Through this commitment, Insign officially and publicly confirms its dedication to ensuring our practices are nondiscriminatory towards LGBTQIA+ individuals. We also ensure that the benefits and rights provided related to work-life balance, partnerships, parenting, and health are well-suited and known to all our employees.

Here are some examples of what we've already implemented as part of our D&I policy:

• Implementation of a profit-sharing agreement with CSR/D&I and HR criteria;

• Establishment of an ethical charter signed by all our providers/partners;

• A procedure for collecting reports with the establishment of a warning committee and regular awareness training on reporting inappropriate behaviors (such as discrimination);

• Creation of a training module on workplace harassment;

• Implementation of a regulation article dedicated to "behavior and attitude" with outlined penalties for discriminatory behaviors;

• Installation of gender-neutral restrooms;

• Non-discrimination in job offers; ensuring a universal recruitment process and promoting diverse applications and inclusion actions;

• An inclusive minute once a month for all employees;

• Annual D&I awareness modules for EVERYONE (covering topics like everyday sexism, invisible disabilities, workplace harassment...);

• Implementation of an annual D&I barometer for all employees every year since 2021 to measure our actions.