ESG MISSION STATEMENT.

ESG MISSION STATEMENT

At Foundry, our ESG strategy seeks to define the values, visions and principles that we operate by and
provide guidance on how to demonstrate and implement our ESG strategy.

ESG is an umbrella term for a broad range of environmental, social and governance factors, against which we can assess our corporate and social responsibility. Our ESG Mission Statement aims to ensure that we evaluate how we manage, direct and control our environmental as well as our social aims and responsibilities. We enter into these commitments on a voluntary basis.

Main Objectives:

Assessing our own corporate behaviour and ethics and taking more account of ESG considerations in decision-making at all levels of the business.
Motivating staff to be more involved in ESG.
Setting out our position on ESG both internally and externally.
Long term resilience and sustainability, managing future customer and legal considerations.
Minimising negative impacts of our business activities on local communities including both human rights related and environmental issues, including in our supply chain.

Accountability: To set out, publicise and evidence achievement of specific targets. We have nominated Team Leads for each area of our ESG strategy, and we have set out below a way that we can demonstrate the accomplishment of our objectives and show value to the business and to society.

Environment

Committee / Lead: Eco Team
Impact and Value Measurement: IIE Accreditation:, SECR and ESOS Report

Foundry’s environmental pillars are as follows:

Educate: Educate Foundry's staff and raise company-wide awareness of ESG. Lead communication related to ESG, including learning resources, individual actions to reduce environmental impact, community initiatives, and opportunities to participate.
Measure and Reduce: Quarterly internal reporting and an annual report focusing on scopes 1 and 2 and starting to work on and report on scope 3, accredited by Investors In the Environment (“IIE”) for our UK operations, ESOS reporting, and SECR reduction targets.
Advocate: Advocate for positive environmental change at Foundry.

Environmental factors relate to how a company performs as a steward of the natural environment.

Initiatives:

Environmental policy: sets out our objectives, principles and targets in relation to managing the environmental impacts and aspects of our operations.
Working towards “Green”: Commitment to achieving “Green” Accreditation with IIE through the expansion of measured resources and initiatives. Additional commitments for this accreditation include undertaking three environmental or social projects / activities, expanding our energy monitoring to include capital expenditure, and increasing our monitoring of equipment electricity usage.
Waste Management targets: setting out our waste management, use and recycling programmes.
ESOS reporting: compliance reporting to identify cost-effective, energy saving measures we can implement.
Travel & Expenses Policy: setting out the parameters around business travel to meet our commercial objectives as a business with the environment in mind.
Third Party Procurement Policy: setting out our aims and expectations regarding third parties that we appoint, including a code of conduct for third parties around data protection, environmental conduct and social conduct.
Streamlined Energy Carbon Reporting (SECR): compliance reporting in our annual finance reports.
Investors In the Environment Eco Action Plan 2025: identifying actions we can complete this year to improve from an environmental perspective, from auditing to education of staff and assessing our external impact in the community.
Environmental Spend Framework: Putting together a framework for environmental related matters that we would like to contribute to from a financial perspective.
Artificial Intelligence (“AI)” monitoring: as we adopt use of AI tools, beginning to monitor the impact that the use of AI tools has internally, and consider ways that we can reduce this impact, including exploring how AI tools may assist us with meeting our sustainability commitments (such as by utilising AI to assist with the monitoring and forecasting of our carbon footprint).

Social

Committee / Lead: People Team
Impact and Value Measurement: Internal survey scores for Engagement and usage of Passion Days; IIE reporting

Initiatives:

Social factors relate to how a company manages relationships with its staff, and also with its suppliers, customers, and the communities it operates in. Relevant policy areas are wide-ranging, but factors and resources relating to our social impact are listed under the topics set out below.

We are part of the Roper group of companies, and our ultimate group parent is Roper Technologies, Inc., ("Roper"). As such, we are proud to work in accordance with the Roper Business Code of Ethics and Standards of Conduct (the "Code").

