Warsaw, 8 marca 2021

Support for the UN Global Compact

I am pleased to confirm that the Ringier Axel Springer Polska reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.
In this our first annual Communication on Progress, we describe our actions to integrate the Global Compact and its principles into our business strategy, culture and daily operations.
We also commit to share this information with our stakeholders using our primary channels of communication.

Yours sincerely,
Mark Dekan
CEO
Ringier Axel Springer Polska

Ringier Axel Springer is a leading media-technology company operating in Central and Eastern Europe. We combine classical media and modern technologies. Our portfolio includes recognised media brands like Onet, Fakt, Newsweek, Forbes and Przegląd Sportowy. We offer our customers advertising services and a digital publishing platform. We also operate in the advert market and e-commerce. The mission of Ringier Axel Springer Poland is to “…empower free decision”. We help to understand the world, to find answers to important questions and make independent and informed decisions. We discover and take care of our values fostered during workshops attended by Values Ambassadors; these values are to serve as guidelines in solving daily dilemmas, a compass which supports us in navigating the meanders of our corporate life.
We discover
As a leading international media group, we keep discovering the better and the more useful. We adopt a broad look, we are open to others, to the other teams, new things and changes. We approach work in a creative and bold way. We experiment and allow mistakes because we believe that changes help us to keep growing.
We play
At Ringier Axel Springer, we want to affect the future of media. We can only achieve it #TOGETHER, cooperating, combining various skills, acknowledging each employee’s individual contribution and sharing the joy of success. We play to win but not at any price. We always play fair, ensuring that we speak the truth and respect others.
We care
Ringier Axel Springer employs nearly 2,000 people whose daily work largely affects the society. In fact, our business is about people. This is why we care. #WE CARE for ourselves, others, for the company. We care for the highest quality of our cooperation, we improve our skills, we help each other, we build up good relationships with our partners. We also care for a better world.

The philosophy of sustainable development is to us an important benchmark in the management process but also the foundation of the values we cherish as a company. So, minimising the negative and maximising the positive influence on the social and natural environment are inseparable elements of our business goals for the years to come. The rules defined as part of the Global Compact initiative will serve as our signpost on this path.

We have been following the idea of sustainable development for a long time. In December 2019, we were the first Polish publisher to join the UN Global Compact initiative; we are also among the 100 publishers in the world who have joined the SDG Media Compact. Our goal is to promote the 17 principles of sustainable development developed by the UN.
For a long time, our brands have supported the 17 principles of sustainable development; for years Onet has supported Szlachetna Paczka and Wielka Orkiestra Świątecznej Pomocy social programmes, we have supported UNICEF projects, we have assisted the hungry in Africa [goal 1 End poverty, and goal 2 End hunger].Noizz is a leading Polish brand revolving around environmental protection: the Słomki (Straws) project, Coś dla Planety (Something for the Planet) and Arka (The Ark), the latest project aimed at protecting endangered species [goal 13 Action to combat climate change, goal 14 Life below water and goal 15 Life on land]. Ofeminin and Forbes Women support projects related to Gender Equality [goal 5 Gender Equality], Medonet and Fakt focus on health issues [goal 3 Good health and well-being], Business Insider and Forbes focus on supporting goals 8 and 9 [Decent work and economic growth and Industry, innovation and infrastructure]. For many years, we have organised or supported initiatives aimed at helping people and the planet.

We also have our own Fakt Foundation which supports on our behalf people in need. We still think, however, that we can do more.
As a company, we want to decrease our adverse impact on the environment and to encourage our employees, readers and business partners to follow suit. We propagate good practices among our readers and we show how to change forces of habits.

Below we describe how the 10 Global Compact principles have been implemented. We provide information about the policies and procedures we applied in 2020 and the activities we launched to apply the principles. The report contains also measurable results of our commitment to the Global Compact initiative which we regularly support.

