QT Group

Qt Group Plc's Board of Directors is responsible for preparing the company's short-term and long-term strategies, taking into account the expectations of different stakeholders. The operational management, i.e. the CEO and the other members of the Management Team, is responsible for the company's business operations and governance in accordance with the instructions issued by the Board of Directors and the provisions of the Finnish Limited Liability Companies Act.

The members of Qt's Board of Directors and Management Team have extensive international experience in various management and business-related roles. Qt has not separately defined the special competence or expertise of the administrative, management and supervisory bodies with regard to the supervision of different sustainability matters. Qt has used external ESG experts as part of the double materiality assessment and sustainability reporting process. The Management Team has participated in the assessment of the material themes, and the Audit Committee of the Board of Directors has discussed the progress of the CSRD project in its meetings and the Board of Directors has approved this sustainability statement. More information on the background and expertise of the members of the Management Team and the Board of Directors is provided in Qt's Corporate Governance Statement.

Gender Distribution at Top Management Level:

Gender Distribution at Top Management Level (%):

*The gender distribution (number of women in relation to the number of men) of the Board of Directors is 0.5.

The Board of Directors had two (2) committees in the financial year 2024: the Compensation and Nomination Committee and the Audit Committee. The Audit Committee of the Board of Directors is responsible for the oversight of tasks related to Qt's sustainability reporting, including the oversight of sustainability impacts, risks, and opportunities. Responsibilities or processes related to the monitoring and oversight of the progress of impacts, risks and opportunities have not otherwise been separately specified in the company's terms of reference or Board mandates. Dedicated procedures are not used for oversight for the time being.

The oversight and monitoring process will be developed as part of risk management, among other things, starting from 2025. The management of impacts, risks and opportunities is reported as part of this sustainability statement, which is approved by the Audit Committee and the Board of Directors. The Management Team has operational responsibility for the development of HR, data protection and corporate culture, but no regular monitoring has been specified for their progress thus far.

There is no representation of employees in the administrative and supervisory bodies, but all members of the Management Team are employed by the company. All (100%) of the members of the Board of Directors are independent of Qt. Chair of the Board Robert Ingman is independent of Qt, but not independent of its major shareholders.

In 2024, the Audit Committee of the Board of Directors discussed the progress of identifying and assessing sustainability impacts, risks, and opportunities in each of its four meetings. This included reviewing all impacts, risks, and opportunities as a whole. As the setting of targets, metrics and measures related to the impacts, risks and opportunities is still in progress, oversight processes have also not been specified and they are not regular items on the agenda of the Management Team or the Board of Directors. The integration of sustainability-related impacts, risks and opportunities into Qt's risk management process has begun, but in the reporting period 2024, the administrative, management and supervisory bodies have not separately taken into account identified sustainability matters as part of strategic decisions. Qt has not yet systematically built a due diligence process, and its implementation has not been included in the agenda of the administrative, management and supervisory bodies.

The Audit Committee has also discussed matters related to the company's own workforce (S1), business conduct (G1), and data protection on its agenda.

Qt does not have incentive or remuneration schemes related to sustainability matters.

Qt has not yet systematically created or implemented a due diligence process nor has it been incorporated it into the governance model. However, the due diligence process is applied partially, and its steps are described in the following sections of this sustainability statement: • Engaging with affected stakeholders: ESRS 2 GOV-2, SBM-2, IRO-1, S1-2 & S2-2. • Identifying and assessing negative impacts on people and the environment: ESRS 2 IRO-1, SBM-3. • Taking action to address negative impacts on people and the environment: ESRS 2 MDR-A, S1-4, S2-3, G1-3. • Tracking the effectiveness of these efforts: ESRS 2 MDR-M, MDR-T, S1-5, S2-5 and S1 & S2 & G1 topic-specific metrics.

In 2024, Qt began to integrate sustainability-related impacts, risks and opportunities into its risk management. The process will continue in 2025 with an assessment of risks related to sustainability reporting; how easily and accurately the necessary information is available and how these risks should be taken into account in policies and practices. However, during 2024 Qt has not yet established a clear model or method for managing these risks or determining their order of priority.

