Justice Equity Diversity and Inclusion Commitment

Double Dutch Ltd is committed to building a fair, respectful and inclusive business in which people can contribute, develop and raise concerns safely. This commitment covers our workplace and, where we have influence, our relationships with suppliers, customers and industry partners.

• Justice. Recognising and addressing unfair barriers, including barriers that may be embedded in established practices or systems.

• Equity. Providing fair access to opportunity, support and resources, recognising that different people may require different adjustments to participate fully.

• Diversity. Valuing a broad range of identities, backgrounds, experiences and perspectives.

• Inclusion. Creating conditions in which people are respected, heard and able to participate without fear of discrimination or retaliation.

As a growing drinks business, our decisions affect employees, contractors, workers in outsourced production and logistics, suppliers, hospitality and retail partners, customers and the communities in which we operate. We recognise that people with less organisational or commercial power may find it harder to influence decisions or raise concerns. We will consider this when designing feedback routes, workplace practices and partnerships.

Double Dutch will:

• invite voluntary employee feedback on belonging, psychological safety, fairness and opportunity at least annually through an anonymous survey or facilitated discussion;

• maintain a written JEDI action plan informed by employee feedback, with clear actions, owners, timelines and measures of progress;

• review recruitment, recognition, development and flexible-working practices for unnecessary barriers and use fair, role-relevant criteria;

• consider reasonable adjustments and different support needs so employees can participate and perform effectively;

• provide safe routes for reporting discrimination, harassment or unfair treatment and prohibit retaliation against anyone raising a concern in good faith; and

• consider justice, equity, diversity and inclusion when developing material community initiatives and business partnerships.

The Leadership Team will review survey or discussion findings, agree proportionate priorities and communicate follow-up actions to employees. Progress and gaps will be reviewed at least annually. Where an action is not completed, we will record the reason and decide whether it remains relevant for the next plan.

The Leadership Team is responsible for implementation, resource allocation and maintaining the annual action plan. The commitment will be reviewed annually and when there is a material change to the workforce or business model.