RESPECT FOR HUMAN RIGHTS, EQUAL OPPORTUNITIES AND STAFF ENGAGEMENT

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Moscow Exchange Group recognizes the important role of employees in the successful achievement of its goals and its consistently high reputation on global financial markets. The Group places great emphasis on professionalism: employees are expected to successfully achieve the companies’ objectives in finance and IT. Therefore, HR strategies prioritize training and development, personal growth, well-being, and comfort in the workplace.

The Group fosters a strong corporate culture, which covers gender equality issues, labor rights, and human rights. It is continuously improving its incentive and social programs, and encourages employees to maintain good health. All employees can communicate their opinion on various matters to their employer; they can have a say in internal regulations, practices, and business processes in line with their competencies. All this helps the Group in solving tasks on an international level while building the country’s financial market infrastructure.

Key documents:

• Internal labor regulations
• Regulation on Variable Remuneration
• Regulation on Annual Bonuses
• Regulation on Corporate Social Support

Employee engagement and efficiency

Key HR policy objectives

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The Human Resources Policy of Moscow Exchange Group sets the following key objectives:

• engagement, motivation, and retention of high-end professionals;
• provision of opportunities for continuing professional development;
• creation of an atmosphere facilitating realization of employees’ potential and achievement of the Group’s strategic goals.

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The Supervisory Board of Moscow Exchange considers issues associated with HR management, identifies strategic objectives in this area, and monitors the achievement of corporate goals. Among the matters considered at meetings of the Supervisory Board are:

• approving key HR policy documents, including the Long-term Incentive Program;
• principles and approaches to remuneration of the Group’s employees.

In 2023, a new annual bonus system was approved, as well as a new long-term incentive program for the period 2023-2028. in order to support the new Group Strategy, approved in September 2023.

Social climate

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Moscow Exchange Group is strongly focused on the opinions and motivations of its employees in order to maintain a positive social climate in the workplace, as well as to encourage staff to have a keen interest in operating results (for more details about the specific measures taken, see the sections “Employee remuneration and motivation” and “Corporate culture”). Monitoring is carried out in the form of an annual comprehensive study of employee engagement.

The comprehensive study of employee engagement consists of three sections:

• Engagement - an index reflecting employee motivation and the productivity of the working environment in a department
• Loyalty - an index reflecting the commitment of employees of the company.
• Satisfaction - the extent to which employees are content with their work, working conditions, and the work atmosphere at the company.

The results of the study are used to develop and prioritize measures aimed at improving employee engagement indicators. In order to prepare further actions, employee focus groups are also held.

Employee performance reviews

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Moscow Exchange Group conducts annual performance reviews of all staff who have worked at the Group for more than three months of the reporting year. The criteria used in the reviews include both the achievement of personal targets and the completion of compulsory compliance training. Any confirmed violations of corporate requirements are also taken into account.

Employee remuneration and motivation

Employment relations

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Employment relations at the Group’s companies fully comply with Russian law. The companies of the Group also provide additional social benefits.

The commitment of the Group’s companies to the principle of non-discrimination in their hiring practices and to fill all vacancies objectively are enshrined in the values of the Group and the Code of Professional Ethics of Moscow Exchange.

All types of leave envisaged by Russian law are provided to Moscow Exchange employees. These include annual paid leave, unpaid leave at the employee’s request, educational leave, maternity and parental leave, leave to care for a child of up to three years of age, days off to care for a disabled child, days off to donate blood, etc.

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Moscow Exchange strives to avoid forced redundancies. The minimum notice period for future operational changes at the Group’s companies is two months, in accordance with Russian law.

Employee remuneration and benefits

Moscow Exchange Group offers its employees competitive levels of pay, which includes fixed and variable (bonus) components. Both components are determined based on an existing system of levels of seniority (pay grades) and labor market data. The bonus portion depends on the overall performance of the Group and the employee’s individual performance. In order to retain key management personnel and ensure that they remain focused on the long-term development of the business, the Group has a Long-term Incentive Program, which is approved by the Supervisory Board. Long-term KPIs are also set for specialists below the manager level.

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Moscow Exchange Group provides its full-time employees with a benefits package that includes insurance services, medical insurance, and other perks (including programs that encourage a healthy lifestyle and hobbies). Insurance packages are available to part-time and temporary staff as well.

The Social Affairs Commission of Moscow Exchange considers requests from employees for financial aid due to accidents or emergencies not covered by existing insurance programs.