Qt Group is an international software company whose main products and tools are the Qt development environment and quality assurance and testing solutions. The company's products support the customers' product development process comprehensively. The products can be used either as an integrated chain or as separate tools and development environments, depending on the customer's needs. Qt's customers operate in more than 70 industries. They produce devices and applications in the automotive, health technology, industrial automation, and consumer electronics industries, for example.

Qt Group's primary business operations consist of five parts: • Research and development related to products and services • Product management • Sales and marketing • Delivery (management & automation) • After-sales services (customer support, consulting and training)

The core business is supported by the HR function, the corporate infrastructure (legal services, accounting and finance) and technological infrastructure (external servers, databases and data) and procurement (professional services and IT services).

For the production of its products and services (upstream value chain), Qt requires, for example, IT, product development, sales and marketing tools and tools used by employees (computers, phones, etc.). Products and services are delivered as software, tools and services tailored to customers' various needs (downstream value chain).

The EU and the United States both have restrictions on software exports. The export permit depends on the nature of the software and the country to which it is intended to be exported, and export is not necessarily permitted. Qt Group's products do not contain any functionality that would make them subject to strict export regulations. The restrictions are mainly related to the economic sanctions currently in place. Qt's policy is that Qt's products or related technical information may not be exported, re-exported or transferred directly or indirectly to countries or entities that are subject to sanctions.

Stakeholder Engagement:

Qt has engaged all of the stakeholders listed above as part of the double materiality assessment.

In its double materiality assessment, Qt identified material sustainability impacts, risks and opportunities related to its own workforce (S1), external consultants (S2), business conduct (G1) and data protection (entity-specific). Most significant impacts, risks and opportunities are related to Qt's own workforce and business conduct, meaning its own operations. External consultants are employees of Qt's subcontracted service providers who typically provide support in the deployment of products and services in the downstream value chain. Data protection (entity-specific disclosure requirement) relates to Qt's subcontracting chain and to the users of its products.

Of the material impacts, risks and opportunities identified by Qt, the failure of data protection is a significant business risk, which, if realized, could have significant effects on the company's business. Data protection is an integral part of the company's risk management and processes. Qt also received the ISO27001 certification for its operations in 2024.

Following the double materiality assessment, the more extensive integration of sustainability matters in risk management was initiated in the fourth quarter of 2024. The purpose is to take sustainability risks and opportunities into account more extensively in the company's decision-making and as a factor in strategy. The process will continue in 2025.

Qt has identified material impacts on people, and they are described in more detail in the sections Own workforce (S1) and Workers in the value chain (S2). Qt has not identified material impacts related to environment.

Qt's strategy is focused on business expansion and the creation of long-term growth opportunities. The company invests in growth, particularly in product development, sales and the innovation of new solutions. The impacts on the company's own workforce are linked to the strategy, as Qt's employees who perform expert work implement the strategy in practice. The impacts related to workers in the value chain are also partly related to Qt's business model. Data protection plays a significant role in all of Qt's business operations. A more detailed assessment of the relationship between impacts, risks and opportunities and the strategy has not been carried out, and they have not yet been taken into account in strategy processes.

Qt's own operations affect its own workforce, corporate culture and data protection. Impacts on external consultants (workers in the value chain) occur through business relationships. The external consultants are employed by Qt's contracted service provider.

Qt's material risks or opportunities have not had a significant effect on its financial position, result or cash flows. The risks and opportunities have also not been identified as involving significant risks concerning the adjustment of assets.

Qt has not conducted a separate resilience analysis on the company's capacity to address its material impacts and risks or take advantage of its material opportunities.

