Randstad

Randstad's governance structure is built around its core values established in the company's early days: to know, to serve, to trust, striving for perfection, and the simultaneous promotion of all interests. These values represent the foundation of our culture and guide every decision we make and every action we take.

The company operates under a two-tier board structure with an Executive Board and Supervisory Board. The Executive Board is responsible for the management of the company and the realization of its objectives. The Supervisory Board supervises the policies of the Executive Board and the general affairs of the company and its affiliated enterprises.

Our strong foundation consists of our core values and five strategic imperatives. Our five strategic pillars under the Partner for Talent strategy are: growth through specialization, talent and equity at the heart, delivery excellence, randstad talent platform, and best team in the industry.

Randstad's governance framework ensures that long-term value creation is at the core of the company, as established by founder Frits Goldschmeding. This commitment to long-term and sustainable value creation is embedded in Randstad's core values and continues to form the foundation of Randstad's strong, people-focused culture.

The company has established structures to address sustainability matters through its governance bodies. Randstad's sustainability framework helps structure the sustainability strategy and reflects the commitment to addressing societal needs by focusing on three key pillars: promoting a fair labor market, fostering equity at work, and supporting the green transition.

Through daily interaction with clients and talent, and continuous dialogue with governments, employers and labor organizations, the company's ambition is to contribute to global societal needs positively. The commitment to social responsibility sets a standard for others to follow.

Randstad is strongly committed to equity, supported by a global Equity Committee, which acts as an internal executive advisory board. The Equity Committee and Executive Leadership Team are responsible for driving and promoting inclusive leadership behaviors at Randstad.

Randstad's rewards structure is transparent and aligned with both personal achievements and company success, ensuring that hard work is recognized and valued. Remuneration is based on real outcomes, including behaviour and professional development, and assessed regularly. Annual remuneration processes account for external market developments to remain competitive.

To encourage employees' affiliation with Randstad and enable them to share in success, the company incentivizes employees to participate in a share purchase plan. In 2024, the program was relaunched to give employees further flexibility. For senior leadership, Randstad offers long-term incentives, including a performance share plan, to retain the best people and to reward sustained performance.

The development of people is a shared responsibility. The performance management process is based on the Great Conversations program, covering all employees. As well as regular business and performance reviews, employees and managers meet at least once a quarter for a constructive, future-focused conversation focusing on development areas and ambitions, as well as output.

Randstad is committed to preventing or mitigating adverse human rights impacts caused by or linked to operations and services, and addressing such impacts if they occur. As a signatory to the UN Global Compact, the company upholds its Ten Principles on human rights, labor rights, environmental protection, and anti-corruption. The Human Rights Policy defines responsibilities and expectations for talent as well as for employees and external stakeholders regarding human rights issues.

As part of the onboarding program, all Randstad employees are familiarized with business principles and policies. Specifically, they learn about the Human Rights Policy, which aims to prevent violations in operations, services and business relationships with employees, talent, contractors, the self-employed and other stakeholders. All new hires receive information related to the Human Rights Policy in their induction program, and all employees must complete mandatory compliance and refresher training in human rights.

Randstad actively focuses on supporting groups at risk of exclusion, including women, youth, people with disabilities, the LGBTQI+ community, older workers, refugees, migrants and locally-defined underrepresented groups.

The Business Risk & Audit function performs audits on specific financial, operational compliance and non-financial information. The company has further improved controls around non-financial reporting, both at the local and global level, to increase alignment with strategic focus.

Operating companies report on non-financial data every quarter through the financial system in accordance with global non-financial reporting guidelines. At Group level, the data is consolidated, validated, and discussed with management. At both local and global level, the governance has been further enhanced, data reviews are performed and, in the event of irregularities, discussed with the relevant data and content owners.

Protecting the personal data and privacy of employees, talent, clients and suppliers is a top priority. The company has rigorous policies and procedures to protect the business from cyber threats and to protect data, and continually reviews and refines these. To address the complexities of collecting global data amid varying local privacy legislations, an innovative pilot scheme was launched in 2024 focusing on empowering individuals to voluntarily self-identify, enabling meaningful insights while respecting privacy.

Randstad is the world's leading talent company, a partner of choice to talent and clients. The company is committed to providing equitable opportunities to people from all backgrounds and helps them remain relevant in the rapidly changing world of work. Randstad has a deep understanding of the labor market and helps clients to create the high-quality, diverse and agile workforces they need to succeed. Randstad was founded in 1960 and is headquartered in Diemen, the Netherlands.

Randstad aspires to be the world's most equitable and specialized talent company. As a global market leader with truly local expertise, the company is passionate about fostering equity not only within its culture but also across the society and labor market it serves. Core values that have stood the test of time since the company was founded more than 60 years ago are sustained.

Business Model and Value Chain:

Randstad partners with clients to deliver end-to-end talent solutions ranging from recruitment to skilling, advisory, coaching and outplacement. The company also provides deep insights-led understanding, responding to four specific areas of client need: operational, professional, digital and enterprise.

The specialization approach means talent and clients receive the focused expertise they are looking for both locally and globally. Randstad understands their industries, markets and skills needs, and is uniquely positioned to transform their workforce so they can meet current and future business imperatives and ambitions.

Four Specializations:

Randstad Operational: Connects talent with businesses that need critical pre-qualified operational roles in the right quantity at the right time. Key areas supported are logistics; manufacturing; supervision and individual management; hospitality, retail and events; contact center and customer service.

Randstad Professional: Offers comprehensive services backed by the Randstad Talent Platform, global footprint, deep insights into market dynamics and specialized recruiting processes. Places talent across finance and accounting; office and administrative support; HR and legal; sales and marketing; healthcare and education; and engineering.

Randstad Digital: A trusted digital enablement partner that facilitates accelerated transformation for businesses by providing global talent, capacity and solutions across specialized domains. Serves clients in more than 39 markets, supported by a global delivery model that includes global talent centers in Canada, India and Romania.

Randstad Enterprise: Supports top global clients across all strategic services. Delivers strategic talent solutions across the talent life cycle – from talent acquisition to employee engagement and outplacement support – via Randstad Sourceright and Randstad RiseSmart.

Value Creation Model: Randstad operates via an extensive global network, ensuring both best-in-class local services as well as global delivery. The company leverages the best expertise for talent and client needs. Randstad Operational and Randstad Professional solutions are executed via the vast market network and Randstad Digital and Randstad Enterprise solutions via the global delivery model, supported by digital marketplaces seamlessly connecting clients and talent.

Randstad actively engages with a wide range of stakeholders including clients, talent, employees, shareholders, governments, policymakers, trade unions, and employers' organizations at local and international levels.

Client Engagement: Randstad measures client satisfaction through its Customer Delight program launched in 2018, collecting feedback from talent and clients to better understand the transactional and latent drivers of satisfaction. In 2024, the average client satisfaction score was 8.2 out of 10. The company has established global client satisfaction tools in six markets, giving real-time insight into customer satisfaction and ensuring quality issues can be addressed more effectively and quickly.

Talent Engagement: Over 30,000 new talent register with Randstad daily, on top of 50,000 daily returning talent visits. The average talent satisfaction score in 2024 was 8.4. Increased talent engagement via specialized talent centers has resulted in overall higher satisfaction scores.

Employee Engagement: Randstad actively tracks engagement with employees via regular surveys at least four times each year, with results shown in a real-time dashboard. The engagement score in 2024 was 7.7 with a healthy participation rate of 88%. Markets can tailor questions and employees can share comments or have conversations anonymously.

Social Dialogue and Policy Engagement: As part of the Partner for Talent strategy, Randstad aims to play a leading role in achieving necessary social innovation worldwide by voicing views in influential settings and taking part in dialogue with institutional stakeholders. Through position papers, the company contributes to societal debate such as fair and quality work for all and the future impact of AI on jobs and work.

Randstad is in favor of strong social dialogue (negotiations and consultation between trade unions, employers and government representatives) and collective labor agreements in countries where this is relevant and institutionalized. Collective bargaining is one of the key elements of the human rights policy.

Stakeholder Value Creation: The company's ambition is to contribute to global societal needs positively by promoting a fair labor market, fostering equity at work and supporting the green transition. Through daily interaction with clients and talent, and continuous dialogue with governments, employers and labor organizations, Randstad seeks to create value for all stakeholders.