In addition to the social package, Moscow Exchange funds the activities of a range of hobby clubs, including Moscow Exchange Smart (for the television quiz show “What? Where? When?”), and various sports groups. Because the Group supports its employees in trying to lead an active lifestyle, there is a fitness room at office of Moscow Exchange.

Corporate culture

Moscow Exchange Group strives to develop its corporate culture based on the principles of leadership, commitment, and employee engagement.

Key corporate culture objectives:

• increasing employee engagement in implementing strategy;
• developing effective models of behavior for employees to implement business objectives at Moscow Exchange Group;
• improving the efficiency of vertical, horizontal, and cross-functional cooperation by employees.

The corporate values of Moscow Exchange Group are integrated in all key HR processes, including the internal communications system, incentive system, performance review system, and corporate training processes. In order to improve employee engagement, staff are encourage to provide feedback (see the subsection “Social climate”). In 2023, together with the Exchange Supervisory Board, new corporate values were developed, the implementation of which is planned starting in 2024.

Employee appreciation

Moscow Exchange has non-financial incentive programs in place for its employees.

As part of the Appreciation Program, an annual contest is held to identify the most active and best performing employees of Moscow Exchange, as well as the best functional and project teams. Winners are selected in five categories, and the corporate intranet is used for the voting.

The Group also honors veterans - employees who have worked for 20, 25 and 30 years in the Group are awarded valuable gifts. In 2023, for the first time, awards were given to employees who have worked for 30 years in Group companies.

The MEMS project was launched in 2016. In MEMS, employees earn virtual currency for taking part in the Group’s various activities and for demonstrating an unconventional approach to problem-solving. They receive the currency from their managers in recognition for their performance, from their colleagues for helping them in the course of their work, and from the companies of the Group for active participation in corporate activities. They can redeem the currency at the Group’s in-house store to buy special Moscow Exchange souvenirs that are unavailable for purchase elsewhere.

Learning and development

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The learning and development system of Moscow Exchange includes educational programs, development in the workplace, and self-study resources. Employees themselves choose what type of training they would like to engage in. Staff can use state-of-the-art technologies, corporate resources, and other tools to meet their development needs.

Evaluation of learning needs

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Moscow Exchange has traditionally paid considerable attention to the quality of training, and it regularly analyzes employee competencies and experience participating in training courses and programs. This helps Moscow Exchange plan the further development of the professional development system.

To identify learning needs, a comprehensive study is carried out to analyze HR risks, assess the effectiveness of educational activities, obtain 360-degree feedback, and identify the most promising employees.

Every quarter, any Moscow Exchange employee can apply to take hard-skills training . All requests are considered and approved based on the allocated budget, provided that there is a confirmed business need for the training. The Group also conducts compulsory training sessions in soft skills for novice managers. An individual development program is created for members of the succession pool (successors to key positions).

Diversity and equal opportunity

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In accordance with Russian law, the principles of Conventions No. 111 and 156 of the International Labour Organisation, and the Code of Professional Ethics of Moscow Exchange, the Group does not tolerate any form of discrimination in the workplace. Moscow Exchange Group respects all cultures, opinions, and lifestyles. It rejects all forms of harassment and discrimination based on gender, religion, way of thinking, ethnicity, nationality, physical ability, gender identity, skin color, marital status, political views, or affiliation/non-affiliation with any social group.

Moscow Exchange does not participate in any actions that could contribute to a workplace atmosphere of intimidation, hostility, abuse, or abasement of human dignity. The Group strives to provide equal employment opportunities and ensure gender equality among its staff.

The work schedule and scope of work of Moscow Exchange employees are regulated by the respective job descriptions and internal regulations, which are fully compliant with the Labor Code of the Russian Federation. Additional hours of work—or any overtime work as stipulated in the respective employment contract—require the personal consent of the employee, and such work is paid in accordance with Russian labor law.

According to the Code of Professional Ethics, hiring, filling vacancies, determining remuneration, and providing opportunities for upgrading employee skills and training are based on the professional qualities and performance metrics of individual employees. The Group has zero tolerance of any forms of favoritism.