Qt's material sustainability impacts, risks and opportunities were identified in a double materiality assessment process that was initiated in late 2023 and was completed in the second quarter of 2024. The project team included representatives from Qt's various functions (e.g. HR, legal, finance, procurement, communications), and the progress of the project was regularly communicated to the Management Team and the Audit Committee. In the assessment, the preliminary negative and positive impacts were first comprehensively assessed on the basis of all ESRS sub-topics and sub-sub-topics based on background material (including trend reports, benchmarking and ESRS standards) and internal interviews. The risks and opportunities in Qt's value chain were then assessed.

In the preliminary assessment, a wide range of perspectives related to the environment, human rights and business conduct were assessed in Qt's own operations and the value chain, related to, for example, pollution, water and marine resources, biodiversity and the circular economy, as well as corruption and bribery.

The initial assessment was submitted to the Management Team for evaluation. Based on the Management Team's assessments, a framework was created for a survey to be sent to stakeholders concerning sub-topics under the following themes: E1 Climate change, S1 Own workforce, S2 Workers in the value chain and G1 Business conduct, as well as the entity-specific disclosure data protection. The stakeholder survey respondents included representatives of Qt's key stakeholders in the upstream and downstream value chain, i.e. employees, the open-source community, customers, subcontractors/business partners, educational institutions, Qt's Board of Directors, shareholders, and analysts. The material topics were determined on the basis of the stakeholders' responses and the management's assessment. A larger weight was assigned to the views of the Management Team.

For negative impacts, each of the variables related to severity (scale, scope and remediability) were assessed on a scale of 1–5, which meant that the maximum value for severity was 15. Likelihood was also assessed on a scale of 1–5, where the value of an actual impact that is already occurring is 15. The likelihood of impacts received the highest rating if it was defined as already occurring (actual impact). For positive impacts, the scale, scope and likelihood were assessed on the same scale of 1–5. With regard to scale, the extent or severity of the impact on people, the environment or society was assessed, ranging from catastrophic (negative impact) or high significance (positive impact) to insignificant impact. The severity of the impacts related to business conduct was assessed on the basis of whether the impact increases (positive impact) or reduces (negative impact) trust in the industry among the general public. With regard to scope, the geographical coverage (local–global) and/or the number of people affected were examined. The irremediable character of the impact was assigned the lowest score if the impact was assessed to be easily remediated and the highest score if, for example, environmental damage or effect on human health cannot be remediated. The likelihood of an impact was assigned the highest score if the impact was identified as already occurring (actual impact).

The assessment of impacts was followed by an assessment of the financial risks and opportunities that are associated with the sustainability topics or which may be caused by Qt's impacts on people and the environment, for example. For financial risks and opportunities, their likelihood and effects on future cash flows were assessed. The effects on cash flows were assessed from three different perspectives: effects on business relationships, resources (e.g. prices, availability) and other effects on cash flows.

The materiality of the impacts, risks and opportunities was determined by calculating the the total value of the variables and dividing it by the maximum value. The threshold value was defined as 0.5. Topics for which the score was 0.5 or higher were assessed to be material.

Qt's Material Sustainability Topics:

The double materiality assessment covered the Qt Group's entire value chain and all geographical areas, either through the company's own operations or through business relationships. The double materiality assessment will be carried out again on a regular basis to reassess material impacts, risks and opportunities. The monitoring of the material sustainability impacts, risks and opportunities will be implemented as part of risk management and internal controls. In Qt's risk management model, risks are prioritized based on their likelihood and the severity of the impact. Sustainability topics will be incorporated into the same prioritization of risk management.

Qt's Management Team has been closely involved in identifying and assessing the materiality of sustainability impacts, risks and opportunities, and the Audit Committee of the Board of Directors has addressed the progress of the identification and assessment process of sustainability impacts, risks and opportunities, i.e. all impacts, risks and opportunities as a whole. Board of Directors approves the identified impacts, risks and opportunities.

With regard to the monitoring of impacts, risks and opportunities, the decision-making process needs to be updated. When sustainability impacts, risks and opportunities have been integrated into the risk management system, they will also be incorporated into the Management Team's operating practices.