Material Impacts, Risks and Opportunities:

Randstad has identified several key trends and challenges that present both risks and opportunities for the business:

Talent Scarcity: This remains a significant global challenge impacting the global labor market. Declining birth rates, low unemployment rates, coupled with larger proportions of the workforce retiring mean that the number of economically active workers has been squeezed. Since peaking in 2008, the number of working age people (15 to 64) in OECD countries has been declining.

Technological Innovation: Businesses are embracing technological innovation with artificial intelligence going mainstream, boosting efficiency and productivity across industries. The IMF found almost 40% of global employment is exposed to AI, which is replacing some roles and augmenting others. AI is creating new jobs and boosting demand for AI skills.

Changing Workforce Needs: Workforce needs and talent expectations continue to evolve with talent redefining what they want from work. Gen-Z workers bring distinct expectations to the workplace, with 43% having quit a job that didn't align with their personal lives, and 57% having left due to a company's political stance.

Green Transition: The green economy is expanding rapidly, creating demand for new, specialized skills. Randstad's specialization approach helps develop skilled talent in this sector, addressing the needs of emerging technologies, organizations and markets.

Regulatory Environment: The increasing variety of forms of work needs to be regulated appropriately. Many countries still maintain unjustified restrictions on flexible work arrangements, and according to the ILO, 61% of the global workforce are employed informally, without access to any form of security in their career.

Strategic Response: Randstad's Partner for Talent strategy directly addresses these material issues through five strategic pillars:

1. Growth through specialization to address specific talent needs
2. Talent and equity at the heart to ensure equitable opportunities
3. Delivery excellence to meet client demands
4. Randstad talent platform for digital transformation
5. Best team in the industry to attract and retain talent

The company's specialization into four areas (operational, professional, digital, and enterprise) is designed to address structural talent scarcity and changing client needs while positioning Randstad to capture growth opportunities in high-demand sectors.

Randstad's approach to identifying and assessing material impacts, risks and opportunities is integrated into its strategic planning and risk management processes. The company continuously monitors global trends and market conditions that affect the talent industry.

Key Assessment Areas:

Market Analysis: Randstad regularly analyzes the global HR services market, which is estimated at € 585 billion in 2024. The company tracks market share, competitive positioning, and emerging opportunities across different service segments.

Trend Monitoring: The company identifies and assesses key industry trends including:

• Talent scarcity and changing talent expectations
• Clients looking for more specialized support
• Digitization & AI adoption
• Economic and geopolitical uncertainties
• Demographic shifts like aging populations and low birth rates
• The transition to a green economy

Stakeholder Engagement: Through continuous dialogue with clients, talent, governments, employers and labor organizations, Randstad gathers insights on material issues affecting the labor market and talent industry.

Data and Insights: The company leverages proprietary data insights, extensive market knowledge, and in-depth understanding of operational workforce dynamics to forecast staffing demand and identify emerging needs.

Regional Assessment: Randstad monitors regulatory developments across its 39 markets, tracking changes in labor legislation, collective bargaining agreements, and industry-specific regulations that could impact operations.

Strategic Integration: Material impacts, risks and opportunities are integrated into the five-pillar Partner for Talent strategy, ensuring that identified issues are addressed through strategic initiatives around specialization, equity, delivery excellence, technology platform development, and team building.

The assessment process is ongoing and informs strategic decision-making, capital allocation, and operational planning across all business segments and geographical markets.

Based on the materiality assessment and content of this annual report, Randstad has determined the following ESRS topics to be material and covered in its sustainability statements:

ESRS 2 - General Disclosures: All general disclosure requirements are covered as they provide the foundational information about governance, strategy, and materiality assessment processes.

ESRS E1 - Climate Change: Covered due to Randstad's commitment to supporting the green transition and reducing environmental impact. The company reports on emissions reduction goals and progress towards net-zero targets.

ESRS S1 - Own Workforce: Covered comprehensively as employees are central to Randstad's business model. The company reports extensively on workforce characteristics, diversity, training, health and safety, and employee engagement.

ESRS G1 - Business Conduct: Covered due to the importance of ethical business practices in the talent industry, including anti-corruption measures, supplier relationships, and business ethics policies.

Topics Assessed as Not Material: Based on the business model and sector analysis, the following topics appear to have been assessed as not material:

• ESRS E2 (Pollution) - Limited direct pollution impact from office-based operations
• ESRS E3 (Water and Marine Resources) - Not material for office-based business model
• ESRS E4 (Biodiversity and Ecosystems) - Limited direct impact on biodiversity
• ESRS E5 (Resource Use and Circular Economy) - Office-based operations have limited material resource use impacts
• ESRS S2 (Workers in the Value Chain) - While relevant, may not be assessed as material compared to own workforce
• ESRS S3 (Affected Communities) - Limited direct community impacts from office operations
• ESRS S4 (Consumers and End-Users) - Business model focuses on B2B services rather than end consumers

The sustainability statements section of this report (pages 90-141) provides detailed disclosure on the material topics identified through the company's materiality assessment process.

Transition plan for climate change mitigation

Materiality context

Although we have not identified any material risks and impacts with regard to climate change, Randstad as a responsible corporate citizen is committed to reduce carbon emissions.

Net zero target and timeline

Net zero by 2050

We will continue to work toward net zero by 2050. Randstad commits to reduce absolute scope 1, 2 and 3 GHG emissions 90% by 2050 from a 2019 base year.

Scope 1, 2, and 3 reduction milestones

2030 interim targets:

• At least 57% absolute reduction in Randstad's CO2 emissions for scopes 1 and 2 by 2030, compared to 2019
• At least 30% absolute reduction in scope 3 emissions by 2030, compared to 2019

Baseline year: 2019

Alignment with 1.5°C / SBTi validation status

We submitted a proposal for our future pathway for reducing emissions to SBTi in 2022. It is currently in the validation process, during which SBTi will assess whether our GHG reduction targets meet the set criteria. We align our approach with recognized sectoral decarbonization pathways to ensure a justifiable and sustainable trajectory toward achieving net-zero emissions.

Key decarbonization levers

We have identified key focus areas that will drive our road to net zero:

• Sustainable mobility
• Renewable energy efficiency in buildings
• Sustainable business travel
• Supplier engagement

Sustainable mobility, renewable energy efficiency in buildings, sustainable business travel and supplier engagement collectively form the foundation of our holistic approach to GHG emissions reduction, ensuring that we address emissions at various touchpoints within our operations.

The environmental policy addresses, among other things, our commitment to energy efficiency, renewable energy deployment, waste management, reusing or recycling and limiting business travel.

Use of carbon credits / removals

Residual GHG emissions, after achieving approximately 90% to 95% reduction, are intended to be neutralized through a combination of GHG removals in our operations and throughout the upstream and downstream value chain.

Because the aim is to reduce emissions instead of offsetting them, the current phase of our journey does not include GHG removals, storage or carbon credits.

Governance

Net-zero governance ensures the implementation of our climate strategy, environmental policy and the achievement of our net-zero goals.

The net-zero journey is led by our net-zero business program lead and global head of sustainability, who are responsible for aligning the overall sustainability strategy with our net-zero commitment and for steering the net-zero program as a business to achieve our targets. They report to our global steering committee, with our Chief Financial Officer (CFO) as the executive sponsor. Our COO and CHRO are responsible for the oversight and management of climate risks and opportunities. Our net-zero climate strategy is part of a broader sustainability steering committee represented by Executive Leadership Team members.

For each focus area, a global working group is headed up by a business lead. Their responsibility is to achieve the yearly reduction target related to their area by working closely with the country representatives of our six highest carbon-emitting operating companies. These representatives make sure the climate strategy of their operating company is inline with the global program.

Additionally, the employee engagement team ensures the internal awareness and activation of our employees.

Scope and boundary adjustments

Acquisitions and divestments alter the baseline of the carbon footprint, affecting the base year of our science-based target. Whenever possible, historic emissions from acquisitions/divestments are incorporated or deducted, respectively. In cases where historic emissions data is unavailable, the latest available year is used as a proxy.

Forward-looking assumptions

In setting our targets, we considered a range of future development factors, including changes in sales volumes, customer preferences, regulatory developments and advancements in technologies. This ensures our targets remain adaptive to evolving market conditions and industry trends.

