Social Information ESRS S1 - OWN WORKFORCE S1-1 – Policies related to the workforce People have always been the most valuable resource for Osculati’s growth and innovation. The company believes that only in a serene, inclusive, safe, and attentive work environment can each employee fully express their potential and contribute to the company’s principles and values. Osculati is committed to fully complying with national and European labor and human rights legislation, adhering to the United Nations Guiding Principles on Business and Human Rights and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work. In this context, the company guarantees a strict prohibition of forced and child labor, respects working hours and compensatory rest, and promotes a balance between personal and professional life. For remote workers, the right to disconnect at the end of the workday is recognized. Equal treatment and the principle of non-discrimination are also central pillars of the company culture5. Particular attention is given to health and safety in the workplace, achieved through mandatory training programs and periodic updates in accordance with Legislative Decree 81/08. This is complemented by a structured policy for the prevention and management of accidents, developed with the support of an external Health and Safety Officer (RSPP). The policy includes operational procedures for analyzing and managing incidents, shared with supervisors and the Workers’ Safety Representative (RLS), and approved by the employer. The system includes the detection and analysis of events, identification of causes and contributing conditions, implementation of corrective technical and organizational actions, and the adoption of preventive measures consistent with current legislation. Active involvement of supervisors and the RLS is central, while continuous monitoring and updating of procedures ensure ongoing improvement, also based on feedback received. 5 It should be noted that Osculati has no operations at significant risk of forced or compulsory labor, nor of child labor. Furthermore, the Company does not operate directly in countries or geographical areas considered at risk for forced or compulsory labor, or child labor.
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