Climate-related impacts, risks and opportunities

Climate-related impacts, risks and opportunities have been identified and assessed as part of Qt's double materiality assessment. On a preliminary basis, the following were identified as potential impacts: the role of Qt's products in the development of technologies and products that support climate change adaptation (positive impact), CO2 emissions in the value chain (emissions caused by procurement and the use of products, negative impact) and the energy consumption of Qt's offices (negative impact). However, they did not exceed the materiality threshold in the Management Team's assessment or stakeholder survey, and consequently did not emerge as material themes.

In the preliminary evaluation of the double materiality assessment, the identified potential risks were physical risks caused by climate change (flood, extreme heat, storms, landslides) in production facilities in the value chain, and logistics problems in supply chains due to shortages of raw materials originating from climate change. The identified transition risks were rising energy prices and stricter climate regulations, which may increase costs related to calculating and reducing the carbon footprint, for example.

However, the physical or transition risks did not exceed the materiality threshold in the Management Team's assessment or stakeholder survey. The analysis did not take climate scenarios into account or assess the sensitivity of the business to risks in more detail.

The identification of climate impacts is based mainly on the energy consumption data of Qt's offices (Scope 2 emissions) and, in part, emissions data on business travel (Scope 3 emissions). Based on Qt's business model, the most significant part of the value chain's CO2 emissions can be estimated to arise in the upstream and downstream value chain. However, it is difficult — or even impossible — to collect reliable information about these steps, especially the use of the products, as customers can use Qt's products in many different ways as an applied component of different devices, services or products.

As risks were only identified far along the supply chain, a more detailed scenario analysis has not yet been carried out. Qt intends to carry out a climate scenario analysis in 2025.

Pollution-related impacts, risks and opportunities

The impacts, risks and opportunities related to pollution have been identified and assessed as part of the double materiality assessment. In the assessment, the impacts, risks and opportunities in Qt's supply chain were comprehensively assessed on the basis of all ESRS sub-topics and sub-sub-topics (including microplastics, air, water and soil pollution, substances of concern), firstly on the basis of background materials and interviews.

In the initial assessment, the recycling of IT hardware used by Qt in its activities was identified as a potential impact. An assessed potential negative impact was the emission of lead contained in hardware that might potentially be released into the environment if decommissioned equipment is not recycled appropriately, hence causing negative environmental impacts. However, the recycling of decommissioned IT equipment was identified as a positive impact, as Qt's offices around the world are committed to appropriate recycling. The rise in prices of IT hardware was identified as a risk in a scenario where very harmful substances, such as lead, are banned. No financial opportunities were identified. However, none of these exceeded the materiality threshold in the Management Team's assessment or the stakeholder survey.

Members of the affected communities were not separately consulted for the assessment. No material impacts, risks or opportunities related to pollution were identified.

Water and marine resources-related impacts, risks and opportunities

Impacts, risks and opportunities related to water and marine resources have been identified and assessed as part of the double materiality assessment. The consumption of clean water at Qt's offices was identified as a potential impact on a preliminary basis. An increase in the price of clean water used at Qt's offices was identified as a risk. However, neither of these exceeded the materiality threshold in the Management Team's assessment or the stakeholder survey.

No significant impacts, risks or opportunities related to water and marine resources, i.e. surface and groundwater consumption, water withdrawals and discharges of water were identified in Qt's value chain. Dependencies related to marine resources were also not identified.

Members of the affected communities were not separately consulted for the assessment.

Biodiversity and ecosystem-related impacts, risks and opportunities

Impacts related to biodiversity and ecosystem have been identified and assessed as part of the double materiality assessment. The assessment examined how the company promotes direct drivers of biodiversity loss (e.g. climate change, land-use change, freshwater use change, sea-use change, invasive species, pollution), and impacts on the state of species, ecosystems and ecosystem services. The connection between the use of natural resources (IT equipment and other procurement) and land-use change and, consequently, biodiversity loss, were identified as a potential negative impact in the preliminary assessment. However, this did not exceed the materiality threshold in the Management Team's assessment or the stakeholder survey.