Actions and resources in relation to climate change policies

Supporting the transition to the green economy

Description and scope: Randstad is actively expanding its service offerings to contribute to transitioning to the green economy by helping talent develop new skills required for this transition. This opportunity aligns with the company's Partner for Talent strategy, supporting clients and talent through specialization in green economy sectors.

Specific initiatives and actions:

• Just Transition Funds: An initiative that seeks to maximize the social and economic opportunities of climate action while minimizing and carefully managing challenges. This includes:

  • Facilitating effective social dialogue among all impacted groups
  • Respecting fundamental labor principles and rights
  • Contributing to a sustainable transition that benefits both the economy and society

• Green steel industry partnership (Sweden): Partnership with clients in Sweden to help fill positions in the green steel industry, representing initial steps to integrate green transition goals into operations and future planning.

• Energy transition specialization: Multiple operating companies have identified energy transition as a key specialism where high growth is anticipated for the remainder of this decade and beyond.

Market opportunities identified:

• Research by Randstad Talent Intelligence team suggests up to eight million new clean energy roles will be created globally by 2030, primarily in renewable energy and electric vehicle sectors
• A likely skill gap of approximately seven million during the same period underscores the critical need for focused investment in skill-building initiatives and collaborative partnerships
• Significant labor shortage currently exists in Renewable Energy, Electric Vehicle, Energy Efficiency, and Green Finance sectors
• Robust demand for talent anticipated by 2030 in Carbon Capture Utilization and Clean Hydrogen sectors

Time horizon: Short to medium term (focused on 2030 targets and remainder of this decade)

Resources allocated: Not quantified in the excerpts provided

Policy linkage: Aligned with global environmental policy and Partner for Talent strategy

SBTi commitment (non-ESRS disclosure)

Although no material climate change risks and impacts were identified, Randstad submitted a proposal for its future pathway for reducing emissions to the Science-Based Targets initiative (SBTi) in 2022. The proposal is currently in the validation process to assess whether GHG reduction targets meet the set criteria.

Note: This disclosure appears under "non-ESRS disclosures" and relates to net zero commitments rather than material climate policies.

Targets related to climate change mitigation and adaptation

Overview

Randstad has submitted targets to the Science-Based Targets initiative (SBTi) for validation (currently in validation process as of report date). The company commits to the following GHG reduction targets:

2030 Targets

2050 Net-Zero Target

Progress to Date (2024)

Additional Information

Electricity from sustainable sources: 100% in 2024 (99% in 2023)

Reporting methodology: GHG emissions reported in accordance with the Greenhouse Gas Protocol. For Scope 2 emissions, only the market-based method is applied for measurement and reporting, aligning with the SBTi submission.

Residual emissions approach: Residual GHG emissions after achieving approximately 90-95% reduction are intended to be neutralized through GHG removals in operations and throughout the upstream and downstream value chain. The current phase does not include GHG removals, storage or carbon credits, as the aim is to reduce emissions instead of offsetting them.

Materiality context: While Randstad has not identified climate change as a material impact or risk through its double materiality assessment, the company has committed to these targets as a responsible corporate citizen to gain goodwill from the marketplace.

Energy consumption and mix

Total energy consumption

Total CO2e emissions:

• Scope 1: 46.9 thousand metric tons CO2e (2024), 58.6 (2023)
• Scope 2: 0.9 thousand metric tons CO2e (2024), 0.0 (2023)
• Scope 3: 155.9 thousand metric tons CO2e (2024), 179.9 (2023)
• Total: 203.7 thousand metric tons CO2e (2024), 238.5 (2023)

Renewable electricity: 97% of total electricity consumption from sustainable sources (2024).

Total electricity consumption of electric vehicles: 6,271 mWh (2024), 2,952 mWh (2023).

Scope and methodology

Gas and district heating consumption includes all owned and leased buildings and buildings of franchises where turnover is included in Group turnover. Excluded are consumption from buildings on client premises, in-house locations, and franchises whose turnover is not consolidated. Where data is not available, assumptions are based on number of FTEs (extrapolations and estimates).

Electricity consumption includes all owned and leased buildings, franchises (consolidated turnover), and electricity charged by leased EV cars. Excludes consumption from client premises and in-house locations.

Renewable electricity is only included when specific arrangements with electricity providers exist and written confirmation/certificates are available. Without such documentation, electricity is assumed to be from traditional sources.

Refrigerant leakage is estimated based on total average corporate employees and emission rate per m² for relevant refrigerant gases.

Values displayed for scope 2 are after deduction of 'guarantees of origin' certificates.

Gross Scopes 1, 2, 3 and Total GHG emissions

GHG emissions performance

Randstad reports its CO₂e footprint in accordance with the Greenhouse Gas Protocol. For Scope 2 emissions, only the market-based method is applied for measurement and reporting, aligning with the SBTi submission.

Scope 1 breakdown

Scope 1 methodology note: Gas consumption for heating includes all owned and leased buildings and buildings of franchises for which turnover is included in Group turnover. Excluded are consumption from buildings on client premises, in-house locations, and franchises for which turnover is not included in Group turnover. Where information is not readily available, assumptions are made based on number of FTEs (extrapolations and estimates). Refrigerant leakage is estimated based on total average corporate employees and emission rate per m².

Scope 2 breakdown

Scope 2 methodology note: Only market-based method is applied. Electricity consumption from traditional and sustainable sources includes consumption from all owned and leased buildings, buildings of franchises for which turnover is included in Group turnover, and electricity charged by leased EV cars. Excluded are consumption from buildings on client premises, in-house locations, and franchises for which turnover is not included in Group turnover. Renewable electricity is only included when specific arrangements are made with the electricity provider and a written confirmation/certificate is available from the utility company. Values displayed are after deduction of 'guarantees of origin' certificates.

Scope 3 breakdown by category

Scope 3 methodology notes:

• Category 3 (Fuel and energy-related activities): Includes emissions related to the production of fuels and energy purchased and consumed by the reporting company in the reporting year that are not included in Scope 1 or 2. Average-data method applied.
• Category 1 (Purchased goods and services): Total purchased products expensed in the income statement. Spend-based method applied. Where information not readily available, assumptions are made based on average emissions of the Group.
• Business travel (airplane): Distance-based method applied. Total distance traveled by airplane for business purposes in kilometers.
• Other business travel: Includes rail travel, car use, and other travel-related costs. Spend-based method applied. Excludes travel by airplane. Where information not readily available, estimates based on industry and extrapolations are used.
• Category 7 (Employee commuting): Total average distance commuted by all corporate employees expressed in kilometers, based on country-specific survey results. Distance-based method applied. Where information not readily available, assumptions are made (estimates based on industry, region or country averages, survey data and extrapolations). Comparatives have been restated based on data enhancements for employee commuting.

General conversion methodology: To convert usage data to emissions, emission rates from DEFRA (Department for Environment, Food & Rural Affairs) and US EPA (United States Environment Protection Agency) are applied.

GHG intensity

Note on intensity metric: This metric relates to company car fleet emissions.

Water and waste (estimates)

Methodology note: Most branches are located in collective tenant buildings with collective water usage and centralized waste collection. Data cannot be collected directly; estimates are based on historical consumption data per employee.

Reporting scope and boundaries

Randstad's environmental data continues to improve in completeness and accuracy. Over the years, the company has gained better insight into challenges related to collecting and reporting environmental data, leading to improvements and more extensive coverage. For gas and electricity consumption, the Group reports consumption from all owned and leased buildings and buildings of franchises for which turnover is included in Group turnover. Excluded are consumption from buildings on client premises, offices at client premises (in-house locations), and buildings of franchises for which turnover is not included in Group turnover. In countries where information is not readily available, assumptions are made based on number of FTEs (extrapolations and estimates).

Acquisitions and divestments alter the baseline of the carbon footprint. Whenever possible, historic emissions from acquisitions/divestments are incorporated or deducted, respectively. In cases where historic emissions data is unavailable, the latest available year is used as a proxy.