HUMAN RIGHTS
Our company’s strength is in its diversity, tolerance and independence, which are reflected in our mission and values. We always adopt a stance on issues related to diversity and free choice. We have experience in promoting Gender Equality and are willing to share the relevant conclusions:

• In 2019, Forbes Women launched a project Równa Firma (Equal Company) to create a code for good companies – best practices for companies willing to offer equal opportunities.
• In 2020, Ringier Axel Springer Group also launched an Equal Voice project with the goal of increasing women’s presence in the media. In Poland, the programme started in October 2020.
• In 2019, Forbes Women and Ofeminin commenced project 2143 whose goal is to cover the pay gap and work for the benefit of closing the gap.
• Our websites promote numerous projects in the realm of gender equality including “HERE WE RESPOND TO HARASSMENT” – a social project raising awareness of sexual harassment in clubs and at events; women’s rights are discussed on a daily basis on NOIZZ and Ofeminin websites.
• Since December 2020, we have been a partner of the UN GC #Target Gender Equality programme.
The company’s care for the safety and health of its employees involves protection of their health and life by ensuring works safety, protecting them from accidents at work, vocational ailments and other diseases related to the work environment.
• Organising work and a workplace that ensures safe conditions.
• Acquainting the employees with the OHS and fire protection rules, coupled with regular employee training.
• Training in first aid, fire protection, trial evacuation, scheduled training on occupational safety and health.
• Expiry dates of medical check-ups; taking care of safety of work rooms and the technical equipment as well as the means of collective and individual protection of the employees and use thereof as intended.

According to the Great Place to Work employee survey conducted in December 2020, the employees are very positive about the company: the participation rate in the survey in our company was with 74% very high and gives us very strong representation.
• 87% indicated equal sex treatment; the total score for companies in Poland was 63% and 92% for the TOP 12 companies in Poland.
• 95% indicated equal treatment regardless of the sexual orientation; for companies in Poland in general, it was 64% while for the TOP 12 companies - 95%.
• 84% indicated equal treatment regardless of the age; for companies in Poland in general, it was 50%, for the TOP 12 companies 88%.
• 96% indicated equal treatment regardless of ethnic origin; for companies in Poland in general, it was 64%, for the TOP 12 companies 95%.
• 80% of the employees indicated that the company perceives them as humans rather than only employees; for companies in Poland in general, it was 48%, for the TOP 12 companies 78%.

Our HR policy is based on equal rights, equal responsibilities regardless of sex, age or professional experience. The rules of conduct have been clearly defined and consistently applied thus building up an organizational culture based on honesty, trust and just treatment of all the company’s employees. The company respects all the provisions of the Labour Code.

• Work Regulations
• The employee’s and the employer’s main responsibilities;
• Corporate confidentiality;
• Employee’s material accountability;
• Order regulations;
• Time and place of remuneration payment;
• Awards and accolades;
• Work time, holidays and leaves;
• Work safety and health and fire protection.
Undoubtedly, 2020 was a difficult year and we have learnt from it. We took up professional and private challenges. In quarter II 2020, following a switch to off-site work, we carried out a number of employee surveys, internal and facilitated by external partners, to find out as much as we could about the atmosphere at work in the new conditions. Our goal was also to identify the employees’ latest needs, their wellbeing in the time of social isolation, how they perceived returning to the office, how much support the employees were granted and how they evaluated the available tools required in off-site work. As a result of the surveys, we know how the employees handle off-site work, we have identified the risks involved, the major needs and, consequently, we can plan the required actions, starting from the simplest ones (making available chairs and screens to start work within a new work model [Smart Work]. In the future, we will take into consideration the need for a more flexible approach to the tasks, including off-site work.

