Diverse Employment Protection System

1.Purpose

Concord New Energy Group Limited (“the Group”) shall comply with laws and regulations of each jurisdiction in which it operates, support the basic principles of the protection of human rights, and value and foster the diversity of its employees. This Policy is hereby formulated to prohibit employment discrimination based on race, ethnic group, color, nationality, religion and belief, sex, age, disability, marital status, sexual orientation, gender identity or other legally protected personal identities, and safeguard legitimate rights and interests of employees, so as to create a sense of belonging in the workplace and ensure the employees feel respected.

2.Applicability

This Policy applies to all employees of Concord New Energy Group Limited and its subsidiaries. The Group encourages suppliers and business partners to jointly adhere to this Policy.

3.Commitment to Human Rights

The Group recognizes and respects the fundamental principles of the International Bill of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the Ten Principles of the UN Global Compact and the UN Guiding Principles on Business and Human Rights.

3.1 The Group attaches importance to human rights protection. Through methods such as survey, interviews, and identity verification, the Group proactively identifies potential human rights risks within business processes. These risks include, but are not limited to, forced labor, human trafficking, child labor, employee’s freedom of association and rights for collective bargaining, equal remuneration, discrimination, occupational health and safety risks. The Group regularly assesses human rights risks for different groups, including the Group’s employees, migrant workers, third-party employees, as well as vulnerable groups such as women, children, local communities and residents surrounding the Group’s construction projects. Moreover, identified risks are prioritized by the Group, and special rights protection plans are promptly developed to mitigate significant human rights risks.

3.2 The Group commits to prompt intervention upon receiving reports of child labor, forced labor, workplace discrimination, occupational health and safety incidents, or other violations that may harm employees’ human rights. The Group will conduct detailed investigations of such incidents and provide appropriate mitigation measures to the affected parties at the earliest instance. After the incidents, a thorough review of the incident and mitigation measures will be performed to reduce the likelihood of reoccurrences.

3.3 To minimize potential human rights risks within the value chain, the Group manages suppliers’ human rights risks through measures such as introducing human rights risk-related scoring mechanism into suppliers’ performance assessments and conducting third-party on-site audits. For new business relations, the Group evaluates the potential impact of risks on long-term cooperation and conducts supplier due diligence on human rights management before cooperation.

3.4 The Group provides equal opportunities in terms of recruitment, employment, training, promotion, and compensation & benefits to every employee, irrespective of race, ethnic group, color, nationality, religion and belief, sex, age, disability, marital status, sexual orientation, gender identity or other legally protected personal identities. The Group guarantees all employees the right to receive equal remuneration for work of equal value, and fights against child labor, forced labor and human trafficking.

3.5 The Group provides a safe and healthy workplace for all employees, complies with applicable safety practices, eliminates known safety hazards and takes appropriate measures to prevent potential ones.

3.6 All employees shall be treated with dignity and respect. The Group gives zero tolerance for inappropriate behavior in the workplace, including but not limited to harassment, bullying, or other behavior that causes discomfort to others. Any form of violence (mental or physical threat, punishment, retaliation or verbal humiliation) is forbidden. It is not allowed to treat employees roughly or inhumanely. All employees, especially female employees, shall be protected from unfair treatment.

3.7 The Group promotes freedom of expression and encourages open communication. Dissatisfactions shall be dealt with based on the principle of openness and fairness. In case of a work-related dispute, employees may file a complaint by sending an email to a particular e-mail address, by telephone, etc. The responsible person will timely contact the employees and actively seek for a resolution of the dispute.

3.8 The Group is committed to advancing democratic practices within the organization to ensure employees’ right to join and organize labor unions. Meanwhile, the Group respects employees’ rights to engage in equal negotiations with the Group and to sign collective agreements.

4. Recruiting Talents from Diverse Backgrounds

When making employment decisions, the Group is committed to the employment policies of non-discrimination, equal opportunities and diversity, to allow all candidates from diverse backgrounds to be fairly and equitably considered. The Group takes concrete actions to eliminate discrimination or prejudice if it exists. The Group recruits widely and attracts diverse talents to ensure fairness and equality in the recruitment process, develops and cultivates a diverse workforce team, and welcomes talents from different backgrounds to apply, regardless of education and work background, religion and belief, nationality, ethnic group, place of origin, sex, age, marital and maternity status, disability, sexual orientation, gender identity, etc.

5. Developing Diverse and Inclusive Corporate Culture

5.1 The Group is committed to creating a diverse and inclusive corporate culture, helping its employees to understand the value of diverse teams by providing diverse training, to strengthen their awareness of diversity, promote the acceptance of employees from different backgrounds, and facilitate the cooperation and coordination among employees, so that they can perform their roles and fulfill their responsibilities in the cooperation among different teams, departments and regions.

5.2 The Group provides opportunities and platforms for its employees’ sustainable career development, and helps the employees to improve their professional skills and professionalism, broaden their vision and expand their professional development through the diversified internal and external learning activities covering all employees, so as to achieve their personal and professional growth while creating value for the Group, and promote the diverse development of the employees.

5.3 The Group carries out equal and fair career development plans for employees, stays open-minded and inclusive, values and listens to diverse opinions, makes performance evaluation, promotion decision and salary adjustment based on employees’ performance regardless of race, ethnic group, color, nationality, religion and belief, sex, age, disability, marital status, sexual orientation, gender identity or other legally protected personal identities.

5.4 The Group regularly conducts workplace diversity and inclusion-related training activities for all employees. Training content includes, but is not limited to, policy dissemination, employee cultural activities, and specialized training on anti-discrimination and anti-harassment themes. While emphasizing the Group’s anti-discrimination and anti-harassment management requirements, the trainings aim to enhance employees’ ethical awareness and foster a diverse and inclusive value system.

6. Longstanding Mechanism of Supervisory Feedback

The Group conducts regular internal surveys and evaluation to learn about the employees’ job satisfaction, the problems they encounter in their work, and the room for improvement and the excellence in performance concerning diversity and inclusion, thus providing suggestions and references for improving the Group’s management.

7. Supplementary Provisions

7.1 This Policy shall be interpreted by the HR Department of the Group.

7.2 This System shall be implemented as of the date issued and remain valid until the next revision.