Berger Paints India Limited (‘’The Company’) recognizes the valuable role that business can play in the longer-term protection of human rights. The Group Companies are committed to respecting the human rights of our workforce, communities and those affected by our operations wherever we do business (including our contractors and suppliers). This policy is in accordance to the principles of International Labour Organization and United Nations Global Compact.

Berger Paints would ensure conformance to fundamental labor principles including the prohibition of child labour, forced labour, freedom of association and right to collective bargaining and protection from discrimination (based on age, gender, marital status, differently abled, race, national/ regional origin, ancestry, indigenous status, personal beliefs, religion & spiritual practice, political affiliation, sexual orientation and HIV/AIDS) in all its operations by imparting relevant training and aligning the conduct of its employees.

This policy applies to Berger, the entities that we own, the entities in which we hold a majority interest and the facilities that we manage. The Company also expects independent suppliers and vendors to uphold these principles and urges them to adopt similar policies within their own businesses.

We use due diligence as a means to identify and prevent human rights risks to people in our business and value chain. Where we have identified adverse human rights impacts resulting from or caused by our business activities, we are committed to provide for or cooperate in, their fair and equitable remediation. We seek to promote access to remediation where we are linked to or involved in those adverse impacts through our relationships with third parties.

Board of Directors, including the Chief Executive Officer of the Company, oversees the Human Rights Policy.

The Company endeavours to achieve our commitment by:

Stakeholder Engagement

We believe unique and diverse perspectives are essential to expand and deepen our understanding of actual and potential impacts, and they help guide our actions to drive meaningful progress and positive outcomes. We value constructive engagements with, and insights from, stakeholders across our business and value chain, including our team members, customers, suppliers and their employees, other business partners and the local communities where we operate.

We also believe some human rights issues can be addressed most effectively by working partnership with others. To advance progress on complex human rights challenges we engage and participate in collaborative initiatives with suppliers, business partners, customers, industry and cross-sector alliances and working groups, civil society organizations, governmental authorities, and others.

Diversity and Inclusion

We value and advance the diversity and inclusion of the people with whom we work. We do not tolerate inappropriate behaviour, unfair treatment and discrimination towards our employees due to a person’s age, race, color, religion, gender, gender identity, ethnicity, ancestry, disability, pregnancy, marital status, national origin, sexual orientation and identity, chronic illness and/or any other status. We ensure that employees with different skills and backgrounds feel equally valued and have equal opportunities to progress their careers, and feel the freedom to reasonably be themselves at work.

Employment decisions are based on individual merit, ability and performance and in line with the principles of equal employment opportunity. Harassment is not tolerated in the workplace and in any work-related circumstance outside the workplace.

Health and Safety

The health, safety and wellbeing of our employees is one of our most fundamental responsibilities. Everyone working for or on behalf of the Company must behave in a safe and responsible manner at all times. Our commitment to safety does not differentiate between our own employees and contractors and our suppliers’ employees and contractors. We expect our suppliers to be accountable for managing health and safety risks in their operations and meet our high standards. We want everyone working for or with us to return home safe every day.

Berger believes that all incidents and injuries are preventable. All employees and onsite contractors are required to comply with our Safety, Health and Environment (SHE) Policy.

Freedom of Association

Company recognizes the freedom of association rights of the company’s employees and the freedom of peaceful assembly, including the freedom to choose whether to engage in collective bargaining and employees’ participation in works agreements. Berger collaborates with labor organizations in accordance with applicable local laws, regulations, and traditions.

Forced Labour and Human Trafficking

Berger prohibits slavery and human trafficking in our operations and supply chain. We will not tolerate forced, bonded (including debt bondage) or indentured labour, involuntary prison labour, slavery, or trafficking of persons in any of our own business operations or by any supplier, or for any other purpose.

Child Labour in Our Supply Chain

Berger does not employ people under the age of 18. We expect the same from all companies in our supply chain that contribute to the products and services we procure. All our business partners are expected to apply the standards to support that child labour does not occur further upstream in our supply chain.

Work Hours, Wages and Benefits

We compensate employees competitively relative to the industry and local labour market, and in accordance with terms of applicable collective bargaining agreements. We work to ensure full compliance with applicable wage, work hours, overtime and benefits laws.

Fair Compensation and Equal Remuneration

The Company will pay employees at least the minimum wages and overtime rates required by law and collective bargaining agreements and, if no such laws or agreements apply, wages in line with marketplace practices. The Company compensates employees based on merit and ability. The Company also compensates its global employees based on its pay philosophy that requires compensation to be, among other things, fair, transparent, and cost effective, and to drive a performance and results-oriented culture.

Grievance Mechanisms and Reporting

• We encourage all employees, suppliers and partners to contact the office in case they have encountered any evidence of failure of responsibility to avoid any harm of human rights or its involvement in a human rights issue.
• All stakeholders including clients, investors, suppliers, partners and public can contact us the Group Head of HR as the focal point of contact for this purpose.
• Berger is committed to respond to any human rights issue within 7 working days.

Responsibility

The Human Rights policy is owned and maintained by the Human Resources function and is applicable to all employees and anyone doing business for or with Berger and other material third-party contractors. It is our company’s endeavour to continually improve human rights performance by sharing good practices and learnings, setting and reviewing targets, and monitoring, reporting and disclosing performance.

This policy shall be reviewed periodically for its suitability and updated as required by the ESG Committee.