SBTi alignment disclosure

Randstad has submitted a proposal for its future pathway for reducing emissions to the Science-Based Targets initiative (SBTi). The company aims to achieve at least 57% absolute reduction in Randstad's CO₂ emissions for scopes 1 and 2, as well as at least 30% absolute reduction in scope 3 emissions by 2030, compared to 2019. Randstad commits to reduce absolute scope 1, 2 and 3 GHG emissions 90% by 2050 from a 2019 base year. Residual GHG emissions, after achieving approximately 90% to 95% reduction, are intended to be neutralized through a combination of GHG removals in operations and throughout the upstream and downstream value chain. Because the aim is to reduce emissions instead of offsetting them, the current phase of the journey does not include GHG removals, storage or carbon credits.

Biogenic CO₂ emissions

Not disclosed separately.

Regulated emissions (e.g. EU ETS)

Not disclosed.

Randstad's policies related to its own workforce are comprehensive and built on the foundation of core values and commitment to equity.

Core Values: Established in the company's early days, the core values represent the foundation of Randstad's culture and guide every decision and action:

• To know: Being experts who understand clients, talent, suppliers and business partners
• To serve: Succeeding through excellent service, exceeding core requirements
• To trust: Being respectful, valuing relationships and treating people well
• Striving for perfection: Always seeking to improve and innovate
• Simultaneous promotion of all interests: Seeing the bigger picture and taking social responsibility seriously

Human Rights Policy: The Human Rights Policy aims to prevent violations in operations, services and business relationships with employees, talent, contractors, the self-employed and other stakeholders. All new hires receive information related to the Human Rights Policy in their induction program, and all employees must complete mandatory compliance and refresher training in human rights.

Equity Policy: The Equity Policy states Randstad's approach and commitment to equity. The company is committed to be an inclusive workplace where everyone can thrive while bringing their best selves to work, along with authentic perspectives and experiences. Focus areas include gender equity, disability inclusion, LGBTQI+ awareness and locally underrepresented groups.

Health and Safety Policy: The global Health and Safety Policy and wellbeing guidelines specify how the company reduces the risk of physical and mental health issues and promotes healthy habits. The core aim is zero fatalities and continual decline of harm. The integrated health and safety framework identifies, monitors and reviews responsibilities and accountabilities at client sites.

Other Workforce Policies:

• Flexibility with intentionality program: Covering various life stages with different leave and flexible working conditions
• Data Security and Privacy policies: Protecting employee data and maintaining privacy standards
• Performance management through Great Conversations program: Ensuring regular development-focused discussions
• Learning and Development policies: Embedded at local, regional and global levels with coaching and mentoring available to all employees

Randstad engages with its own workforce and workers' representatives through multiple structured processes and channels.

Employee Engagement Surveys: Randstad actively tracks engagement with employees via regular surveys and trains managers to leverage the insights created. The company measures and monitors employee engagement at least four times each year. Markets can tailor questions and employees can share comments or have conversations anonymously with their manager or with management in general. Results are shown in a real-time dashboard, helping to identify areas where appropriate action can be taken and positive change championed. In 2024, the engagement score was 7.7 with a healthy participation rate of 88%.

Great Conversations Program: The development of people is a shared responsibility through the Great Conversations program, covering all employees. As well as regular business and performance reviews, employees and managers meet at least once a quarter for a constructive, future-focused conversation. Dialogues and goals focus on development areas and ambitions, as well as output. Two-way feedback between managers and team members is encouraged to open up constructive discussions.

Business Resource Groups (BRGs): Six global Business Resource Groups provide employees with spaces to connect, collaborate, and drive equity and belonging in the workplace. These groups focus on gender equity, disability inclusion, LGBTQI+ awareness and locally underrepresented groups.

Social Dialogue and Collective Bargaining: Randstad is in favor of strong social dialogue (negotiations and consultation between trade unions, employers and government representatives) and collective labor agreements in countries where this is relevant and institutionalized. Collective bargaining is one of the key elements of the human rights policy. The company has formal agreements with relevant trade unions on health and safety topics.

Governance Bodies: Randstad is strongly committed to equity, supported by a global Equity Committee, which acts as an internal executive advisory board. The Equity Committee and Executive Leadership Team are responsible for driving and promoting inclusive leadership behaviors at Randstad.

Real-time Feedback Mechanisms: The company has established mechanisms for ongoing dialogue, with results shown in real-time dashboards. This enables quick identification of areas requiring attention and allows for prompt action to champion positive change.

Randstad has established comprehensive processes to remediate negative impacts and provide channels for its workforce to raise concerns.

Misconduct Reporting: The company maintains a robust misconduct reporting system. In 2024:

• Total number of misconduct complaints: 465 (2023: 400)
• Misconduct complaints (partially) proven: 70 (2023: 51)
• Score awareness of misconduct reporting: 8.4 (2023: 8.6)

Anonymous Reporting Channels: Employees can share comments or have conversations anonymously with their manager or with management in general through the regular engagement survey process. Markets can tailor questions to address local concerns and issues.

Human Rights Remediation: As a signatory to the UN Global Compact, Randstad upholds its Ten Principles on human rights, labor rights, environmental protection, and anti-corruption. The company is committed to preventing or mitigating adverse human rights impacts caused by or linked to operations and services, and addressing such impacts if they occur.

Health and Safety Concerns: The integrated health and safety framework identifies, monitors and reviews responsibilities and accountabilities at client sites. Specialized health and safety managers provide guidance, advise clients and assess health and safety risks as an integral part of the Health and Safety Policy. All employees, talent and others under company control are expected to comply with all relevant legal and regulatory requirements.

Business Principles Compliance: All Randstad employees are familiarized with business principles and policies as part of the onboarding program. This includes mandatory compliance and refresher training in human rights, providing a foundation for understanding appropriate channels for raising concerns.

Continuous Monitoring: The company continuously monitors the understanding of business principles score (8.4 in 2024 vs 8.5 in 2023) to ensure employees are aware of policies and procedures for raising concerns and seeking remediation.

Data Privacy and Security: To address concerns related to data protection, Randstad has rigorous policies and procedures to protect the business from cyber threats and to protect data, which are continually reviewed and refined.

Randstad takes comprehensive action on material impacts on its own workforce through systematic approaches to managing risks and pursuing opportunities.

Equity and Inclusion Actions: Randstad is strongly committed to equity, supported by a global Equity Committee acting as an internal executive advisory board. The company has established a dedicated taskforce to accelerate progress towards more balanced representation of women in leadership roles. The percentage of female leaders rose from 37.7% in 2023 to 40.8% in 2024. Six global Business Resource Groups provide spaces for employees to connect, collaborate, and drive equity and belonging in the workplace.

Learning and Development: Ongoing training and development is essential to Randstad's success and core to the employee value proposition. Learning and Development is embedded at local, regional and global levels, with coaching and mentoring available to all employees regardless of seniority. In 2024, 47,300 employees were trained (2023: 48,200) with 772,900 employee training hours (2023: 806,200).

Performance Management: The Great Conversations program covers all employees with regular business and performance reviews. Employees and managers meet at least once a quarter for constructive, future-focused conversations focusing on development areas and ambitions. Two-way feedback between managers and team members is encouraged.

Health and Safety Management: The company maintains an integrated health and safety framework with specialized health and safety managers providing guidance and assessing risks. The core aim is zero fatalities and continual decline of harm. Formal agreements exist with relevant trade unions on health and safety topics.

Reward and Recognition: Randstad ensures employees are rewarded fairly for their contributions through transparent rewards structures aligned with personal achievements and company success. Remuneration is based on real outcomes, including behaviour and professional development. The company offers share purchase plans and long-term incentives for senior leadership.

Employee Engagement: Employee engagement is actively tracked via regular surveys at least four times per year, with results shown in real-time dashboards. In 2024, the engagement score was 7.7 with 88% participation rate. This enables identification of areas requiring action and positive change.

Effectiveness Measures:

• Employee engagement score: 7.7 (2023: 7.9)
• Understanding of business principles score: 8.4 (2023: 8.5)
• Women in management positions: 50% (2023: 50%)
• Women in senior leadership positions: 40% (2023: 38%)

Randstad has established specific targets related to managing material negative impacts, advancing positive impacts, and managing material risks and opportunities related to its own workforce.