Dependencies related to biodiversity and ecosystems have been identified and assessed as part of the double materiality assessment on the basis of background material and interviews. The identified dependencies on ecosystem services included, for example, the natural resources and minerals used in computers and other procurement, and lunches served at the offices.

A more detailed assessment of systemic, transition or physical risks or opportunities related to biodiversity and ecosystems has not been carried out. Members of the affected communities were not separately consulted for the assessment.

As no material impacts related to biodiversity have been identified, the company has also not found it necessary to implement mitigating measures related to biodiversity.

Resource use and circular economy-related impacts, risks and opportunities

Qt's resource use and circular economy-related impacts, risks and opportunities have been identified and assessed as part of the double materiality assessment. The assessment took into account, among other things, required resources including upstream and downstream of resources related to services and products, as well as waste and waste management. Upstream of resources, such as the procurement of IT hardware and peripherals, and waste generated at the offices were provisionally identified as potential negative impacts. Rising prices of hardware and recycling were identified initially as a potential risk, while cost savings achieved through efficient recycling were identified as an opportunity. However, none of these exceeded the materiality threshold in the Management Team's assessment or the stakeholder survey, and no resource use and circular economy-related material impacts, risks or opportunities were found in Qt's value chain.

Members of the affected communities were not separately consulted for the assessment.

Climate change (E1) was not identified as a material theme for Qt. The conclusions were drawn on the basis of several factors. According to the view of the company's top management and stakeholders, climate change and energy consumption were assessed as the least important among the topics assessed. In addition, Qt Group already takes the climate impacts of energy use into account in many different ways. The company only uses data center providers, such as Equinix, that have ambitious sustainability targets. Qt also uses a low-carbon cloud service through Amazon Web Services (AWS), which is committed to switching to fully renewable energy by 2025. Qt's offices are located in modern buildings located in urban areas. The buildings have infrastructure designed for energy saving, waste sorting facilities and good public transport connections. Although charging Qt's products consumes electricity, it has only a minor impact on the energy consumption of the end-use of the products.

However, climate change may emerge as a material topic in the coming years if new climate change-related impacts or financial risks or opportunities are identified in the process of updating the double materiality analysis. These potential topics may be related to, for example, increasing regulation. The process to identify and assess material impacts, risks and opportunities is described in General disclosures ESRS 2 section IRO-1.

The list of data points and their locations in the report is documented on pages 53-63.

Qt's Code of Conduct regulates the following impacts, risks and opportunities related to the company's own workforce: work-life balance, social dialogue (job satisfaction), health and safety, gender equality and equal pay, measures against violence and harassment, and the diversity of the personnel. More information on the Code of Conduct is provided in the section G1 Business conduct.

The promotion of diversity involves, in addition to the Code of Conduct, the Qt career framework, which applies to all Qt employees and specifies the salary, and the competencies required for each position. The purpose of the career framework is to create a transparent framework for career development and remuneration, i.e. to promote equal pay for equal work regardless of the employee's background and gender. Qt Group's Management Team is responsible for the approval and implementation of the career framework. The career framework is available to all employees on the company's intranet.

Training and skills development are taken into account in Qt's global employee handbook, which applies to all Qt employees. The handbook provides a framework for promoting continuous learning from the employee's perspective. The handbook includes, among other things, instructions and tips related to on-the-job learning, an employee-specific training budget and a selection of e-learning courses. The handbook also encourages employees to talk to their manager about training opportunities. Qt also has its own learning platform, Qurious. Managers have access to various online training modules and the opportunity to participate in, for example, the 360-degree feedback process, which aims to help managers identify their strengths and development areas and develop their leadership skills.

The global employee handbook and its country-specific versions are available to all employees on Qt's intranet. Qt Group's Management Team is responsible for the approval and implementation of the handbook.

Employee privacy is governed by Qt's employee privacy note, which applies to all Qt employees. The employee privacy note precisely specifies the information Qt collects on its employees and for what purposes, what information is not collected, and the rights of the employees.

