Human Rights Policy

August 2026

INTENT

Standard Industries operates on a foundation of integrity and the belief that all individuals should be treated with dignity and respect. Standard Industries, Inc., through its subsidiaries (each subsidiary, individually, an “Operating Company” and together with Standard Industries, Inc., collectively, “Standard” or the “Company”), is committed to protecting the rights of all of its employees and contractors working on behalf of the Company, in accordance with the Human Rights principles highlighted herein.

In addition to abiding by all applicable laws and regulations, our approach to Human Rights is also informed by the United Nations’ Guiding Principles on Business and Human Rights, and the OECD Guidelines for Multinational Enterprises, among others.

The Company expects that employees and contractors working on its behalf conduct themselves in accordance with these principles, and that its business partners will share in Standard’s commitment to Human Rights in their own business dealings. Standard encourages its employees and business partners to report all suspected misconduct. Failure to adhere to the principles described in this policy may result in disciplinary action, up to and including termination of employment or termination of a business or contractual relationship.

SCOPE

This Policy, based on the Standard Industries Code of Conduct which provides the foundation for how we conduct business, is applicable to all Company employees, as well as any contractors working on behalf of the Company. Please note that for some topics addressed in the Policy, there may be separate, standalone policies within the Company, or at a specific Operating Company, that provide additional guidance. To the extent this Policy differs from the requirements of local laws, or Company/Operating Company policies that may have greater requirements than this policy, the terms of the local law or policy will prevail in that particular jurisdiction or Operating Company.

Standard also expects its third-party partners to act in a manner consistent with the principles underlying the commitments set forth in this policy. The Supplier and Third-Party Codes of Conduct adopted by Standard and the Operating Companies apply to suppliers and partners and are aligned with the expectations and commitments set forth in this Policy, and are part of the sourcing and diligence process for suppliers and partners.

POLICY

Standard recognizes that Human Rights issues are broad and complex, and require a multi-pronged approach.

Fundamental Labor Rights and Prohibition of Modern Slavery

Standard is committed to protecting the dignity and basic Human Rights of employees and contractors working on its behalf throughout its operations, as set forth in greater detail below.

Prohibition on Forced Labor

Standard does not engage in or support the use of forced, compulsory, or trafficked labor or any practices associated with the same. We endorse government policies across the US, EU, UK (including, without limitation, the UK Modern Slavery Act), and other regions in which we operate that combat human rights abuses and modern slavery. All employees and contractors, including those employed by the Company’s third-party partners, must be working voluntarily and have the ability to leave employment at any time, under their own volition. This means that they cannot and will not be engaged or retained through physical restriction, abuse, threats, or other practices such as withholding or destruction of identity documents and valuable possessions or debt bondages (including making financial deposits or paying recruitment fees).

Commitment Against Child Labor

Standard does not and will not employ child labor in its operations, and maintains a zero-tolerance policy for any third party found to be knowingly engaging in such practices, directly or indirectly. Standard does not employ employees or contractors under the minimum ages set forth under the International Labour Organization’s Minimum Age Convention for the type of work being performed, including any employees or contractors under the age of 18 for positions in which hazardous work is required.

Non-Discrimination and Equal Employment Opportunity

Standard believes diverse backgrounds, experiences, and perspectives are critical assets to its businesses, and is dedicated to building a workplace where every individual is respected, valued, and empowered to succeed. The Company provides equal employment and advancement opportunities to all and fosters an environment free from discrimination and harassment on the basis of any category protected by law in the jurisdictions in which Standard operates. This prohibition includes discrimination or harassment on the basis of race, color, religion, sex, age, caste, ethnicity, national origin, genetic information, marital status, disability or medical condition, pregnancy, childbirth or related medical condition, gender identity or expression, sexual orientation, or veteran status.

Employment Standards

Standard is committed to fostering a fair, equitable, and secure workplace by ensuring that compensation, benefits, and working hours align with applicable laws while prioritizing the health, safety, and well-being of its employees and contractors working on its behalf.

Compensation and Working Conditions

The Company provides all of its employees with a living wage in accordance with applicable law (and collective bargaining agreements, to the extent applicable), while considering the needs of employees. Our salaries and benefits are also informed by structures that reflect local market practices. The Company provides overtime and piece rates, as well as legally mandated benefits such as leave and breaks, in accordance with applicable law (and collective bargaining agreements, if applicable).

Freedom of Association and Collective Bargaining

Standard values direct engagement with its employees while fully respecting their right to join labor organizations or not to join such organizations. The Company also supports the freedom to bargain collectively as determined by the employees themselves without coercion, interference, retaliation or harassment, in compliance with all applicable laws. Where employees are represented by a legally recognized union, Standard is committed to establishing a constructive dialogue and bargaining in good faith with such representatives.

