and cultures to make an impact through their work at DOF by providing various flexible work arrangements to empower employees to manage both professional and personal responsibilities at different life stages.

Our targets:

• Provide equal access to Parental Leave for employees of all genders and sexual orientations, so that everyone can fully contribute at home and at work taking into consideration local legal provisions.

ii. Mentoring and Professional Network

DOF leverage the strengths and diversity of the five different generations working at DOF and provide the right tools and resources for appropriate transfer of knowledge and experience.

Our targets:

• Set individual DEI goals to foster diverse representation and an inclusive environment within their Teams by organising and participating in a mentoring and professional network across departments, levels of management and offices.
• Consider reverse mentoring from junior to senior members of the team to promote exchange of experiences, ideas, and develop mutual respect.  
• Develop the leaders to ensure they are empowered to be their best, professionally, and personally by integrating core elements such as bias mitigation and inclusive leadership into the ongoing leadership development programs.

iii. Employee Engagement, Communication, Education and Awareness

DOF conduct regular engagement, communication, education, and awareness sessions by involving people from diverse backgrounds and representations to share their personal narratives, give underrepresented voices a platform, and spotlight individuals who demonstrate and can encourage greater buy-in and commitment to this agenda.

Our targets:

• Identify and attend DEI related training, learning, conferences, and networking events. Include DEI related questions in the Employee Engagement Survey, i.e., work environment, equal opportunity, DEI initiatives and activities, etc.
• Arrange orientation and training on DEI for the leadership team and employees to build awareness and understanding.
• Support management at all levels in communicating and promoting the implementation of DEI within the organisation, departments, and teams.
• Monitor, evaluate, and audit DOF’s performance post implementation of the DEI Policy and openly share key successes within the organisation.
• Disclose company progress related to DEI to stakeholders through sustainability reports or other annual reports.
• Provide channels for all employees at all levels to submit reports, complaints/ grievances to take into consideration of diverse viewpoints and perspectives and ensure that whistleblowers and reporters are protected from retaliation.

iv. Conducive Work Environment and Enabling Infrastructure

DOF provide reasonable accommodations for qualified individuals with a disability and for those with needs related to their religious observance or practices of personal religious expression. A reasonable accommodation depends on the facts and circumstances and is addressed on a case-by-case basis.

Our targets:

• Collect ongoing feedback from the employees concerning the existing office space and surrounding facilities and allocate some budget to address the basic infrastructure setup in the workplace to cater to the needs of diverse people.
• Provide convenient and safe workplace facilities and amenities by considering the different needs of diverse people, such as disabled parking spaces, nursing rooms, gender-neutral restrooms, and prayer rooms.
• Promote equal opportunity for persons with visible and invisible disabilities, as well as provide suitable workplace facilities to accommodate their nature of work and needs.

D. Roles & Responsibilities

It is the responsibility of every stakeholder to personalise, identify, model, and advance the DEI initiatives. The following section outlines the roles and responsibilities at all levels in driving and supporting DOF’s DEI ambitions.

E. Reporting Procedure

i. Reporting Inappropriate Conduct

In the event of any breach of DEI Policy, employees are encouraged to lodge a report in good faith with the relevant facts, promptly to DOF via the available Grievance Reporting Channels.

If an employee believes that they or another individual has been subjected to conduct prohibited by this Policy, the employee may make a report either orally or in writing. Concerns can be raised to any member of DOF’s Management Team members, Human Resources Team members or through the Grievance Reporting process available in the employee’s location.

As an alternative, DOF provides dedicated and accessible channel for reporting concerns and is available 24 hours a day, 7 days a week, and in English and local languages. It is independent, secure, and confidential, offering a safe mechanism for anonymous reporting (where permitted by local law) of suspected concerns or potential violations of our policies or the law.

We communicate the Our Company Integrity Line access broadly, so that employees and others who work with us know this channel exists for them to raise grievances at any time.

We take allegations of discrimination, harassment, bullying and violence seriously and ensure they are appropriately investigated. All reported incidents will be investigated with an effort to keep the source of the report confidential, with the disclosure of information as appropriate to facilitate the investigation or resolution of the matter.

Our Company encourages all employees and contract staffs to reporsst in good faith any possible violation of this Policy.

ii. Consequences and Considerations

We will not tolerate threats or acts of retaliation of any kind against any individuals because they report conduct reasonably believed to violate this Policy, or in good faith provide information in connection with a report or investigation of any such conduct.

Employees who do not comply with this Policy and/or are found to have engaged in discrimination, harassment, bullying or violence will be subjected to appropriate disciplinary action, up to and including termination of employment.

Consistent with DOF’s Code of Business Conduct, we will comply with the laws of each country in which our companies operate. It is the responsibility of each company’s management and employees to be familiar and comply with the local equal opportunity laws and regulations which govern the business activities that we engage in. Accordingly, to the extent that following local law would conflict with this Policy, local law must be adhered to.

DOF reserves the right to modify, suspend, change, or terminate this Policy at any time, in accordance with local law. This Policy does not create any contractual rights or obligations, whether expressed or implied. Subject to local law, the English-language version will prevail.