Gender Equity Targets: By 2030, Randstad aims to achieve gender parity in senior leadership positions. Progress is being made with women in senior leadership positions increasing from 38% in 2023 to 40% in 2024. The company has established a dedicated taskforce to accelerate progress towards more balanced representation of women in leadership roles.

Employee Engagement Targets: The company maintains targets around employee engagement, measured through regular surveys at least four times per year. The 2024 engagement score was 7.7 with a healthy participation rate of 88%, measured against true benchmarks.

Health and Safety Targets: The core aim is zero fatalities and continual decline of harm. This target is supported by the integrated health and safety framework and specialized health and safety managers across operations.

Training and Development Targets: Ongoing training and development is positioned as essential to Randstad's success. In 2024, 47,300 employees received training with 772,900 employee training hours delivered. Coaching and mentoring are available to all employees regardless of seniority.

Equal Pay Targets: Under the guidance of the Equity Committee, a task force has been created to focus on equal pay. As part of the commitment to fair practices, several markets have chosen to apply for local equal pay certification.

Business Conduct Targets: The company targets high scores for understanding of business principles (8.4 in 2024) and awareness of misconduct reporting (8.4 in 2024), with all employees required to complete mandatory compliance and refresher training.

Diversity and Inclusion Targets: The company has established focus areas including gender equity, disability inclusion, LGBTQI+ awareness and locally underrepresented groups, supported by six global Business Resource Groups.

These targets are integrated into the company's strategic planning and regularly monitored through various metrics and KPIs reported in the annual sustainability statements.

Characteristics of non-employees in the undertaking's own workforce

Disclosure approach

Randstad has assessed ESRS S1-7 as not material to its business model. The company provides the following explanation:

Quote from sustainability statements (page 102):

"Randstad's business model is fundamentally built on providing flexible workforce solutions through temporary agency workers (talent) and permanent placements. We do not consider this population of workers to be an integral part of our workforce, consistent with past industry practices."

Definition of non-employee workers

From social – corporate employees section (page 112):

"Number of non-employees in own workforce: The number of persons who are not employees but who perform work for and/or under the control of the undertaking. This includes individuals supplied by undertakings primarily engaged in employment activities or via a third party. These are workers who perform work for the company but are not in an employment relationship with the company and whose work is controlled by us. Control of work implies that the company directs the work performed or has control over the means or methods for performing the work. These include freelancers and contractors, volunteers or unpaid interns, temporary workers from staffing companies other than Randstad Group companies, workers under an outsourcing contract between a supplier and the company and workers from the company's suppliers, where the company instructs the supplier/workers to use particular materials or work methods to manufacture the agreed products or deliver the agreed services."

Quantitative metrics

No quantitative data disclosed for non-employee workers (contractors, freelancers, agency workers from other companies, etc.) working in Randstad's own operations.

Corporate employee workforce characteristics (for context)

The company provides detailed metrics for its corporate employees (Randstad's own permanent workforce), including:

2024 composition by gender and contract type (excerpt from page 113):

Note: Full table continues for all regions (Southern Europe, Asia Pacific, etc.) but non-employee worker data is not disclosed.

Methodology notes

From page 112:

• Headcount = total employees on payroll on last day of year (part-time counted as one full headcount)
• FTE = full-time equivalent based on contracted working hours
• Includes Executive Board members, expatriates, employees on paid leave and sick leave
• Average length of employment disclosed as 71 months (2024)

Excluded population: Talent

Randstad's talent (temporary agency workers placed with clients) totaled 1,730,000 individuals in 2024 (570,300 average weekly), but these are explicitly excluded from the own workforce definition per the company's interpretation of its business model.

Cross-reference

ESRS S1-7 is referenced in the ESRS index (page 143) as disclosed on page 112 of social – corporate employees section, though actual non-employee metrics are not provided.

Randstad maintains comprehensive collective bargaining coverage and engages in social dialogue across its operations.

Collective Bargaining Approach: Randstad is in favor of strong social dialogue (negotiations and consultation between trade unions, employers and government representatives) and collective labor agreements in countries where this is relevant and institutionalized. Collective bargaining is one of the key elements of the company's human rights policy.

Health and Safety Agreements: The company has formal agreements with relevant trade unions on health and safety topics. These agreements support the implementation of the global Health and Safety Policy and wellbeing guidelines.

Social Dialogue Framework: As part of the Partner for Talent strategy, Randstad aims to play a leading role in achieving necessary social innovation worldwide by voicing views in influential settings and taking part in dialogue with institutional stakeholders such as governments, policymakers, trade unions and employers' organizations at local and international level.

Industry Engagement: Randstad actively engages in social dialogue to promote fair and secure employment practices and advocates for clear, equitable labor regulations in all markets. The company supports the development of appropriate regulation that provides a level playing field for all stakeholders to provide decent work and income, equal opportunities, and adequate social security for workers.

Regional Examples: In the Netherlands, Dutch staffing industry federations ABU and NBBU, together with all relevant trade unions, reached an agreement for a new future pension scheme in November 2023. The improved version will be implemented by 2026 in advance of transitioning to new pension regulations in 2027.

Global Standards: As a signatory to the UN Global Compact, Randstad upholds its Ten Principles on human rights, labor rights, environmental protection, and anti-corruption. The company respects and supports the UN Global Compact principles in its core processes and toward all stakeholders.

Policy Integration: Social dialogue and collective bargaining considerations are integrated into the company's Human Rights Policy, which defines responsibilities and expectations regarding human rights issues for employees and external stakeholders.

Gender Diversity Metrics:

Diversity and Inclusion Progress: Randstad has established a dedicated taskforce to accelerate progress towards more balanced representation of women in leadership roles. The percentage of female leaders has risen from 37.7% in 2023 to 40.8% in 2024.

Target: By 2030, Randstad aims to achieve gender parity in senior leadership positions.

Focus Areas: The company's diversity efforts focus on several key areas:

• Gender equity
• Disability inclusion
• LGBTQI+ awareness
• Locally underrepresented groups

Support Structures: Six global Business Resource Groups (BRGs) provide employees with spaces to connect, collaborate, and drive equity and belonging in the workplace. These groups support the advancement of diversity and inclusion across the organization.

Equal Pay Initiative: Under the guidance of the Equity Committee, a task force has been created to focus on equal pay. As part of the commitment to fair practices, several markets have chosen to apply for local equal pay certification.

Data Collection: The company is addressing challenges in collecting global diversity data due to differing local privacy legislation by launching an innovative pilot scheme in 2024. This initiative focuses on empowering individuals to voluntarily self-identify, enabling meaningful insights while respecting privacy.

Governance: Randstad is strongly committed to equity, supported by a global Equity Committee, which acts as an internal executive advisory board. The Equity Committee and Executive Leadership Team are responsible for driving and promoting inclusive leadership behaviors throughout the organization.

Adequate wages

Benchmark used

Randstad references the International Labour Organization (ILO) concept of a living wage as its benchmark. The company defines a living wage as "a wage level sufficient for workers and their families to afford a decent standard of living, covering essential needs like food, housing, and healthcare. It is calculated based on local living costs and aims to provide a dignified life through fair remuneration practices."

As of March 2024, the ILO agreed on a formal concept of a living wage and endorsed living wage policies, incorporating the needs of workers and their families alongside an assessment of the economic environment, including economic development, levels of productivity and employment together with the sustainability of enterprises. The company states this is to be calculated in accordance with the ILO's principles of estimating the living wage, and is to be achieved through the wage-setting process in line with ILO principles on wage-setting.

Current implementation

The company acknowledges that "this conversation is continually evolving" and states: "The expectation is to receive guidelines in 2025 from the International Organization of Employers (IOE) to support the implementation of these adopted ILO conclusions."

Randstad employs a dual approach that "ensures that wage-setting processes are balanced towards both talent and business, relying on data and statistics for an evidence-based approach tailored to national circumstances while not overlooking the need for social dialogue when negotiating collective agreements. This includes respecting national minimum wages and minimum wages set by collective agreements."

In practice: "In countries with established minimum wage regimes, Randstad always complies with local legislation. In all other cases, we take a general legal compliance approach and advocate for living wages."

Roadmap and methodology

"In 2024, we created a roadmap to explore step by step the potential gaps and possibilities to provide living wages."

No specific coverage percentages, assessment results, or timeline targets are disclosed.