Human Rights: We look to work with third parties who can adhere to, or are working towards, full adherence to our codes of ethics and conduct, including being free from illegal and unethical employment practices. Our ethical standards are reflected in our internal policies and as part of our third party procurement process.
Modern Slavery Statement: We undergo an annual update of our Modern Slavery Statement, setting out our commitment to carrying out our business in a fair and honest manner and our support that modern slavery has no place in or around our business. We publish our Modern Slavery Statement on both our website and on the Government's online portal.
Health and safety: Staff health and safety remains high on our agenda. In addition to the changes that were made during the pandemic to ensure the physical safety of our staff, we have further increased our focus on mental health and well-being through the introduction of a Mental Health Allies programme and other initiatives that focus on improving the holistic well-being of our staff.
Anti-Harassment and Bullying: We are committed to creating a work environment free of bullying and harassment, where everyone is treated respectfully by colleagues, customers or partners. Our policy on bullying and harassment is contained in our Employee Handbook (which is posted on our online internal portal), which details our process for managing such matters and associated repercussions. All Foundry staff undertake annual training on Anti-Harassment, Ethics and the Roper Code. It is important that everyone at Foundry feels safe to raise concerns without fear of negative consequences, which they can do via the Roper Ethics and Compliance Line (posters with the relevant international numbers are up around Foundry's office, and details are also posted on our online internal portal) or directly with a member of Foundry Management.
Sexual Harassment Policy: We are committed to creating a work environment free of sexual harassment. Our Sexual Harassment Policy is posted on our online internal portal, detailing our process for managing such matters and associated outcomes. All Foundry staff undergo annual “Preventing Sexual Harassment” and business ethics training as part of Roper’s annual compliance initiatives. As part of that process, each Foundry staff member certifies their adherence to the Code and its practices.
Community engagement: As part of ensuring sustainable development, businesses need to evaluate their economic, social, cultural and environmental impact on the communities they operate in and make efforts to minimise any negative impacts. Where companies look to engage with, and offer support to, the communities they operate in, that engagement requires a procedural framework to ensure that those activities are conducted both ethically and lawfully. We support our staff in their individual community engagement by allocating "Passion Days" each year to each of our staff to conduct charitable activities and engage with the local community.
Family Leave and Caregiving Leave Policies: We have generous and inclusive family leave and caregiving leave policies for Foundry employees, which support individuals welcoming a child into their family through childbirth, adoption or surrogacy; and individuals with caregiving responsibilities. Our policies are regularly reviewed and updated to incorporate the anticipated needs of our employees appropriately. These policies are posted on our online internal portal.
Life Event Leave Policy: We recognise that alongside parenthood and caregiving, there are a multitude of life events that our employees may experience. Life events vary greatly from person to person, and we want to ensure that everybody has the flexibility to recognise significant, personal milestones that are important to them through paid leave for events most important to them. This policy is posted on our online internal portal.
Pay Reporting: We report internally on gender reporting and pay-ratio reporting using our own methodology.
Diversity, Equity, Inclusion and Accessibility (DEIA): We believe a more diverse, equitable, and inclusive Foundry benefits us all. Partnering with our customers, anticipating future problems, and providing solutions that enable our customers’ creativity is at the core of our business.
The People Experience: We’re committed to mitigating bias and driving fair and meaningful decision-making across all Foundry staff processes; from Hiring and Performance Development to Compensation & Promotion Reviews. By embedding DEIA principles into our talent and reward strategies, we aim to ensure equity, consistency, and transparency at every stage of the People experience.
Mental Health & Wellbeing: We provide comprehensive health and wellness benefits, including mental health support, to prioritise the well-being of our staff, In addition, we have a dedicated internal team of 'Mental Health allies' available to assist their colleagues through active listening and guiding them to relevant resources. Furthermore, our Managers receive specialised coaching and access to online resources specifically addressing mental health and well-being.
Corporate and Social Responsibility: We've established partnerships with multiple companies that help us support the communities in which we both live and serve through our work. For example, we currently partner with SheCanCode, an organisation dedicated to increasing representation of individuals who identify as female, trans-female, non-binary and gender non-conforming, in Engineering roles. We also partner with "Sustainable Tech 4 Good", which both recycles and repurposes our retired technology and send it to those in digital poverty.

Governance

Committee / Lead: Finance, I.T., Cyber, Legal Teams
Impact and Value Measurement: Maintaining and improving our internal scoring; annual policy reviews and updates.

Governance relates to a company’s leadership and the frameworks that it implements to deliver on its environmental and social aims, as well as its due diligence, disclosure, transparency and reporting obligations. Governance structures come under more scrutiny, reporting requirements are increasing and reforms are underway.

Initiatives:

Anti-Corruption & Anti-Bribery Policy: Closely linked to many of the social drivers for improving ESG credentials, bribery, corruption and fraud are key areas of risk for many businesses and therefore a major area of focus for corporate governance. We require a culture of honesty and integrity in all our business dealings, relationships and operations and we take a zero-tolerance approach towards dishonesty, fraud, bribery and corruption in all parts of our business dealings, relationships and operations. Our Anti-Corruption & Anti-Bribery Policy, which includes policies on fraud prevention, gifting, and hospitality, is posted on our online internal portal.
Conflicts of interest Processes: A conflict of interest arises where a person has two (or more) competing interests and serving one of those interests could damage or harm the other interest. A conflicts of interest policy is a vital aspect of a wider system to prevent fraud, bribery and corruption within a business and therefore essential to good governance. We have conflicts wording in our employment contracts, as well as established Denied Party Screening for customers which includes sanctions screening. We also have a Conflicts of Interest Policy which requires certain of our staff to self-certify annually and fill in a Declaration Form if they have a potential conflict to declare, including familial interest or shareholding in a customer, competitor or supplier, as further detailed in the Policy. This policy is posted on our internal portal.
Whistleblowing, Investigations & No Retaliation: Having a clear and comprehensive approach to investigating wrongdoing contributes towards a robust system of governance and help embed a strong ethical culture within our company. Roper operates a group-wise whistleblowing policy for any suspicion of inappropriate, unethical or illegal conduct of behaviour in violation of or inconsistent with the Code. Roper also has a no retaliation process which is set out in the Code. Details are publicly available on Roper's website, posted on our online internal portal and are re-communicated to all Foundry staff through the annual training programme.
Artificial Intelligence Guidance: We have an internal process for the use of A.I., overseen and monitored by our A.I. Advisory Executive Group, that governs our usage of A.I. and considers the impact it makes in a number of areas, including the following: environmental, ethical and data protection.

James France

Chief Financial Officer

The Foundry Visionmongers Ltd.

31 July 2025