Employee engagement ADNOC supports employee engagement through communication, feedback mechanisms and regular measurement of outcomes. We conduct an annual employee engagement survey with third-party support, offering a confidential platform for employees to share feedback. The survey is available in multiple languages (Arabic, English, Malayalam and Mandarin) and results inform action plans that are monitored by appointed champions across ADNOC Group companies. Annual pulse surveys are used to assess progress and the effectiveness of follow-up actions. The survey includes questions on culture and wellbeing, including whether employees feel safe in speaking up about workplace safety, unethical behavior and the overall working environment. In 2025, ADNOC recorded an engagement score of 77%, exceeding both the Middle East Oil & Gas benchmark and the Global General Industry benchmark, and an employee experience score of 85%. Strong results were also recorded across key dimensions, including a purpose and mandate score of 91%, reflecting employees’ understanding of the organization’s goals and priorities, and a values and leadership score of 88%, reflecting perceptions of leadership behavior and alignment with organizational values. Employees can also provide anonymous feedback through our Takallam platform, enabling them to raise and address concerns without fear of retaliation. Compensation, benefits and rewards Based on the principles of fairness, equity and competitiveness, ADNOC’s total rewards framework supports a pay for performance philosophy. It features both fixed and variable pay components, with variable pay linked to the achievement of performance objectives, including sustainability, operational efficiency and workforce development. Remuneration decisions are based on objective performance-related factors and aligned with ADNOC’s values and governing standards. We maintain a competitive compensation structure that supports talent retention and fosters long-term organizational success. The Group Rewards & Human Capital Policies Division is responsible for designing and governing the compensation programs that align with regional and global best practices and with ADNOC’s strategic objectives. The division manages the implementation of these programs across ADNOC Group companies to maintain fairness, transparency and consistency. Succession Planning ADNOC’s succession planning framework supports continuity in critical roles by building internal capability and strengthening leadership pipelines. The framework identifies potential successors for key positions and supports them through leadership assessments and targeted development plans. To help preserve critical expertise and maintain leadership continuity, the framework is integrated with knowledge-retention arrangements. In 2025, we strengthened the framework by incorporating a more structured, data-driven approach to identifying leadership and critical positions, assessing successor readiness, and supporting targeted development. ADNOC provides a supportive work environment with family- friendly policies designed to support employees' family and personal needs. Our benefits package for full-time employees includes life insurance, healthcare, parental leave, retirement and pension plans, and an end-of-service policy. Women receive maternity leave and can take extended custody leave for childcare, with flexible working arrangements available for up to 18 months. Male employees are entitled to paternity leave, ensuring that both parents can be actively involved in early childcare. 86