POLICY FOR GENDER EQUALITY AND RELATED

Last updated: December 18, 2025

1. Introduction

With the aim of carrying out its mission as best as possible and in line with the strategic vision, CheckSig S.r.l. Benefit Society (hereinafter also ”CheckSig”) has decided to adopt a Management System for Gender Equality (hereinafter also ”SGPG”), as a valid tool to ensure gender equality relating to the presence and professional growth of women, enhancing the inclusive culture and the activation of processes capable of developing female empowerment. Functional for this purpose is the adoption of a policy on gender equality (hereinafter, also ”Policy”) which has the objective of accompanying and encouraging the company organization to adopt measures suitable for reducing the gender gap with the consequent benefits for the well-being of the staff, in addition to the reputational and ethical impacts. This Policy has been drawn up in compliance with UNI/PdR 125:2022 - Management system for gender equality and the legislation referred to in Legislative Decree 151/2001 (Consolidated law on maternity/paternity), Legislative Decree 198/2006 (Code of equal opportunities between men and women), as well as the other policies and codes of conduct adopted by the Company.

1.1. The inspiring principles

The fundamental principles underlying this Policy are:

1. impartiality and inclusiveness;
   2. correctness and transparency;
   3. valorisation of staff
   4. protection of the person;
   5. fight against all forms of violence and discrimination. The attention with which CheckSig concentrates its commitments, so that its SGPG meets the requirements specified in UNI/PdR 125:2022, is inspired - in line with the ”Strategy for gender equality 2025-2030” defined by the European Union - to the pursuit of the following objectives:
2. Economic independence and workplace equality: Reduce the pay and pension gap, increase women’s participation in the labor market and promote equality in leadership and decision-making;
   7. Cultural and social change: Overcoming gender stereotypes, promoting men’s involvement in parenting and care work, and recognizing and valuing unpaid domestic work;
   8. Fight against gender violence.

1.2. The Company’s commitment

To facilitate the achievement of the principles and objectives set out above, and consistently with the SGPG adopted by the Company, CheckSig undertakes to: 9. adopt tools to prevent any form of gender discrimination and to combat any act detrimental to the dignity of staff, regardless of the role held and level of responsibility;
10. enhance diversity in every company process: from the search and selection of human resources to access to training, from the definition of remuneration policies to the evaluation of performance and the attribution of reward systems, from the selection of suppliers to the provision of services/supply of products;
11. support the family welfare of its employees through working methods (smart working, part time, flexible working hours) that favor the conciliation between professional activity and private life;
12. promote information, awareness-raising and staff engagement actions on the issues of equal opportunities and female empowerment, avoiding stereotypes and promoting the visibility of female contributions; 13. promote communication, also through marketing and advertising activities, which transparently declares the desire to achieve gender equality and enhance diversity and support female empowerment. 2. ## Specific policies on gender equality These are more specific policies on gender equality and which provide the necessary input to formulate the Strategic Plan for gender equality and to identify, develop and implement the procedures specifically dedicated to gender equality, based on the reference context of the organisation. These policies, developed in relation to this Policy, are related to the themes of the Strategic Plan as better specified below.

2.1. Selection and hiring (recruitment)

CheckSig uses impartial and transparent research and selection methodologies, which take into consideration objective elements such as experiences, behaviours, skills and potential in relation to the role to be filled and are independent from assessments relating to elements of diversity or conditioning deriving from stereotypes.

2.2. Career management

CheckSig promotes professional development and the enhancement of individual talent through people’s growth paths while respecting diversity and inclusion and makes professional growth paths and positions of responsibility accessible to all people, according to meritocratic logic, taking into account the role held, the related responsibilities, the results of the performance evaluation processes, the potential and aptitudes of the people, in line with company needs.

2.3. Pay equity

CheckSig recognizes that the remuneration system is determined on the basis of the role held, the areas of responsibility, merit and results and the overall quality of the contribution made to company performance, therefore it ensures the neutrality of remuneration treatments (in fixed and variable amounts) with respect to elements of diversity and guarantees each employee fairness and equal opportunities in terms of career advancement and salary increases.

