Overview Economy Community People Environment Governance & Risk Disclosure GRI & ADX 56GRI 103-2, 103-3, 405-1 Our commitment to inclusion and diversity is embedded in our culture. We believe it’s critical to our future as a company - inclusivity in leadership, structure and culture facilitates rich diversity of thought, and ensures our workforce is representative of our customer base and wider society. Our commitment to equal opportunities is set out in Aldar’s Code of Business Conduct, our People Policies, and our Diversity and Inclusion Strategy, which we completed in 2020. Furthermore, a dedicated Diversity & Inclusion Board is responsible for championing diversity and inclusion across all Aldar assets. Leading a diverse and inclusive culture In 2020, we formalised these commitments by launching our Diversity and Inclusion Strategy, which provides a roadmap for achieving greater diversity and inclusion, facilitates governance, and sets metrics and accountability for leaders at all levels. It covers training on respectful workplaces, and broader training for our leaders and employees at all levels. It also provides for an audit of our talent management processes and practices, so that we can assess and enhance our practices wherever possible. Finally, the strategy guides the development and implementation of retention strategies for under-represented talent, including career planning, mentoring, sponsoring and our career development programme. Our achievements include a steady increase in our gender balance and Emiratisation rates. Additionally, in 2020, Aldar was one of only ten companies in the UAE to become a Parent Friendly Label Company, in recognition of the benefits we offer to employees who are parents. These include increased parental leave, flexible working and the option for male employees to stay home to support their families. We also made great strides in embedding diversity and inclusion into training, which is now mandatory for all employees. At Aldar, we are leading a call for change beyond our own business. We make sure our marketing advertisements are inclusive and representative of different types of people, for example, and lead the conversation in our sector on building more inclusive communities. Promoting inclusivity for people with autism at Yas Mall As diversity and inclusion champions, our Diversity and Inclusion Board members are invited to suggest initiatives through which we can extend our inclusive thinking beyond our workplaces, into the spaces visited by our customers. Diversity and Inclusion Board champion, Yara Al Jundi, suggested the creation of a Quiet Room at Yas Mall. This will be a safe space where a parent can bring their child with autism if they become over-stimulated by the mall environment. We are also implementing a ‘quiet hour’ in 2021, whereby for one hour each month, all mall activities related to music, trollies and perfumes will be stopped, to ensure a calm environment for adults and children with autism. Aldar’s Diversity and Inclusion Board oversees our strategy and overall diversity and inclusion agenda. The Board currently has five members who work together with Aldar’s People and Performance Department, as well as external experts, to achieve its mandate of acting as diversity and inclusion champions, proposing goals and initiatives, reporting on progress and ultimately fostering an open and inclusive cultureacross the business. Our diversity and inclusion ambitions To become an employer of choice that attracts and retains the best international, local and internal talent, and creates opportunities for all talent to progress To create an inclusive, people-centric and high-performance climate, where everyone feels safe to speak up and take risks, and where different perspectives are actively encouraged and valued To challenge the status quo and drive growth and innovation through surfacing the best ideas and leveraging the collective intelligence of the diverse and inclusive teams, customers and communities we are serving