1. Task Force Working Group
Once the first news broke about Covid-19, we established a Working Group of representatives of various areas in the company: administration, finance, HR, communication, security, IT, legal – available under a single email address. The group collects all the information, prepares possible scenarios, makes decisions about changing the mode of work and replies to the employees’ questions. We are the first contact for any issues throughout the pandemic. The Group’s strength lies in its variety and complexity; we embrace the entire company and, as a result, we can relatively quickly respond to all its needs. Decisions made quickly, regular contacts with the employees, cooperation and exchange of information as part of the Group are among the basic success factors in the crisis we are facing. The Intranet presents a special section on “The coronavirus” where we regularly publish and update information about the latest restrictions and internal recommendations, the rules of off-site work, the office’s opening hours during the pandemic, Q&A etc.
2. A new mode of work #discovering the Smart Work philosophy
As the world is changing, so is the mode of our work. Looking for new solutions is a part of our DNA. So we have created the Smart Work programme intended to help to tailor the work tools and environment to the latest challenges. Nothing is lost forever, it just naturally adjusts to the new circumstances. The Smart Work philosophy underpins work in accordance with our natural rhythm and is conducive for building up commitment and partner-like relationships on a daily basis. We all know best what helps us to focus, what drives us and how we work best. Each job has its idiosyncrasies: some tasks require concentration, others call for creativity, or a peaceful environment while some jobs can be done anywhere. The end result is most important. So the goal of Smart Work is to adjust the work environment: the place, the mode of operation, to our natural rhythm by bearing in mind the specificity of our work, ensuring the required competence and habits. #WeCare
3. Work life balance
At Ringier Axel Springer Poland, we attach special attention to physical and
psychological wellbeing, ensuring support for and security of our employees.
We have developed 10 rules of “Work life balance” intended to come up with an optimum work model when working from home. Among the rules are: flexible working hours in accordance with an individual’s biological clock and household chores, not expecting replies to emails after 06:00 p.m., ensuring rest, sleep, coping with stress and work with children. Of great importance has been the fact that the rules were suggested and communicated by the CEO.
As part of the ‘Be Well at home’ programme, the Learning & Development team has organized a series of webinars dedicated to relaxation techniques, the attitude and the emotions accompanying stressful situations. We paid attention to the art of adopting to changes, relieving stress, resolving conflicts and developing a habit of taking care of yourself. The meetings and materials for individual work raised considerable interest among our employees. What is more, along the content-related part, we have introduced a practice of regular, 20-minute-long shared online sessions (twice a week), using expressive and relaxing exercises. We organise live online yoga classes with our employees’ favourite trainer who used to run these classes in the office (twice a week). We also organise regular sports challenges on Endomono with many of the employees joining in (monthly or bi-monthly editions attracting 150 people). We are involved in propagating a healthy and active lifestyle. We take part in the Business League matches, we cover the cost of renting outdoor and indoor sports facilities. In 2020, we also carried out a “Power Audit” which covered the seven key areas of every human’s life: sleep and rest, nutrition, exercise, emotions, mind, targets and also workplace. Each employee received his/her own report including guidelines on how to take best care of his/her health and her-/himself in general.

4. Psychological Support Programme
We have launched a Psychological Support Programme which has enjoyed considerable interest, especially during the pandemic. A team of experienced psychologists are involved in group and individual support (on duty at least twice a week, including holidays). Each employee is entitled to 5 meetings with a psychologists. We have moved the Parent Club, operating in the company, to the online domain (support of a child psychologist). Additionally, to support parents during the winter holidays, in 2021 we suggested subsidies of online part-time organised time for children. The employees had to pay for a week-long programme only Pln 100.00 and the remaining part was covered by the employer. During the pandemic, parents could also rent equipment for the children’s remote learning.
During the teachers’ strike in 2019, we launched an initiative of taking kids to work. We organised childcare duty hours and trainings on computer software, art and journalism classes for the children, carried out by our volunteer employees.

