Diversity Policy of the Supervisory Board, Management Board and Senior Management

1. Introduction

The Supervisory Board of MEGlobal B.V. (the “Company”) recognizes the importance of diversity within the Supervisory Board, the Management Board and senior management of the Company at the first level below the Management Board (“Senior Management”), and believes that the Company’s business gains from a wide range of skills and a variety of different backgrounds. A diverse composition of the Supervisory Board, the Management Board and Senior Management contributes to a robust decision-making and proper functioning of these bodies as well as Senior Management. The Supervisory Board furthermore recognizes that diversity should not be limited to the Supervisory Board but should
extend to all areas of the Company’s business, including but not limited to the Management
Board and the senior management population.

2. Content

The Supervisory Board has adopted this Diversity Policy for the composition of the
Supervisory Board, the Management Board and Senior Management. This Diversity Policy
addresses (a) the diversity aspects relevant to the Company; (b) the specific objectives set in
relation to diversity; and (c) the plan for the implementation of the Diversity Policy.

3. Diversity aspects

The following diversity aspects have been identified as relevant for the Company and its business considering the Company’s footprint, the markets and business context in which it operates: (a) background in education and experience; (b) gender; (c) skills, knowledge, education and business background; (d) age; and (e) nationality and experience with various regions of the world.

The right balance between the diversity aspects referred to above shall be considered when composing the Supervisory Board and the Management Board and selecting persons for the appointment as member of these bodies, while taking into account the overall profile and selection criteria for the appointment of suitable candidates. It should be noted that the balance of these diversity aspects may vary from time to time as the composition of these bodies evolves. The Company will follow a similar approach when composing Senior Management.

4. Objectives

The Company aims to pursue the following 2030 targets for the composition of the Supervisory Board, the Management Board and Senior Management:

• At least one-third of the Supervisory Board is represented by women and at least one-third by men, provided, however, that the size of the Supervisory Board may have a certain impact on the gender balance.
• At least thirty percent of the Management Board is represented by women and at least thirty percent by men, provided, however, that the size of the Management Board may have a certain impact on the gender balance; and
• Fifty percent of Senior Management is represented by women and fifty percent by men.

5. Implementation

The Supervisory Board will review this Diversity Policy and the implementation thereof regularly. Also, the Supervisory Board will update this Diversity Policy if and when necessary.

Supervisory Board

The Supervisory Board has prepared a high-level profile of its size and composition, taking account of the nature of the business, its activities and the desired expertise and background of the Supervisory Board members. The profile is part of the regulations of the Supervisory Board and deals with the aspects of diversity in the composition of the Supervisory Board that are relevant to the Company. The composition of the Supervisory Board shall be such that it is able to carry out its duties properly.

On 31 December 2023 and 31 December 2024, the Supervisory Board consisted of two male members and this is the status quo on the date of the adoption of this Diversity Policy. Dutch law stipulates that supervisory boards of large Dutch public companies of which the shares or depositary receipts for shares are listed on a regulated market, are deemed to have a balanced composition if they consist of at least one-third female and one-third male members. Although no shares or depositary receipts for shares of the Company are listed on a regulated market, the Supervisory Board will continue to aim for a balanced composition when nominating and selecting new candidates for the Supervisory Board. The Supervisory Board notes that, in its opinion, gender is only one element of diversity, and that other diversity aspects are equally important and relevant criteria in selecting new members.

Management Board

For the Management Board, appropriate weight is placed on diversity considerations in the selection and appointment process, while taking into account the overall profile and selection criteria for the appointments of suitable candidates to the Management Board. On 31 December 2023 and 31 December 2024, the Management Board consisted of four male members and one female member. On the date of the adoption of this Diversity Policy, the Management Board consists of three male members and one female member. It is recognised that the current composition of the Management Board leaves room for improvement on gender diversity. However, the composition is also impacted by the availability of able and qualified board members. In the event of succession planning, the Supervisory Board will continue to look for opportunities to strengthen the gender diversity in the Management Board.

Senior Management

For the Company, increasing the gender diversity in the Company’s Senior Management is an important aim. The Company will continue to develop its pipeline of talent at levels below Senior Management and ensure fair and equal opportunities when attracting, developing and promoting talent. Senior leaders in key functions have expanded their commitments to develop and support a diverse group of future senior managers.

6. Miscellaneous

This Diversity Policy has been adopted by written resolution of the Supervisory Board dated 14 August 2025. The Supervisory Board may amend, update, revise and/or revoke this Diversity Policy if and when deemed appropriate.