Diversity, equity and inclusion We are committed to providing a work environment that embraces diversity, equity and inclusion (DEI) regardless of gender, age, nationality or religion. Respect for individuals is embedded in our values and reinforced through our Code of Conduct and Supplier and Partner Code of Ethics. We do not tolerate discrimination, harassment or violence of any kind. Any behaviors that violate the ADNOC Group Code of Conduct are addressed through ADNOC’s Disciplinary Policy and supported by established investigation processes and disciplinary actions. As a participant in the UN Global Compact, ADNOC upholds principles that respect human rights, labor equity and non-discrimination. Oversight is provided by our People, National Identity & Business Support Directorate. DEI considerations are embedded across core people management activities including attraction and retention, leadership development and succession planning, with accountability assigned to the relevant functions. The People Engagement, Culture & Recognition Department oversees the coordination and implementation of Group - wide DEI initiatives, including gender Our Inclusive Circles initiative supports inclusion for PoD across ADNOC. The initiative brings together PoD employees, parents of PoD, and line managers in facilitated, confidential group sessions designed to surface practical insights and identify opportunities to improve workplace accessibility and employee experience. The sessions provide a safe and respectful forum for participants to share lived experiences and provide feedback. This approach helps ensure that PoD employees and their families have a voice in shaping decisions that affect their work and wellbeing. Inclusive Circles participants put forward 122 suggestions. Several of these led to tangible policy actions or reviews, including enhancements to flexible working arrangements, medical duty permissions, workplace accessibility measures and support benefits for parents of children with disabilities. Inclusive Circles – strengthening inclusion for people of determination DELIVERY IN ACTION Our workforce represents 125 nationalities, reflecting ADNOC’s diverse, inclusive culture and its ability to attract and retain talent. This diversity brings a broad range of perspectives, experiences and capabilities into the organization, strengthening collaboration, innovation and decision-making across our operations. ADNOC actively engages with public authorities, regulators and industry stakeholders to share perspectives and inform the development of inclusive workforce practices. We also participate in national and global forums such as ADIPEC, Emirati Women’s Day and the Global Women Forum. We deploy a broad range of DEI initiatives, including training on gender equity, inclusive leadership and cultural awareness. This is complemented by specialized workshops for PoD and dedicated training on inclusive practices, accessibility and bias reduction for their managers. Youth engagement Youth engagement remains a strategic priority. In 2025, 46% of our employees were under 38, and employees in this age group held 27% of leadership roles. Through an active youth committee, young professionals contribute meaningfully to our initiatives and strategic priorities. Emerging voices are embedded in ADNOC’s evolution and we support the development of future leaders who can help shape the company’s long-term direction 24 . Emiratization ADNOC maintains a strong focus on Emiratization in line with the UAE’s national priorities to develop and empower local talent. In 2025, ADNOC hired more than 1,100 UAE Nationals and achieved an Emiratization rate of 62.8%. ADNOC has now set a new objective to achieve 70% Emiratization by 2030. UAE Nationals continue to be represented at senior levels of the organization. In 2025, 358 UAE Nationals held executive and senior management positions, accounting for approximately 64% of total senior leadership. This reflects established pathways for long-term career progression and leadership development. To support early-career talent and succession planning, we deliver targeted development initiatives. For example, the Future Leaders Program equips high-potential UAE Nationals with the leadership skills, operational exposure and cross- business experience required for future leadership roles. In 2025, ADNOC Refining launched the Energy Academy, a phased program focused on energy optimization and sustainability. The program supports the development of specialized technical capabilities for UAE Nationals, strengthening alignment among workforce skills, operational efficiency and sustainability priorities. The cultural engagement activation, delivered in collaboration with the Women’s Union, supports women’s participation and leadership through community - based cultural engagement in Al Dhannah, Abu Dhabi. The initiative provides a platform for women to lead, facilitate and share Emirati cultural knowledge while strengthening community connection and cultural awareness. In 2025, the activation featured cultural demonstrations, creative workshops and traditional showcases, curated jointly with the Women’s Union to ensure authenticity and alignment with local heritage. Activities were designed to enable women to take visible roles as cultural facilitators and educators, while encouraging participation from employees, residents and families. Empowering women through cultural engagement and heritage leadership DELIVERY IN ACTION Empowering women ADNOC is committed to advancing women by strengthening leadership development and career opportunities across the organization. We are a participant in the UN Women’s Empowerment Principles and support the UAE Gender Balance Council’s UAE Private Sector Gender Equality Acceleration Pledge, which focuses on women’s participation and leadership at all levels of decision-making. Under this pledge, ADNOC aims to increase women’s representation in middle- and senior-management roles to 30% by 2028. In 2025, women held 26% of middle- and senior-leadership positions and we achieved our target of including at least one woman on each Group company board. Efforts to advance women are embedded across leadership development, policy and workplace culture, and multiple functions deliver initiatives to support women’s progress across technical, managerial and leadership roles. Inclusive leadership programs provide development opportunities for women leaders through institutions such as Harvard and INSEAD, supported by culture masterclasses and coaching focused on inclusive behaviors and unbiased decision- making. We collaborate with external parties to strengthen leadership pipelines. As a founding partner of Aurora50’s Pathway20, ADNOC supports the development of qualified women board candidates and their access to leadership opportunities. In addition, targeted courses support women’s progression into leadership roles, focusing on key skills such as executive presence and strategic leadership. 24 See the “ADNOC Learning Journey” in the CSR section of this report for further details. balance, people of determination (PoD) and youth - related programs. The Gender Balance Committee, chaired by the Senior Vice President for Group National Identity, Wellbeing & CSR, provides oversight of gender - related objectives across the Group, sets measurable gender balance targets and monitors progress. We track key diversity and workforce metrics, such as gender representation, Emiratization and age distribution, giving leadership visibility on progress. 89 ADNOC Sustainability Report 2025 88 EMPOWERING LIVES KEEPING OUR PEOPLE SAFE ADVANCING NET ZERO HOW WE OPERATE SUSTAINABILITY AT ADNOC ABOUT ADNOC PROTECTING NATURE AND BIODIVERSITY