ProsperGender Equality and Inclusion Policy

The Director of Prosper (the “Company”) has the power to design, assess and continuously revise the Governance and Sustainability System, and specifically to approve and update the corporate policies, which contain the guidelines governing the conduct of the Company.

Purpose

This Policy seeks to create a favourable environment that facilitates and strengthens equal opportunity, non-discrimination, diversity and the inclusion of the professionals of the Prosper, thus adopting a people management model committed to professional excellence and quality of life, all in accordance with applicable law in each country and following best international practices, including the provisions of the Sustainable Development Goals (SDGs) approved by the United Nations in these areas. Equal opportunity constitutes one of the basic pillars of professional progress, and the development thereof entails equitable treatment to promote the personal and professional progress of Prosper’s workforce. Diversity covers the set of characteristics that make people unique and singular, that is, the richness that each person contributes thanks to their variety, including visible and non-visible traits. Inclusion, on the other hand, refers to how differences between individuals are valued and opportunities are generated so that everyone can realise their full potential. In other words, a conscious strategy that focuses on developing the structures, systems, processes and culture that generate respect for the individual characteristics of all people within the organisation, while also promoting a sense of belonging that makes them feel valued and part of a group or community.

Main Principles of Conduct in connection with Equal Opportunity

To achieve the aforesaid objectives and commitments relating to diversity and the promotion of inclusion, Prosper adopts and promotes the following main principles of conduct that must govern its labour relations:a. ensure non-discrimination among its professionals on the basis of any conditions or circumstances that are worthy of protection;b. promote the contribution of the knowledge, experiences and abilities of all the Prosper’s professionals, regardless of any personal or social conditions or circumstances;c. foster a sense of inclusion within the Prosper that seeks to ensure that all professionals are considered part of the business enterprise and of its role in the local, national and international community. It is thus sought that the Company’s values, principles and objectives are assumed as their own by the Prosper’s workforce and that their contribution to them is perceived as an essential component of not only professional but also personal development;d. recognise the coexistence of different generations as a source of continuous enrichment, due to their diverse skills and approaches, both for professionals and for the various businesses and corporate areas, and as a decisive contribution to the adaptation of the services provided by the Company to the needs of the communities in which it does business;e. take into consideration that certain impairments in physical and/or intellectual abilities that might be an obstacle for performing some tasks in fact represent the significant added value in other duties. In any case, not identify such circumstances in advance and without justification as obstacles to proper integration in the workplace;f. recognise that the international character of the Prosper and the contribution made thereto by people of different origins, races or ethnicities represents a permanent and decisive source of enrichment for the Prosper, which is preserved and encouraged;g. promote information and communication with the various communities in which the Prosper does business so that the Company is recognised as a suitable place for the professional development of its various groups as a result of its inclusive practices;h. ensure that selection and hiring processes are based on neutral and objective standards of merit and ability, while establishing specific actions to promote the inclusion of groups with less easy access to the labour market;i. address with due measures of integration, among others, the situations of single, married, unmarried, divorced, separated, widowed and plurally cohabiting persons, with or without children, and with other particular family and emotional circumstances, including the specific bond arising with animal companions;j. ensure that decisions on professional promotion and professional development are based on equitable criteria, eliminating from all business decisions in this regard reasons, grounds or consequences detrimental to diversity, promoting the proper inclusion of all groups of professionals;k. ensure that, in the training of each professional, regardless of the group to which the professional belongs, the professional is provided with sufficient knowledge, aptitudes and skills for the appropriate performance of the professional’s work, while providing for specific actions in such training from the perspective of accepting diversity and rejecting discrimination;l. encourage the use of inclusive language in all types of internal and external corporate communications, and in any case eradicate the use of discriminatory language;m. maintain an environment free of harassment at work, especially that with an intention of or based on direct or indirect discrimination, ensuring the establishment of agile and effective grievance channels;n. constantly develop awareness-raising policies for the professionals within the company, especially those with management responsibilities, so that they value and promote the contribution that diversity represents for the Company;o. include within leadership programmes behaviours that encourage better decision-making and a diversity-based culture, as well as an internal communications strategy that can convey the plurality and inclusiveness of the company;p. facilitate internal mobility and interaction within the organisation to create networks of contacts and teams that take advantage of multiculturalism, and constantly monitor and update management processes and procedures so that contacts and teamwork enhancing inclusive diversity take place; andq. in line with the Policy on Respect for Human Rights, guarantee the internationally established rights of freedom of association in order to preserve the choice of each person in their relationship with trade unions and the conduct of these organisations in the defence of their legitimate interests.

This Policy was initially approved on 16 December 2012 as the Equality and Reconciliation Policy. Subsequently, as a result of the Company’s pioneer spirit and the process of an ongoing review of the Governance and Sustainability System, it approved a Diversity and Inclusion Policy. On 12 February 2022, the Company’s Director approved the consolidation of the Diversity and Inclusion Policy and the Equal Opportunity and Reconciliation Policy, creating this single policy.