Global Anti-Harassment Policy – Version 2 5 Internal Workplace Schneider Electric’s global anti-harassment policy defines “workplace” as anywhere where Schneider Electric’s employees are conducting business on the Company’s behalf. This includes, but is not limited to, conducting business in person on Schneider Electric premises, on the phone, virtually, or through email or other social media and/or during after-hours events such as, but not limited to, business meetings, dinners, trainings, and during work-related travel. Employees’ role and responsibilities Every employee is expected to treat others with respect and ensure that their own behavior does not cause offense or give rise to misunderstandings. It is every employee’s responsibility to do their best to ensure a positive workplace and build inclusive teams. Employees are encouraged to advise others of behavior that is unwelcome or offensive. Often, some behaviors are not intentional. While this does not make it acceptable, advising the offender of inappropriate behavior gives the offender the opportunity to modify or stop their offensive behavior. An employee who believes that they have been harassed should: • File a complaint and obtain a review of their complaint through the complaint process established in accordance with this Policy. They will be: • Kept informed throughout the process, subject to applicable legislation; • Protected against retaliation. Managers’ role and responsibilities Managers must ensure to provide a safe working environment for their team members. This should be achieved by: • Building inclusive teams by treating everyone with respect and trust; • Putting an end to any harassment they are aware of, whether there is a complaint or not; • Reporting immediately to a Human Resources Representative when made aware of conduct inconsistent with this Policy; • Ensuring their team members are not retaliated against for a prior complaint. Failing to take corrective measures with regards to any behavior violating this Policy that managers are aware of may result in appropriate disciplinary sanctions, up to and including termination, being imposed upon themselves as well as the offender. Roles & Responsibilities