Country-specific notes

• Singapore: No national statutory or collective bargaining system for minimum wage setting
• Norway and Switzerland: No national statutory minimum wage system, however, there is a collective bargaining system for minimum wage setting

Coverage data

No quantitative data is provided on what percentage of the workforce was assessed against a living wage benchmark or what percentage earns at or above a living wage threshold.

CLA coverage (talent)

87% of talent were covered by Collective Labor Agreements (CLA) within the EEA in 2024, with France at 100% coverage (representing greater than 10% of total talent).

CLA coverage (corporate employees)

Coverage data for corporate employees is mentioned but specific percentages are referenced in other sections not fully extracted.

Social protection

Disclosure status

Randstad is currently assessing the S1-11 social protection requirements at both country level and across major life events (sickness, unemployment, employment injury and acquired disability, parental leave, and retirement). At this stage, detailed information is not yet available and the company is applying transition relief during the first year of preparation.

Coverage statement

Corporate employees: While further work is required, Randstad discloses that all corporate employees are covered by social protection against income loss due to at least one major life event – including sickness, unemployment (upon commencement of employment with the company), employment injury and acquired disability, parental leave, and retirement – in full compliance with local labor regulations.

Talent (temporary workers): The company is assessing this requirement at both the country level and across major life events. No detailed information is available at this level and transition relief is being applied during the first year of preparation.

Related metrics disclosed

Family-related leave - Talent

Family-related leave - Corporate employees

Note: Family-related leave includes maternity, paternity, parental, and carer's leave. Excludes short-term leave for minor child illness, death/funeral of close family member, marriage, relocation and sabbaticals.

Methodology notes

The five major life events identified by ESRS S1-11 are:

• Sickness
• Unemployment (starting from when the worker is employed by the undertaking)
• Employment injury and acquired disability
• Parental leave
• Retirement

The standard also requires disclosure of any countries where such coverage is not provided. This information is not yet available in Randstad's reporting.

Randstad is committed to supporting people with disabilities as part of its equity and inclusion initiatives.

Disability Inclusion Focus: Disability inclusion is one of the key focus areas in Randstad's Equity Policy. The company recognizes that the risk of exclusion is real for people with disabilities, whether they are entering, re-entering or staying active in the workforce.

Global Business Resource Groups: Six global Business Resource Groups (BRGs) provide employees with spaces to connect, collaborate, and drive equity and belonging in the workplace, including specific focus on disability inclusion.

Placement Services: While specific corporate employee disability metrics are not detailed in the available content, the company demonstrates its commitment through its services to external talent. In 2024, Randstad placed 11,600 people with disabilities in employment, showing the company's expertise and commitment to disability inclusion.

Equity Committee Oversight: The global Equity Committee acts as an internal executive advisory board responsible for driving and promoting inclusive leadership behaviors, including those related to disability inclusion.

Policy Framework: The company's Human Rights Policy and broader equity framework specifically address the needs of underrepresented groups, including people with disabilities, aiming to prevent violations and promote inclusive practices in operations and services.

Training and Development: As part of the comprehensive onboarding program, all employees receive information related to the Human Rights Policy and must complete mandatory compliance and refresher training, which includes understanding of inclusive practices for people with disabilities.

The company's approach to disability inclusion reflects its broader commitment to being the world's most equitable and specialized talent company, ensuring that all employees, regardless of their background or abilities, have opportunities to contribute, grow and succeed.

Training and Skills Development Metrics:

Learning and Development Framework: Ongoing training and development is essential to Randstad's success and core to the employee value proposition. Learning and Development is embedded at local, regional and global levels, with coaching and mentoring available to all employees, regardless of seniority.

Training Programs: Locally, programs are developed by markets, often in partnership with leading business schools. Training programs are competency-based and focus on:

• Leadership development
• Digital fluency
• Sales skills
• Job-related technical skills
• Interpersonal or 'soft' skills

For field positions, dedicated training programs focus on operational skills and specific knowledge required for the job.

Delivery Methods: Randstad utilizes a range of training formats including:

• Classroom learning
• Hybrid learning
• E-learning
• Gamification

Frits Goldschmeding Academy: At the global level, the award-winning Frits Goldschmeding Academy offers state-of-the-art leadership programs, online and hybrid learning experiences. Designed in partnership with world-leading business schools such as TIAS, INSEAD, Singapore Management University and Vlerick Business School, these programs are supported by the executive leadership team and senior leaders as sponsors.

Manager Involvement: People managers are expected and incentivized to reinforce their teams' learning journeys, ensuring that development is integrated into day-to-day operations.

Career Development: To offer employees more opportunities and build Randstad's talent bench strength, the company offers experiential and stretch assignments, supporting employees through coaching and mentoring.

Specialization Training: In 2024, the company launched new specialization sales training aimed at enhancing business growth and client satisfaction, reflecting the implementation of the four-specialization framework across all markets.

Mandatory Compliance Training: All employees must complete mandatory compliance and refresher training in human rights, business principles, and other key policies as part of both onboarding and ongoing development.

Health and safety metrics

(a) Coverage of health and safety management system

Own workforce – Talent: All Randstad talent are covered by the group's health and safety management system (100%).

Own workforce – Corporate employees: All Randstad corporate employees are covered by the Group's health and safety management system (100%).

The health and safety management system consists of numerous local systems based on the legal requirements of each market. Randstad is currently implementing an overarching management system to enable global tracking and coordination, expected to be completed in 2026.

(b) Work-related fatalities

In 2024, 8 fatal incidents occurred among talent in Argentina, Brazil, Germany, Italy, France, India and United States. In 2023, 2 fatal incidents occurred (India and Switzerland).

(c) Work-related injuries and injury rates

Talent:

Corporate employees:

Methodology notes:

• Injuries represent incidents/work accidents requiring significant medical treatment by a doctor/hospital, leading to working days lost, or reported/registered at health insurance or local authorities.
• Included are physical harm during working hours, whether on work premises or while traveling as part of work duties.
• Accidents while commuting to and from work are excluded.
• The number of accidents is considered materially in line with the number of work-related injuries. Due to legal restrictions on recording underlying reasons for illness, work-related ill health metrics are not disclosed, though total sickness absence is reported.
• Injury rate (days) is calculated as working days lost divided by available working days.
• Injury rate (hours) is calculated as number of injuries divided by total hours worked multiplied by 1,000,000.

(d) Days lost to work-related injuries and sickness absence

Talent:

Corporate employees:

Sickness absence includes all working days' absence due to illness or injury for whatever reason, including working days lost as a result of injuries.

Randstad promotes work-life balance through comprehensive policies and programs designed to support employee wellbeing across various life stages.

Flexibility with Intentionality Program: The global Health and Safety Policy and wellbeing guidelines include a 'flexibility with intentionality' program covering various life stages with different leave and flexible working conditions. This program provides structured flexibility to meet diverse employee needs throughout their careers.

Employee Value Proposition: Randstad has finalized a new global Employee Value Proposition to enhance attraction and retention, providing a unified framework that includes work-life balance considerations as part of the overall employment experience.

Engagement and Wellbeing: The company's engagement approach recognizes the importance of work-life balance in overall employee satisfaction. Regular engagement surveys (conducted at least four times per year) help identify areas where work-life balance improvements can be made, with results shown in real-time dashboards.

Health and Wellbeing Support: The company advances employee wellbeing through:

• Various leave policies adapted to different life stages
• Flexible working conditions
• Services and products to enhance overall employee wellness
• Online platforms for healthy lifestyle promotion
• Health checks and wellness programs

Performance Management Integration: The Great Conversations program includes discussions about work-life balance as part of regular performance and development conversations. Employees and managers meet at least once a quarter for constructive, future-focused conversations that can address work-life balance needs.

Global Policy Framework: Local markets can adapt work-life balance policies to meet regional requirements while maintaining consistency with global standards. This allows for culturally appropriate and legally compliant work-life balance provisions across Randstad's 39 markets.

Support for Life Stages: The flexibility program specifically recognizes that employee needs change across different life stages, providing appropriate support whether employees are starting careers, raising families, caring for aging parents, or transitioning toward retirement.

While specific quantitative work-life balance metrics (such as average working hours, overtime rates, or uptake of flexible working arrangements) are not detailed in the available content, the company demonstrates a comprehensive policy framework supporting work-life balance across its global workforce.