Workplace Safety and Security

Standard prioritizes the health and safety of its people, and is committed to complying with all applicable occupational health and safety legal requirements, as well as internal requirements, for the operations that it controls. The Company believes that working safely is everyone’s responsibility, and all employees and contractors are expected to follow safety policies, report unsafe conditions, and wear appropriate personal protective equipment.

Standard is also committed to maintaining a workplace that is free from violence, harassment, intimidation, and other unsafe or disruptive conditions, and will provide security safeguards for individuals as needed, respecting employee privacy and dignity.

Privacy

Standard respects and protects the privacy and security of personal information of our employees, customers, users, vendors, and providers in accordance with data protection policies adopted by Standard and its Operating Companies. The Company also complies with applicable laws and standards relating to personal data protection.

Bribery, Corruption, and Sanctions Laws

Standard complies with all applicable bribery, corruption, and sanctions laws, including the United States Foreign Corrupt Practices Act and the UK Bribery Act of 2010. The Company does not tolerate the conferral of any impermissible payments or benefits, whether by us directly on our behalf by our business partners.

Environmental Impact

Standard operates in a manner that respects the environment and considers the long-term environmental impact of its business. We conduct a periodic climate risk assessment considering the location of our offices, operations and suppliers. We review various climate scenarios and work across our operations to assess the potential physical impact and required actions to ensure a resilient value chain. We monitor our use of natural resources, including water, and employ practices to reduce our environmental impact. In addition, Standard implements applicable emissions reductions controls and promotes the responsible use and disposal of products.

IMPLEMENTATION AND GOVERNANCE

Training and Awareness

To ensure the effective application of this Policy, Standard and its Operating Companies conduct periodic training as part of its annual compliance program to educate employees about the concepts set forth in this Policy, and their responsibility to uphold the Company’s standards. New employees will also be introduced to the concepts in this Policy in accordance with their Operating Company’s training guidelines. Finally, employees in roles with a higher exposure to human rights risks, whether via supplier relationships or otherwise, may also undergo periodic, specialized training on identifying potential risks, performing due diligence, and addressing potential violations.

How to Raise A Concern

The Company relies on individuals to be aware of the principles and risks identified in this Policy. All individuals subject to this Policy are expected to promptly report any misconduct or potential violations of Company policy, including this Policy or applicable anti-discrimination or human rights laws. Reports may be made through multiple channels, as set forth in the Company’s Reporting Policy. These options include reporting through any Manager or Supervisor, your Operating Company’s Compliance Committee, or its Human Resources, Internal Audit and Finance, Legal, or Security departments.

Individuals may also report concerns online or by phone using their Operating Company’s third-party managed Ethics/Integrity Hotline. The Hotline is available 24 hours a day, seven days a week, and individuals who use this option will also have the option to remain anonymous when making a report, where local law permits.

Protection and Support for Individuals Who Make a Report

The Company is committed to protecting those individuals who make a report of misconduct honestly and in good faith, and prohibits any retaliation against any person for engaging in activity protected by law, including reporting a violation of law or policy violation (including, without limitation, this Policy), or cooperating in any investigation. Individuals who believe that they have been the victim of retaliation are encouraged to immediately contact any of the individuals or resources listed above.

Remediation Process

Concerns reported through designated channels are reviewed and investigated by the appropriate internal function, depending on the nature of the issue reported. The Company expects all individuals to cooperate with its investigations. Based on the findings, appropriate remedial actions will be taken, which may include providing additional monitoring, guidance, or training, updating policies or procedures, contacting law enforcement, terminating business relationships or contracts with involved parties, or implementing disciplinary measures, including termination of employment. Each Operating Company’s Compliance Committee, as well as Standard’s Compliance Committee, will also continuously review these findings to identify areas of improvement.

The Company will also cooperate fully with any investigation by government officials, law enforcement, or a contracting agency into any alleged violation of law.

Any employee who fails to comply with this Policy may be subject to disciplinary action, up to and including termination of employment, in addition to any consequences (including legal action) under applicable law. Any contractor who fails to comply with this Policy may be subject to the termination of their contract, in addition to any consequences (including legal action) under applicable law.

RIGHT TO MODIFY OR CHANGE POLICIES

The Company is dedicated to the continuous improvement of this Policy, and as such, reserves the right to modify or revise this Policy in whole or in part, at any time, with or without notice, subject to applicable law.

For United States Employees Only: This Policy does not and is not intended to create any employment contract or any guarantee of continued employment for any employee or any other contractual or legal right. All non-bargaining unit employees are considered employed at will. As such, employees have the right to resign from employment with the Company at any time, with or without cause or reason and with or without prior notice. Likewise, the Company is free to terminate an at will employee at any time, with or without cause or reason and with or without prior notice.