5. Appreciating the employees
Appreciation and feedback are very important elements of our organisational culture; consequently, we have a number of corporate tools and initiatives aimed at appreciation and provision of feedback:
• eKudos on the NAIS benefit management platform that allow us to publicly thank each other for work well done. Since July 2020, we have sent over 700 thank-you notes.
• The People Awards competition and gala – the biggest event in the company, held on an annual basis. The goal of the People Awards competition is to promote the employees who are experts in their areas but also inspire other with their passion, attitude and a high sense of propriety. The People Awards are given in 8 categories: the Storyteller (the best journalistic material), the Moneymaker (contributing to the company’s competitive advantage), the Innovator (for facilitating innovations in the company), the Change-maker for Good (private or professional actions for the benefit of sustainable development, beneficial for people and the planet), the Team (an award for a team for #team work, skilful and effective support of the desired organizational culture), the Leader (an award for an individual who #cares for leadership standards), the Colleague (for promoting the system of values #wediscover, #weplay, #wecare), the Grand Prix – a prize awarded by the Board. In 2020, despite the pandemic, the People Awards 2020 Gala, Home Edition, was held. The awards for the winners amounted in total to PLN 105,000.00, after tax.
• The Best of Onet – a competition for the SG Onet editors and journalists. We award the best editorial materials which underpin Onet’s strategic goals like keeping up to date, reliable journalism and effective distribution of content in social media. Every month, we award 10 prizes, PLN 500.00 each. Every month, the nominees are appointed by all the employees and collaborators. Everyone has an opportunity to appreciate his/her colleagues as well as submit his/her own materials.
• The DemoDays – regular meetings revolving around the Ring Publishing technological product during which teams of software developers together with “business” and product representatives share their achievements and completed projects. This is an opportunity for the RAS Tech specialists to share their knowledge of what other teams are concurrently working on; it is also a time when the CTO, the managers and business representatives have an occasion to spontaneously congratulate, appreciate and take notice of the teams and individual employees.
• The All Tech Status in the Tech area plays an important role in the circulation of praises. This is a space where we congratulate on years of service, regularly mention major projects and the people in charge of them. As part of the ALL Tech Status, we award special prizes; it is not only appreciation of doing a good job or carrying out one’s responsibilities but also actions and projects which exceed regular work. These may include new directions of development, process improvements, saving money and time or boosting profits as well as enhancing the company’s image outside and in the organisation. We also appreciate the style; it is important for the appointed person/team to follow our values in daily work. This is a financial award which can be presented to a team and an individual alike.

The results of the Great Place to Work survey are evidence that we have managed to create a good place to work for our employees.
• 72% of the respondents think that we have created a very good place to work; the average result in Poland is 48%, the TOP 12 companies in Poland enjoy 78%;
• 92% of the respondents indicated that the company has created safe work conditions; the result for all of Poland was 77% and 94% for the TOP 12 companies.

The climate and combatting climatic threats are our priorities as part of the efforts for the benefit of the entire UN agenda. We have been active in the following two areas:
- our personal footprint: what we can do to decrease our footprint;
- the brainprint: how we can encourage and inspire Poles and companies to join the efforts to save the planet.

As part of limiting the footprint:
• in 2020, we carried out a footprint audit; we are working on our transition to Carbon Neutrality. In 2019, we emitted 26 thou.ton CO2.
• We have launched many initiatives intended to limit the emissions, namely:
• Press production and distribution are the key areas generating our footprint. Consequently, we have launched large-scale projects aimed at a transition from the printed to the online versions of our products.
• Reducing use of plastic in the company – we no longer use plastic bottles or single-use plastic packaging during our events.
• We have introduced standards of organising events and conferences; we no longer use plastic, printed materials and we prevent food waste; in 2020, a majority of our conferences took place online and we are planning to keep this trend after the pandemic.
• Introducing standards for production of advertising materials production: we no longer use plastic or single-use products.
• New, environmental solutions in the offices:
- electric power: only LED lighting, motion detectors in the bathrooms, kitchens, corridors, sensors which switch off the AC when a window is open, they also manage the temperature and ventilation after hours (a BMS system); waste: waste is segregated, no containers on the desks (only segregation containers which are placed in shared areas); water: water filters in taps to make tap water potable, the water in the sink taps and showers is aerated;
- extended infrastructure for cyclists.
As part of the activities aimed at inspiring Poles and companies to make an effort for the planet [the brainprint]:
• In July 2020, we launched the #LongLiveThePlanet project, a Polish edition of the global ActNow project initiated by the United Nations and encouraging people to take up 10 challenges like taking a 5-minute shower instead of a bath, meatless meals, zero waste fashion. If millions of people changed their habits we could take a better care of our planet. We have approached this task in a comprehensive way, appointing dedicated “green editors” – our regular journalists who for 10 months will raise awareness, advise and encourage our users to be proactive in activities for the benefit of the planet. As part of the # LongLiveThePlanet project, Ringier Axel Springer Poland services develop educational infographic materials, articles, quizzes and videos. All this to encourage the users to take up specific challenges. In September, the leading subject of #LongLiveThePlanet was limiting meat consumption. In July, attention was drawn to saving water; in August, as part of the initiative, we highlighted the benefits of purchasing locally. We have encouraged our employees to be the project’s ambassadors. As a result, a #greenheart group was established to exchange good practices in a dedicated TEAMS channel and encourage other employees to join the challenges. In 2021, we will continue the project. 
• NOIZZ is among the most environmentally involved brands in the Group’s portfolio; for several years, it has been active for the benefit of the climate, including the STRAWS project (eliminating plastic straws from the hospitality business), the ARK 2.0 project aimed at preserving species in danger of extinction.
• As part of business-oriented activities, we organized a BRANDS FOR CLIMATE conference with the aim of encouraging brands to work actively to enhance the climate. The conference was attended by over 550 marketing managers.
• In October, we attended a 5-day-long international conference TRENDS FESTIVAL; one day was dedicated to Sustainability. The conference was held on 3 continents with the goal of promoting sustainability.