Qt aims to promote secure employment by providing its employees primarily permanent employment contracts (92% in 2024) and by complying with local labor laws. In order to provide adequate wages for the employees, Qt monitors the industry's market averages in different countries.

Qt's employee engagement methods are discussed in more detail in the General Disclosures (ESRS 2) section SBM-2 Interests and views of stakeholders.

Qt aims to remediate its human rights impacts, meaning occupational health impacts in particular, by offering occupational health care or insurance to all employees in each of its operating countries. Qt also has an early intervention model in place to encourage employees to raise any problems they notice, such as continuous overtime or lack of motivation, at an early stage with their manager or unit HR business partner. Employees who wish to report misconduct anonymously can do so via the company's whistleblowing channel.

All Qt employees receive country-specific training on occupational health and safety. The occupational safety management system is based on local laws and regulations in each country. Qt also has an international travel policy aimed at ensuring the safety of employees on business trips.

In the company's Code of Conduct, Qt commits to giving equal opportunities for personal growth and career development, regardless of gender, age, ethnicity, disabilities, nationality, sexual orientation, religious beliefs, political affiliations, marital or economic status, or position within the company. Qt does not tolerate sexual, physical, and psychological violence and harassment or any form of discrimination, abuse, intimidation and workplace bullying. Qt has not separately defined vulnerable groups. Instead, the principles apply to everyone.

Discrimination is prevented primarily by educating employees on the Code of Conduct and the whistleblowing channel, and by providing training to managers. The recruitment team and managers are instructed to interview candidates based on each applicant's competence. Managers are responsible for ensuring that employees are treated equally.

Discrimination or inappropriate behavior can be reported anonymously via Qt's whistleblowing channel. All suspected incidents of misconduct are investigated and actively addressed. Qt also carries out an annual job satisfaction survey and, in 2024, the survey was amended to include a question on whether employees have experienced harassment at the workplace. The survey results are used to create an action plan for addressing areas that require further development.

Employees' views of Qt as an employer and workplace are surveyed annually by means of a personnel survey (employee Net Promoter Score eNPS & engagement survey). The survey investigates how employees perceive, for example, communication and giving feedback, well-being at work, the meaningfulness of work, workload, learning and self-development opportunities, leadership and work ergonomics at Qt. The results of the survey are reported to the Group Management Team and each business function's management team, where they are reviewed, and action plans are drawn up at both the company level and the team level.

The results of the survey are also communicated to employees at a company-wide briefing and through internal communication channels. The results also include action plans that have been created based on the survey results. Employees are also informed of the company's key updates in quarterly briefings and the intranet. Communication takes place directly with employees at both the organizational level and the team level. In addition, Qt has employee representatives required by law in Finland, Norway, France, Germany and Japan. Discussions with the employee representatives are carried out in accordance with local legislation. Various resources have been allocated to internal communications, including external tools and working hours of the Management Team, the communications lead, the HR team and external consultants. The Senior Vice President, People & Culture, (a member of the Management Team) has operational responsibility for communications and for ensuring that the feedback of the personnel that emerge from the survey are taken into account.

Qt started a development effort focused on internal communications in the fourth quarter of 2024. Engaging the middle management's stronger participation in communications is a development area for 2025.

In 2025, Qt will develop a pulse survey model to carry out more frequent surveys instead of a single annual personnel survey. The pulse survey model will be gradually implemented in Qt's various businesses. The purpose of the pulse survey is to provide a continuous overview of the situation, allowing to react if necessary and enabling the evaluation of the effectiveness of the implemented measures.

Qt has recognized that negative impacts on employee health, such as mental health and ergonomics, are likely. The company aims to prevent and remediate these impacts by, for example, training managers to identify the impacts, arranging regular personal discussions between employees and managers, and assigning a dedicated HR business partner for each business unit, who can be contacted with a low threshold. In each of Qt's operating countries, employees have access to either occupational health services or insurance, as well as separate mental health services and/or an early intervention model.