Compensation metrics

Pay gap

Randstad discloses both adjusted and unadjusted gender pay gap ratios for corporate employees.

Adjusted gender pay gap: 0.25% for 2024. This reflects the difference in average pay levels between female and male employees, expressed as a percentage of the average pay level of male employees. The reported pay gap is calculated as a weighted average across the 10 largest countries within the Group: the US, Canada, the Netherlands, Germany, Belgium, France, Italy, Spain, Australia and Japan. The weighting is based on the number of active employees in each country, considering both grade and function, and this calculation is derived from employees' base salaries only. If there is no male or female in a corresponding grade and function, their base salary will be excluded in the pay gap calculation.

Unadjusted gender pay gap: 18.9% for 2024. This reflects the difference of average pay levels between female and male employees, expressed as a percentage of the average pay level of male employees, ignoring structural factors (e.g. seniority, role). The calculation only includes base salary, as the variable components have been estimated to not have a material effect on this ratio.

Talent workforce exclusion: Randstad explicitly excludes gender pay gap disclosures for its talent (temporary agency workers). The company states: "Due to the variability in roles, industries, and assignments determined by client requirements, a standardized metric for gender pay differences fails to capture the nuances of pay structures across diverse sectors. Disclosing the Gender Pay Gap would be more reflective of sectoral mix and differences rather than gender compensation practices and as such does not provide relevant information."

Remuneration ratio

Annual total compensation ratio (CEO to median): 83:1 for 2024 (2023: 71:1).

The ratio of the annual total compensation of the CEO to the median annual total compensation for all corporate employees (excluding the highest paid individual). The annual total compensation includes salary, bonus, stock awards, option awards, non-equity incentive plan compensation, change in pension value, and non-qualified deferred compensation earnings provided over the course of a year. The median was determined using an approximation by identifying the individual with the middle base salary within the Group and adjusting this to include the above-mentioned other compensation items (if applicable).

Talent workforce exclusion: Randstad also excludes annual total remuneration ratio disclosures for its talent workforce, stating: "The diverse and variable nature of talent roles and pay structures, heavily influenced by clients, sector and geographical location, renders the remuneration ratio unrepresentative of Randstad's internal pay practices compared to its leadership. Therefore, it does not provide relevant information for the user."

Methodology

Geographic scope for adjusted pay gap: At present, Randstad is able to calculate the gender pay gap most accurately for the largest 10 countries (US, Canada, Netherlands, Germany, Belgium, France, Italy, Spain, Australia and Japan). The company is taking several actions, including enhancements to its HR system landscape, to enable expanded disclosure scope to the full geographical reporting. They expect to be able to report on this scope for the financial year 2027. Since quality data is not yet sufficiently available for the remaining countries, they extrapolated the gender pay gap at the group level applying a weighted average of the gaps from these 10 countries.

Internal pay ratio: The company also reports an internal pay ratio between the average pay of Randstad employees vis-à-vis the average pay of the CEO and the Executive Board members. This is calculated based on the average 2024 remuneration (including variable pay and long-term incentives) of a reference group (the 14 largest markets and the corporate functions, encompassing 92% of Group revenue and 77% of total headcount) vis-à-vis the 2024 remuneration of the Executive Board members. The pay ratio is 46:1 (2023: 40:1) for the CEO, and on average 37:1 (2023: 31:1) for the Executive Board members.

Significant estimation uncertainties: The company notes that "outcome uncertainties, assumptions, approximations, judgements or estimates" are utilized for pay gap percentage, annual compensation ratio and other metrics.

Randstad maintains comprehensive systems to track and address incidents, complaints and human rights impacts related to its workforce.

Misconduct Reporting Metrics:

Reporting Mechanisms: Employees can report concerns and misconduct through multiple channels:

• Direct reporting to management
• Anonymous reporting through engagement surveys
• Formal misconduct reporting system
• Conversations with managers during regular review processes

Human Rights Framework: As a signatory to the UN Global Compact, Randstad upholds its Ten Principles on human rights, labor rights, environmental protection, and anti-corruption. The company is committed to preventing or mitigating adverse human rights impacts caused by or linked to operations and services, and addressing such impacts if they occur.

Policy Integration: The Human Rights Policy defines responsibilities and expectations for employees and external stakeholders regarding human rights issues. All new hires receive information related to the Human Rights Policy in their induction program, and all employees must complete mandatory compliance and refresher training in human rights.

Business Principles Compliance: The company tracks understanding of business principles with a score of 8.4 in 2024 (compared to 8.5 in 2023), ensuring employees are aware of policies and appropriate channels for raising concerns.

Response and Remediation: The company has established processes to investigate and address proven misconduct complaints. With 70 complaints (partially) proven out of 465 total complaints in 2024, the company demonstrates active investigation and response to reported issues.

Continuous Monitoring: Regular engagement surveys and feedback mechanisms enable continuous monitoring of workplace issues and employee concerns. Results are shown in real-time dashboards, allowing for prompt identification and response to emerging issues.

Training and Awareness: All employees receive mandatory compliance and refresher training covering human rights, business principles, and reporting procedures, ensuring awareness of how to report incidents and access support when needed.

Randstad's business conduct policies and corporate culture are built on strong foundational values and comprehensive governance frameworks.

Core Values: Established in the company's early days, Randstad's core values represent the foundation of its culture and guide every decision and action:

• To know: Being experts who understand clients, talent, suppliers and business partners
• To serve: Succeeding through excellent service, exceeding core requirements
• To trust: Being respectful, valuing relationships and treating people well
• Striving for perfection: Always seeking to improve and innovate
• Simultaneous promotion of all interests: Seeing the bigger picture and taking social responsibility seriously

Business Principles Framework: All Randstad employees are familiarized with business principles and policies as part of the onboarding program. The company tracks understanding of business principles with a score of 8.4 in 2024 (2023: 8.5).

Human Rights and Ethical Standards: As a signatory to the UN Global Compact, Randstad upholds its Ten Principles on human rights, labor rights, environmental protection, and anti-corruption. The Human Rights Policy defines responsibilities and expectations for employees and external stakeholders regarding human rights issues.

Compliance and Training: All new hires receive information related to the Human Rights Policy in their induction program, and all employees must complete mandatory compliance and refresher training in human rights and business principles.

Equity and Inclusion Culture: Randstad is strongly committed to equity, supported by a global Equity Committee. The company's Equity Policy states its approach to being an inclusive workplace where everyone can thrive while bringing their best selves to work. Six global Business Resource Groups provide spaces for employees to connect, collaborate, and drive equity and belonging.

Integrity in Operations: The company brings integrity and expertise to each engagement through commitment to high standards of business ethics. Client data is handled securely with privacy kept to the forefront, in line with Data Security and Privacy policies.

Continuous Improvement Culture: The culture emphasizes continuous innovation and excellence. The company operates at the intersection of real conversation and technology, using the best that technology has to offer while maintaining focus on human relationships and service excellence.

Social Responsibility: The culture embeds social responsibility as a core principle, with the company seeing its business as needing to benefit society as a whole. This is reflected in the simultaneous promotion of all interests principle and the commitment to contributing positively to global societal needs.

Randstad maintains comprehensive policies and practices for managing relationships with suppliers as part of its business conduct framework.

Sustainable Procurement:

• Share of sustainable procurement spend: 50% (2023: 43%), representing a 16% increase
• This demonstrates the company's commitment to working with suppliers who meet sustainability and ethical standards

Supplier Relationship Principles: As part of the core values framework, Randstad applies its principles of 'to know, to serve, to trust' in supplier relationships:

• To know: Being experts who understand suppliers and business partners, recognizing that details often count the most
• To trust: Being respectful, valuing relationships and treating suppliers well
• Simultaneous promotion of all interests: Ensuring supplier relationships benefit society as a whole

Ethical Standards for Suppliers: As a signatory to the UN Global Compact, Randstad upholds its Ten Principles on human rights, labor rights, environmental protection, and anti-corruption in its supplier relationships. The Human Rights Policy defines expectations for external stakeholders, including suppliers, regarding human rights issues.

Business Principles Application: The company's business principles and policies, which all employees are trained on, guide how Randstad manages supplier relationships. This includes maintaining high standards of business ethics and integrity in all supplier engagements.

