Remediation processes for negative impacts and channels for raising concerns by own workforce [S1-3]

We fully respect employees’ rights to freedom of association, information and consultation. There are nine trade union organisations operating in the Bank, with 53.13% of employees unionised (as of 31 December 2025). Under labour law, trade union organisations conduct negotiations and bargaining with the Bank on matters related to internal workplace labour law, representing all employees engaged under employment contracts. Also in individual employment matters, trade union organisations represent their members or employees who ask them to represent them vis-à-vis the employer. Trade union organisations have dedicated pages available to them on the intranet to inform employees about important workforce matters, including the course of the dialogue conducted with the employer.

These regulations indicate the channels established within the organisation that enable employees to report irregularities and describe how reports are handled after receipt, verification and consideration. The procedures also contain a detailed description of the rules for protecting reporting persons and whistleblowers against retaliatory actions. More information on the procedures and their scope is provided in section [ESRS G1].

We do not carry out structured assessments of the level of employees’ trust in the processes and tools (channels) for raising concerns or needs, or in the way the organisation responds to them. However, each employee is required to familiarise themselves with the above procedures and confirm this in a dedicated statement. In addition, with respect to the Procedure for Reporting Breaches (Whistleblowing), training is provided for new employees and periodic refresher training is delivered to all employees.