2.4. Parenting and care

CheckSig recognizes the importance of facilitating the return of people who have been absent from work for significant periods and for any reason (e.g. maternity/paternity, illness, family care and assistance, study, etc.), therefore it makes information of a nature and of company interest available also to absent people, shared with current employees and ensures an effective return of people who have been absent for a long time from both an operational and relational point of view.

2.5. Work-life balance

CheckSig believes that the valorization of Diversity and the creation of an Inclusive context are favored by the recognition of flexible forms of work organization, taking into account the organizational needs and tasks performed, therefore it is attentive to the principle of work-life integration of each person, considering the different methods and different individual working times.

2.6. Prevention activities of all forms of physical, verbal and digital abuse (harassment) in the workplace

To provide concrete reference elements for virtuous daily actions, CheckSig draws attention to some specific behaviors that represent concrete examples and a guide to achieve inclusion by every person in the organization. CheckSig supports the following behaviors:

1. adopt inclusive language in all forms of communication (verbal and non-verbal, formal and informal) and in all means (email, chat…);
   2. promote the involvement of all people within meetings/work groups; ensuring everyone’s contribution and excluding possible influences related to individual working methods and times;
   3. remove the elements that hinder the implementation of an inclusive and participatory culture and the elements that exclude people from corporate life in relation to individual characteristics/situations/needs;
   4. actively seek the involvement of people external to the team with different experiences, perspectives and backgrounds to encourage adequate representation of different points of view and profitable and valuable cross-company contamination.

2. Anti-discrimination policy

With this Policy, CheckSig undertakes to combat discrimination in the workplace and promote equal opportunities at work, adhering to the content of Article 2 Universal Declaration of Human Rights, which states: “Everyone is entitled to all the rights and freedoms set out in this Declaration, without distinction of any kind, such as race, colour, sex, language, religion, political or other opinion, national or social origin, wealth, birth or other status”. The objective determined above is also achieved through:

1. compliance with national and international norms, laws, agreements on discrimination, throughout the life cycle of the employment relationship, from personnel selection, hiring, training, wages and professional growth opportunities, never discriminating against people based on race, color, gender, age, national origin, religion, sexual orientation, gender identity or expression, marital status, citizenship, disability, age or seniority status, health status, or any other factor that may exclude and not include;
   2. the application of direct (field checks) and indirect (data collection) monitoring, for example on issues of discrimination at work regarding the fairness of wages for equal tasks and levels, career opportunities and professional development programs, work-life balance;
   3. the planning and implementation of appropriate actions in order to achieve fairness between the Company’s male and female workers.

2. Monitoring and implementation of the Policy

This Policy, within the broader framework of the organisation’s programmatic lines, provides, in order to evaluate its suitability and the need to make changes or additions, together with the Steering Committee for Gender Equality, the definition and periodic review of the objectives on gender equality. 5. ## Training The Steering Committee for Gender Equality, as part of the monitoring activities referred to in the previous paragraph, evaluates the training needs of company staff. 6. ## Tools for monitoring and controlling violations Violations of the principles contained in this Policy represent a violation of the Code of Ethics and are treated in compliance with the provisions contained therein. CheckSig provides a system for reporting violations through the following channels:

1. email to the address whistleblowing@checksig.com;
   2. a web form available on the institutional website (a Google Form which guarantees the anonymity of the report);
   3. suitable digital platform introduced as soon as possible after evaluating the opportunities available on the market. Reports will be processed promptly and accurately and in compliance with the principles of confidentiality, proportionality, impartiality and good faith established in the Whistleblowing Policy published on the CheckSig institutional website.

2. ​​Dissemination of the Policy

The Policy on gender equality and related issues is communicated and disseminated to all staff and interested parties through internal communication and publication on the institutional website. In particular, as regards actual and potential customers, the Policy is made available at any time and in a format accessible on any device (e.g. downloadable document in .pdf format). The information is made available in the languages ​​used to market the services or communicate with customers, i.e. in Italian and English.