Procurement Governance: The increase in sustainable procurement spend from 43% to 50% indicates systematic tracking and management of supplier performance against sustainability criteria. This suggests established processes for evaluating and selecting suppliers based on both commercial and sustainability factors.

Global Standards: Randstad's global presence across 39 markets requires consistent supplier management standards that comply with local regulations while maintaining global ethical standards. The company's commitment to human rights and anti-corruption principles extends to its supply chain relationships.

Long-term Partnership Approach: Consistent with the core value of building life-long relationships based on trust, Randstad appears to take a partnership approach to supplier relationships rather than purely transactional relationships, as evidenced by the focus on sustainable procurement practices.

Randstad has established comprehensive prevention and detection measures for corruption and bribery as part of its business conduct framework.

UN Global Compact Commitment: As a signatory to the UN Global Compact, Randstad upholds its Ten Principles on human rights, labor rights, environmental protection, and anti-corruption. This commitment forms the foundation of the company's anti-corruption approach.

Business Principles and Training: All Randstad employees are familiarized with business principles and policies as part of the onboarding program, which includes anti-corruption training. All employees must complete mandatory compliance and refresher training covering anti-corruption measures.

Human Rights Policy Integration: The Human Rights Policy defines responsibilities and expectations for employees and external stakeholders regarding ethical conduct, which includes anti-corruption measures. This policy aims to prevent violations in operations, services and business relationships.

High Standards of Business Ethics: Randstad brings integrity and expertise to each engagement through its commitment to high standards of business ethics. This commitment is embedded in the company's core values and guides decision-making across all operations.

Compliance Monitoring: The company tracks understanding of business principles with a score of 8.4 in 2024 (2023: 8.5), indicating systematic monitoring of employee awareness of ethical standards and anti-corruption policies.

Misconduct Reporting System: Randstad maintains a comprehensive misconduct reporting system that can capture corruption-related concerns:

• Total number of misconduct complaints: 465 (2023: 400)
• Misconduct complaints (partially) proven: 70 (2023: 51)
• Score awareness of misconduct reporting: 8.4 (2023: 8.6)

Global Implementation: With operations in 39 markets, Randstad applies consistent anti-corruption standards across all jurisdictions while ensuring compliance with local anti-corruption regulations and requirements.

Supply Chain Standards: The company's commitment to sustainable procurement (50% of procurement spend) includes ethical standards that would encompass anti-corruption requirements for suppliers and business partners.

Continuous Improvement: The company's core value of 'striving for perfection' drives continuous improvement in anti-corruption measures and business ethics practices across all operations and relationships.

Incidents of corruption or bribery

Confirmed incidents

Not disclosed. Randstad does not report specific numbers of confirmed corruption or bribery incidents in the reporting period.

Convictions and fines

Not disclosed. No information provided on convictions, legal decisions, or fines paid for violations of anti-corruption/anti-bribery laws.

Disciplinary actions

Not disclosed. While the report describes general disciplinary processes for misconduct, no specific numbers are provided for employees dismissed or disciplined specifically due to corruption or bribery.

Contracts terminated

Not disclosed. No information provided on contracts with business partners terminated or not renewed due to corruption or bribery.

Investigation procedures and speak-up mechanisms

Randstad has stringent policies on anti-bribery and anti-corruption. The company:

• Opposes corruption in all its forms and is a member of Transparency International
• Has an Executive Board that has endorsed the UN's Call to Action to promote anti-corruption measures
• Maintains stringent policies on gifts, hospitality, and anti-bribery, prohibiting any political contributions
• Provides mandatory training on anti-bribery policies to all employees, including management, as part of compliance induction and refresher training
• States that "Randstad has no functions that qualify as being most at risk in respect of corruption and bribery"

Integrity Line and misconduct reporting:

Randstad operates a comprehensive Misconduct Reporting Procedure that enables stakeholders (employees, talent, and third parties) to report suspicions of wrongdoing via the Randstad Integrity Line, a secure phone line and web portal managed by an independent provider. The system allows for anonymous reporting and provides protection against retaliation.

In 2024, the total misconduct reports across all categories were:

• Total reports: 465 (2023: 400)
• Investigated complaints: 122
• Proven or partially proven: 70
• Not proven: 52
• Under investigation at year-end: 10

The 70 proven complaints related to harassment and intimidation (24), sexual harassment (12), improper management practices (10), discrimination (6), fraud/theft (5), health and safety (5), conflict of interest (4), and non-compliance with internal policies (4). There were no severe human rights issues connected to the workforce.

A total of 18 reports resulted in termination of employment. The report notes: "There were no severe human rights issues and incidents connected to our own workforce."

However, no specific breakdown is provided for corruption or bribery incidents within these totals.

Political influence and lobbying activities

Political engagement approach

As part of Randstad's Partner for Talent strategy, the company aims to play a leading role in achieving necessary social innovation worldwide. This is done by voicing views in influential settings and taking part in dialogue with institutional stakeholders such as governments, policymakers, trade unions and employers' organizations at the local and international level. Through position papers, Randstad contributes to societal debate such as fair and quality work for all and the future impact of AI on jobs and work.

Randstad is in favor of a strong social dialogue (i.e., negotiations and consultation between trade unions, employers and government representatives) and collective labor agreements in countries where this is relevant and institutionalized in order to fine-tune and customize arrangements. Collective bargaining is also one of the key elements of the company's human rights policy.

Randstad continues to be an advocate of enabling a flexible, agile and diverse workforce while promoting fair and quality work for all. This includes adequately protecting workers' rights in terms of remuneration, social security, and opportunities for growth and development — all while striving to improve global employment participation. This is referred to as the company's social innovation agenda, in which the elements of work, social protection, and learning and development are combined to enable everyone to thrive in a sustainable and inclusive labor market.

Industry engagement

Randstad has been part of the B20 (Business 20) process since its 2011 summit in Cannes. The B20 is the official Government 20 (G20) dialogue with the global business community. Its mission is to support the G20 through consolidated representation of interests, expertise and concrete policy proposals, combined with promoting dialogue among policymakers, civil society and business at an international level. The B20 Task Force on the future of work, mobility and skilling provided recommendations on fostering inclusive and sustainable growth in transforming the world of work; accelerating workforce skilling to adapt to changing industry demands; and boosting global workforce mobility to match skill demand with supply.

Advocacy on regulation

Randstad advocates for appropriate regulation of the increasing variety of forms of work, requiring a level playing field for all stakeholders to provide decent work and income, equal opportunities, and adequate social security for workers.

The company supports ILO Convention 181 and Recommendation 188 on Private Employment Agencies, which defines minimum standards for agency work and recruitment. Since the convention was adopted in 1997, it has been ratified by 37 countries worldwide. The World Employment Confederation and ILO are continuously promoting further ratifications, with the aim of achieving 45 ratifications by 2025.

Regarding the European Agency Work Directive (AWD) adopted in 2008, Randstad notes that the European Labour Law Conference in 2024 concluded no revision of the AWD is necessary.

Trade association memberships

Randstad founder Frits Goldschmeding was the honorary chairman of the ABU, the Dutch industry association for private employment agencies, after serving on its board for many years. He continued lobbying to improve the image of the industry as well as strengthen the position of staffing employees.

Randstad maintains extensive memberships in industry associations across its global operations. The highest positions in industry associations as of 2024 are:

Political contributions and lobbying expenditure

No specific quantitative data on political contributions or lobbying expenditure is disclosed in the 2024 report.

Payment practices

Days Sales Outstanding (DSO)

Operating working capital

Credit risk management

The company's exposure to credit losses amounted to 0.2% of revenue in 2024 (2023: 0.1%).

Current liabilities mainly comprise liabilities such as wage tax, social security charges and pensions, for which payment terms are determined by law and therefore difficult to change.

Operating working capital consists of trade and other receivables (excluding current part of loans and receivables and other interest receivable) minus trade and other payables (excluding interest payable). Payment terms are often determined by law and therefore difficult to influence.

The company promotes best practices on invoicing and credit control through a contract-to-cash blueprint. Collection status is monitored and reported regularly, with allowances made for expected credit losses. An international credit committee has been established to exchange views on developments in various industries and share best practices.