Our environmental commitment has been largely covered. Approximately 40% of our users are familiar with the Long Live the Planet project and speak highly of it as it makes an important contribution to raising Polish people’s environmental awareness.
In 2021, Ringier Axel Springer and its brands will focus on three issues: firstly, we intend to propagate good habits and show our users and readers how they can change their activities. Actions speak louder than words.
Secondly, we want to encourage other companies to join us. We would like to discuss with them what business can do for sustainable development. Our intention is to promote and award the best practice and to work together for a better tomorrow.
Thirdly, we want to promote the idea of sustainable growth among our employees. In our company there are many people with “green hearts”, ready to do things together.

Ethics are extremely important in running a business. An ethical approach is evidence that we respect our customers and competitors. Meeting the highest standards without any compromise should be any company’s responsibility. We all should take care of the natural environment and the world around us from which we take so much. We mustn’t forget about people, the employees and business partners alike. In everything we do, we need to act responsibly.

Ringier Axel Springer Poland is made of people and shared values that guide us. They were at the heart of developing the RAS Poland Code of Conduct intended to reinforce and promote the shared and universal standards of conduct. We want all our employees to feel comfortable and safe in their work environment; consequently we encourage every person suspecting that his/her colleague is violating the Code of Conduct to talk, at his/her discretion, with the person or persons involved, an immediate superior, the HR Director or a manager.
What is more, we have launched a special system of communication called SpeakUp. If an employee has noticed that another employee is doing something illegal or unethical, he/she may anonymously inform about the situation by means of SpeakUp: over the phone or online. The information and the insider’s personal data will remain confidential while the system guarantees that the message will be delivered to the persons accountable and that each notification will be duly viewed.
Information and entertainment are at the basis of Ringier Axel Springer’s business operations. Professional integrity is the foundation of journalists’ credibility and that of a media company as a whole. Ringier Axel Springer undertakes to meet the highest ethical standards in all its business ventures and journalist practice, with respect to all the collaborators, the readers and users, partners and competitors, public authorities, institutions and the society. Professional integrity is at the basis of Ringier Axel Springer’s corporate culture which means that ethical conduct is expected from every employee, irrespective of his/her position in the company structure.

In order to reinforce and promote the shared and universal standards of conduct that we intend to achieve and which we hold in high esteem, we have created the Code of Conduct, a compilation of principles and guidelines for everyday professional actions and conduct of all the employees of the Ringier Axel Springer Group in the world. The Code combines the values we share, including the ethical, moral and legal requirements we all need to comply with.

We are a medium; among our key responsibilities is combatting corruption and covering acts of corruption. In this respect, FAKT and Onet brands have played a special role. For years, our journalists have been involved in investigations, covering economic scandals, acts of corruption among politicians, companies and even NGOs. These efforts have garnered many rewards.

The high ethical standards in the company are also confirmed by the results in the following area:
• Integrity in the Great Place to Work survey: RASP 67%, average for Poland 47%, TOP 12 work places in Poland: 77%;
• The company is managed in an ethical and honest way: 84% of positive replies, average for Poland 50%, TOP 12 work places in Poland – 86%.