Investor Presentaiton

4-ESG ROADMAP - PHASE II ESG Action Plan 2022 in progress TARGETS SCHEDULED FOR THE THIRD QUARTER ACHIEVED CONTROL SYSTEM DEFINED FOR THE IMPLEMENTATION OF CORPORATE POLICIES Embedded in Grenergy's Internal Regulatory Framework Implemented by the Executive Compliance Committee (ECC) Control system mechanism includes: Grenergy renovables Q1 Q2 Q3 Q4 -> Designation of Policy Owners CORPORATE POLICIES IMPLEMENTATION CONTROL SYSTEM DEFINED GOVERNANCE ESG KPIS OVERSIGHT PROCEDURE ESTABLISHED ESG GOALS IN OUR STRATEGY SUSTAINABILITY REPORT 2021 PUBLISHED AHEAD OF REGULATORY REQUIREMENTS ESG RISKS MANAGEMENT ESG ASPECTS INTEGRATED IN PROCUREMENT PROCEDURE TRAINING PLAN FOR EMPLOYEES IMPROVED ESG IMPACTS SITE LEVEL HUMAN RIGHTS IMPACT ASSESSMENTS COMPLETED WATER RESOURCES PROGRAMME DEFINED ENERGY EFFICIENCY IMPLEMENTATION PLAN DEFINED GENDER PAY GAP ASSESSMENT COMPLETED -> Annual control questionnaires/interviews by ECC -> Action plans produced and monitored by ECC -> Annual reporting by ECC to the Audit Committee PROCEDURE FOR THE OVERSIGHT OF ESG KPIs Key ESG KPIs identified attending to financial materiality and the commitments of the Sustainability Policy ESG aspects related to talent attraction & retention, gender equality, GHG emissions, H&S, local communities, biodiversity, water consumption Prepared by the Sustainability Committee -> presented to the Executive Committee every semester EMPLOYEES TRAINING PLAN Structured in four cross-cutting dimensions Management-oriented Grenergy Leadership Soft Communication Skills Diversity & inclusion Basic and Grenergy complementary skills Technical Social professional networks Skills Cibersecurity Collaborative workspace Operational on Internal knowledge demand training Grenergy Growth Ad hoc training to cover identified needs through Grenergy sharing Strategy, Project Net development, ESG, flexible Innovation, EPC remuneration/sponsorship ESG COMMUNICATION SUSTAINABILITY TRAINING FOR MANAGEMENT AND KEY STAFF PROVIDED GENDER PAY GAP ASSESSMENT COMPLETED • remuneration analysis of the workforce at global level ⚫ all business lines, categories and positions covered ⚫ positive result 0.27% concluded no significant gender pay gap 29

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