Key documents:

• Human Resources Policy of Moscow Exchange Group
• Code of Professional Ethics of Moscow Exchange
• ILO Conventions Nos. 111 and 156
• UN Universal Declaration of Human Rights

Occupational health and safety, and well-being of employees

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Moscow Exchange Group takes responsibility for the health and safety of its employees; it sets corresponding goals and objectives, and plans and funds activities to achieve them. The occupational health and safety management system of Moscow Exchange conforms to the requirements of Russian law. The occupational health and safety management system (OHSS) is an integral part of the management and production system of the Moscow Exchange Group and allows to manage risks in the field of health and safety and develop effective protective measures to prevent accidents. The Group also has the Occupational Health and Safety Policy and Targets, which were approved in 2023 and lay out core commitments to achieve common goals of occupational health and safety.

According to the Occupational Health and Safety Policy, Moscow Exchange Group assumes the following obligations:

• The priority is to preserve the life and health of the Group’s employees.
• Continuous identification of hazards, risk assessment and management to minimize the impact of hazards, prevent industrial accidents and occupational diseases, and prevent accidents and accidents.
• Compliance with the requirements of the Russian Federation legislation in the field of labor protection applicable to the Group companies.
• Implementation of the principle of continuous improvement of the OHSS and its effectiveness through the distribution of responsibility for occupational safety issues, control and analysis of labor protection at each workplace and in the Group as a whole, timely adoption of management decisions on improving and updating the OHSS.
• Planning and implementation of activities aimed at protecting health and ensuring occupational safety, risk management and reduction, with the allocation of the necessary resources for this.
• Applying constant efforts for increasing the awareness and competence of workers in matters of labor protection in order to obtain the necessary safe working skills.
• Informing employees and interested parties about the state of labor protection at each workplace and in the Group as a whole.
• Involving all workers to participate in occupational safety management. Implementation of the idea that occupational safety and health protection at every workplace in the Group as a whole is everyone’s business.

Evaluation of working conditions and professional risk assessment

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In accordance with internal regulations, the heads of Moscow Exchange’s business units manage OHS activities. In the event of any complaints regarding working conditions (for example, lack of light, malfunctioning ventilation or air-conditioning systems, etc.), or where any occupational health and safety violations are identified, any employee can submit a request to technical support describing the problem.

In accordance with the Labor Code of the Russian Federation, complaints about working conditions, as well as an employee’s refusal to perform work in the event of a danger to his life and health due to violation of labor protection requirements, do not entail bringing him to disciplinary liability.

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The processes of internal audit of the occupational safety management system are prescribed in local regulatory documents on occupational safety (regulations, procedures), in which the main significant areas are identified with the allocation of responsibility between the officials. The internal audit of the occupational health and safety management system falls within the competence of the Moscow Exchange Internal Audit Service.

In 2023, an audit of the administrative and economic activities of the Moscow Exchange Group was carried out by the internal audit service, including on labor safety issues. Based on the audit results, recommendations were made that are being implemented.

Occupational health and safety training

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All new employees of the Group undergo compulsory induction briefings on occupational health and safety, fire safety, civil defense, emergencies, and electrical safety. In addition, the OHS training system includes:

• an interactive video course on occupational health and safety;
• mandatory training and testing of knowledge of labor protection requirements for certain categories of workers in a specialized training center;
• an intranet portal where employees can review all OHS instructions and regulations and undergo online training.

Good health and employee well-being

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The Exchange has a strong focus on the health of its employees, as well as their relatives, and provides the following types of insurance:

1. voluntary health insurance (VHI), which ensures that an employee and his/her relatives receive necessary medical services, including paid ambulance, dental care, and treatment in high-comfort wards;
2. voluntary international health insurance (VIHI), which provides assistance to employees with critical illnesses (cancer, surgical procedures such as cardiovascular surgery, neurosurgery, etc.) in clinics around the world, including the Russian Federation;
3. Accident and Illness insurance that provides compensation for damage to the life and health of employees, as well as additional financial support for relatives in the event of loss of breadwinner or disability of an employee.

If necessary, the voluntary health insurance provides employees with support for pregnancy and childbirth.

Fruit is provided for employees at the Group’s offices, the cafeteria offers healthy food, and vending machines feature a healthy assortment of snacks.

There is a gym for employees, with cardio machines, table tennis tables, and opportunities are provided for running, swimming, volleyball, basketball, soccer, and hockey. Competitions are also held. The Moscow Exchange indoor soccer league holds a tournament every year, with teams from various investment companies and banks taking part.

In order to prevent the spread of infectious diseases the Group’s companies take comprehensive measures to continually protect their employees.