Global Diversity, Equity, and Inclusion Policy

Purpose and Scope
Ambu wants to continually be able to attract, develop and retain the best talent and believes that there should be equal opportunities for all irrespective of gender, age, race, nationality, ethnicity, sexual orientation, religious beliefs, education, perspective and other factors. Ambu’s commitment to an inclusive culture rests on:

• Our company values: Take Charge, Team Up, and Be True
• Our commitment to the United Nations Global Compact and the Ten Principles
• Our Code of Conduct which sets out our principles for desired responsible and ethical behavior

An inclusive work environment ensures a sense of belonging, which engages our people’s full potential so that innovation and performance can thrive. In order to do this, we focus on our values to drive inclusion in our teams. Ambu also recognizes the social responsibility to ensure equal opportunities across the societies where Ambu operates.

The Policy applies to all employees across Ambu A/S and affiliates.

Diversity in Management
At Ambu, we celebrate the unique qualities, perspectives and life experiences which define us as individuals. This includes our visible differences such as gender, age, ethnicity, or physical appearance, as well as religion, national identity, and education. A diverse and equitable workforce creates a vibrant community and enables us to represent the global diversity of our stakeholders, partners, customers, and users.

While we acknowledge that diversity in management goes beyond gender, a global goal helps us track our progress with measurable KPIs. It is a goal of Ambu that at any given time there will be at least 40% representation of either gender in Management at all levels. Management is defined in Ambu as any person with people management responsibilities. Our ambition will never override the principle that Ambu selects, recruits and develops people not solely on their demonstrated ability, but also on the basis of their potential.

Inclusion
Beyond attracting a broad range of Talent, Ambu acknowledges the importance of creating a truly inclusive culture, ensuring all employees feel comfortable bringing their true selves to work. Through global approaches such as engagement surveys, Ambu Dialogue and our Whistleblower hotline, we ensure a continuous feedback loop from all of our employees on topics such as a psychologically safe and inclusive work environment. We continuously evaluate our facilities to ensure equitable access and have set up locally specific initiatives such as language courses and support with integrating expats to new locations. Further, we ensure a high level of cross border communication and intercompany integration by having English as the official corporate language, ensuring colleagues can form relationships across locations.

Board of Directors and Executive Management
Ambu wants to achieve a broad composite of gender, nationalities, age, education, qualifications, competences and thereby perspectives among the board members and executive management. The members should together have sufficient knowledge, insight and professional experience to understand Ambu's activities, and the risks connected hereto.

Ambu continuously aims at ensuring diversity in Board of Directors and Executive Management and disclose the goals and actual numbers of different genders, nationalities and age intervals in our annual reporting. Our goal is to have genders, nationalities and age intervals represented within Board of Directors and Executive Management. Education and business backgrounds are described as part of the presentation of the Board of Directors and Executive Management.

Salary
The individual salary for each employee is set from an evaluation of the employees' role and position, professional experience, length of employment, education and responsibility, complexity of the position held, local market conditions, the business unit and individual performance.

Ambu is committed to gender pay equality and will continuously monitor and measure our performance to ensure a potential gender pay gap is closed. Ambu strives to ensure that any employee's salary will be set without prejudice and based solely on merit.

Attracting talentEnsuring a diverse workforce starts by attracting a wide range of talent from different backgrounds, both professional and personal. In 2024/25, we have had a particular focus on further building on our recent progress in the Talent Attraction field in order to continue delivering on our ambition of ensuring the best talent in our organization. These initiatives include:

• Updating our global digital Employer Brand to represent the values and ambitions Ambu stands for. Further, we have increased transparency in the Recruitment process for all potential candidates
• Developing tools for our leaders to further develop their leadership skills and behaviors, rooted in our values
• Increasing internal visibility of opportunities for our current employees, within and outside of their current function to encourage opportunities for internal development 

Communication and reporting
As a globally present company, Ambu abides by relevant local legislation wherever we are present. Since the headquarter is based in Denmark, our global targets and initiatives are in line with both Danish and European requirements. This includes, but is not limited to, the Corporate Sustainability Reporting Directive, Danish Financial Statements Act and the Gender Balance Act. Each legal entity in Ambu contributes to our ability to report on a global basis, while remaining compliant with any relevant local legislation. In line with relevant legislation applicable to our headquarter, we are committed to transparently publishing workforce data.

Review and approval
The Policy must be adapted on an on-going basis to reflect changes in Ambu's activities and must be reviewed and, if necessary, revised at least once a year.

The Policy is approved by the Board of Directors on 4 November 2025.