Employees can report concerns, depending on the operating country, to shop stewards, the unit's HR business partners or to the occupational health care provider either through its online service or at an in-person appointment. In some of Qt's operating countries, employees can also use the services of psychologists and psychiatrists as part of occupational health care. Misconduct and other issues can be reported anonymously via a whistleblowing channel that is managed by a third party. Reports received via the whistleblowing channel are immediately communicated to the General Counsel, the CFO and the SVP, People & Culture, and the processing of all whistleblower reports starts within seven days of the report being made.

These various channels are communicated to the employees as part of manager briefings, through the intranet and occupational health care, and through shop stewards, in lectures by work ability consultants and on the Qurious e-learning platform. Qt engages in regular dialogue with employees and the occupational health care provider, thereby monitoring employee concerns. The employees' awareness of the existence of the various structures and channels is not assessed separately.

Secure employment and employee turnover

Qt aims to improve employee engagement particularly by developing leadership, providing opportunities for growth and learning at work, and by providing additional training. In 2024, leadership training will be increased and made more systematic as part of the annual calendar. The middle management's competence and opportunities for influence will be strengthened in particular.

Work-life balance

Qt aims to promote a flexible working life and support the employees' well-being and ability to cope with the demands of work by enabling flexible working hours and hybrid work. Reduced working hours can also be negotiated at the employee's initiative in special circumstances. In 2025, country-specific guidelines for flexible working hours will be developed, and flexible working hours will be made possible, for example, at the start and end of the working day. Qt's hybrid work policy will be implemented more effectively through internal communications in 2025.

Adequate remuneration

Qt is committed to paying fair and competitive wages to its employees. To ensure this, Qt carries out an annual wage survey in which Qt's wage level is compared with market data and the wage levels are reviewed and, if necessary, modified on a role-specific basis.

Social dialogue (employee satisfaction)

Qt conducts a job satisfaction survey annually. The results are discussed in the Group Management Team and unit-specific management teams. Action plans are drawn up on the basis of the results at all levels of the organization, including team-specific action plans. From 2025 onwards, in addition to the annual survey, more frequent pulse surveys will be carried out to obtain more up-to-date feedback from employees.

Health and safety

In each of Qt's operating countries, Qt's employees have access to either occupational health services or insurance and early intervention model. In addition, employees also have access to separate mental health services in some of the operating countries. Qt has recognized that employees do not have enough information about the available services. With this in mind, managers at Qt will be provided training in 2025 on the tools available for supporting mental health. The aim is also to extend the good practices of mental health services to all of Qt's operating countries. In order to identify mental health problems in a timely manner, Qt's occupational health care services in Finland use, among other things, a separate health examination related to work and mental health as well as tripartite negotiations with the employee, the manager and an occupational health nurse or psychologist.

Gender equality and equal pay

To promote equal pay, Qt updated its career framework in 2023. The framework specifies the skills required for each task and the remuneration for each task. The aim is to provide a transparent framework for career development and remuneration. In 2024, Qt also started preparing for the implementation of the EU's Pay Transparency Directive.

Training and skills development

In order to support the competence and career development of employees, a development discussion is held once a year for each employee. The discussions assess the employee's current role as well as career development goals and opportunities. In addition to the development discussions, the aim is to maintain active dialogue between the manager and the employee. To support the career development of managers, the first version of the career path was implemented in 2023 in Finland. The next version of the career path began to be expanded to different countries in 2024. Employees also have access to training material on the Qurious learning platform. Qurious was established in 2023, and new courses are added regularly.

Employee diversity

Employee diversity in its broad definition has been identified as one of Qt's material opportunities. Concrete further specifications and measures are planned for 2025.

Measures against violence and harassment in the workplace

Qt has not taken or planned any particular measures against violence or harassment due to the low number of incidents and reports. All reports (1 in 2024) are appropriately processed and addressed on a case-by-case basis. Thus far, Qt has not recognized a need for structural measures.

