Human rights risks exist throughout our operations and our supply chain, making it critical to integrate human rights and fair labor practices into our policies and procedures. These policies and procedures include our Anti-Harassment and Anti-Discrimination Policy, 童工政策, 行为守则, 平等就业机会政策, 公平对待他人政策, 人权政策, 原住民政策, Modern Slavery and Forced Labor Policy， 和 供应商行为准则. Our commitment to upholding human rights and fair labor practices is also aligned with internationally recognized frameworks including the 联合国全球契约原则 和 国际劳工组织关于工作中基本原则和权利的宣言. To learn more about our supply chain policies, please see our 供应链管理 部分。

Our Human Rights and Fair Labor Practices team, overseen by Greif’s Human Resources Director, Global Projects, consists of members from each region and business unit. To support consistent risk mitigation and the implementation of best practices, we maintain a comprehensive, risk-based program that identifies and addresses human rights and labor risks across all facilities. This program is aligned with our commitments to the 联合国可持续发展目标, 联合国全球契约, ILO Declaration on Fundamental Principles and Rights at Work， 和 Guiding Principles on Business and Human Rights.

Our Human Resources and Legal Teams oversee collective bargaining agreements, which align with local regulations and cover colleagues’ health and safety, working conditions, training and career management, diversity and discrimination, and other workers’ rights. These agreements are independently managed in each region. In 2024, 38 percent of Greif’s colleagues globally engaged in collective bargaining agreements.

Human rights are at the heart of our commitment to fostering fair and equitable treatment for all colleagues. This commitment extends beyond policy statements to tangible actions, such as achieving global gender pay parity, which is a milestone that reflects our commitment to the principle of equal pay for equal work. As our organization grows through acquisitions, we remain focused on advancing equity and fairness across our expanding workforce by monitoring and addressing pay practices. We are conducting a global wage gap analysis to address living wage challenges, striving to create an environment where all colleagues are valued, respected, and compensated in ways that uphold their dignity and support their well-being.

Greif takes a global approach to human rights, with consistent application of practices and equal treatment managed uniformly across the operation. While our operations have a global footprint, we recognize that the unique contexts of our facilities may lead to distinct challenges and complex human rights-related risks. We charge our local Human Resources teams with conducting risk assessments related to geography, verifying age and legal working status, and executing our human rights training. We identify risk profiles of various countries where we operate as part of our review process, paying particular attention to geographies in which human rights risks are higher, and empowering local HR teams to assess and manage localized risks.

We have an Ethics Hotline that we encourage colleagues, suppliers, and community members to use to report concerns about potential human rights or discrimination violations, which may be done anonymously. The Ethics Hotline contact information is publicly available at all facilities and online, and the availability of the Ethics Hotline is reinforced as part of our Human Rights Training. In addition, we provide this information to internal and external stakeholders via our 行为守则. Additional information on the Ethics Hotline can be found in the 道德与合规 本报告的部分。