Employee data protection

Aside from continuous processes, Qt does not have separate measures for the development of data protection. The situation will be reviewed in 2025 and new measures will be planned if necessary.

Qt has not set measurable, result-oriented targets regarding the management of material impacts, risks and opportunities related to its own workforce. The aim is to set the targets in accordance with the minimum information requirements by the end of 2026, and the setting of relevant targets will be assessed separately for each material impact, risk and opportunity.

However, Qt monitors the impacts, risks and opportunities related to its own workforce in different ways.

Material Sustainability Topic Monitoring:

Employees by Region:

*Number of employees as the average for the reporting period (number of employees on the last day of each month in 2024, added up and divided by 12). The average number of employees in each region is rounded to a whole number. Consequently, the total sum does not correlate directly to the average number of all employees.

Employees by Country (Countries in which Qt Group has at least 10% of its total number of employees):

**Average number of employees for the reporting period.

Number of Employees by Contract Type and Gender:

*Head count on December 31, 2024. Other figures are based on the number of employees as the average for the reporting period (number of employees on the last day of each month in 2024, added up and divided by 12). **No minimum or fixed number of working hours in the contract.

Employee Turnover:

• Total number of employees who have left the company*: 92
• Employee turnover**, %: 11%

*The aggregate number of employees who left Qt in 2024 voluntarily or due to dismissal, retirement, or death in service. **Number of employees who left the company in 2024 divided by the number of employees for the reporting period (average).

Age Distribution of Employees:

*The figures are calculated from the situation on 31 December 2024.

The gender distribution of senior management is reported on page 20.

Qt pays adequate wages to all its employees. The wages of employees in all of Qt's operating countries have been compared to either the country's minimum wage level or the minimum wage specified in the applicable collective agreement if a national minimum wage has not been established. If the minimum wage varies within the country, the highest minimum wage level is used as the reference value.

Number of Complaints Related to Own Workforce:

Qt Group's Code of Conduct governs various aspects of business conduct and ethical behavior. The Code of Conduct promotes corporate culture among all employees and sets requirements for ethical business practices. It addresses equality, diversity, and anti-discrimination principles, ensuring that all employees are given equal opportunities for personal growth and career development regardless of gender, age, ethnicity, disabilities, nationality, sexual orientation, religious beliefs, political affiliations, marital or economic status, or position within the company. Qt does not tolerate sexual, physical, and psychological violence and harassment or any form of discrimination, abuse, intimidation and workplace bullying.

The Code of Conduct also includes provisions related to business ethics, including principles regarding corruption and bribery prevention. All suspected incidents of misconduct are investigated and actively addressed through Qt's whistleblowing channel, which allows for anonymous reporting of violations.

Discrimination is prevented primarily by educating employees on the Code of Conduct and the whistleblowing channel, and by providing training to managers. The recruitment team and managers are instructed to interview candidates based on each applicant's competence. Managers are responsible for ensuring that employees are treated equally.

Qt also carries out an annual job satisfaction survey and, in 2024, the survey was amended to include a question on whether employees have experienced harassment at the workplace. The survey results are used to create an action plan for addressing areas that require further development.

Qt's Code of Conduct includes provisions related to corruption and bribery prevention. The company has established a whistleblowing channel that allows employees and external parties to report suspected misconduct anonymously. All suspected incidents of misconduct, including corruption or bribery, are investigated and actively addressed.

Reports received via the whistleblowing channel are immediately communicated to the General Counsel, the CFO and the SVP, People & Culture, and the processing of all whistleblower reports starts within seven days of the report being made.

The whistleblowing channel is communicated to employees as part of manager briefings, through the intranet and occupational health care, and through shop stewards, in lectures by work ability consultants and on the Qurious e-learning platform.

Discrimination is prevented primarily by educating employees on the Code of Conduct and providing training to managers. All employees are expected to complete mandatory training on the Code of Conduct, and Qt monitors the completion rate of this training.