Diversity, Equity & Inclusion (DEI)

In FY2025/3, we began working with a small, female owned expert partner to develop our strategy and approach. This enabled us to draw upon best practice and drive actions in line with our aspirations. We set ambitious targets at a Group level and improved data visibility in co-creating metrics and developing scorecards. Other key FY2025/3 activity includes updating global policies and improving the diversity in Board of Director searches. We are passionate about working closely with our senior leaders and empowering our DEI Committee and local teams to ensure that DEI is embedded across NSG and driven by everyone. Each SBU and Function has recently developed their own DEI action plan following attendance at the global workshops led by our DEI partner. We are currently working with Senior Leaders and HR teams to review the plans and identify the common actions and develop global workstreams which will form part of our targets for FY2026/3. Our aim is to promote greater workplace diversity and foster an inclusive culture with equitable opportunities for all.

Our commitment to Diversity, Equity, and Inclusion (DEI) is reflected in the many initiatives led by our team across the globe. We have focused on family-friendly open days that build connection and pride, completed many activities to advance gender equality, and championed underrepresented groups.

Key examples include initiatives like Gender Equality Week and family-friendly open days in Poland. NGF^* has partnered with Amazon Web Services and Skill City to help build a more diverse digital workforce-mentoring over 170 students and hiring graduates from underrepresented backgrounds. In Germany, the HR team addressed local labor shortages by welcoming apprentices from Tunisia, providing them with practical support to succeed. In the UK, there has been a Women in Leadership course, the expansion of the women's network, and the rollout of a Menopause Policy, alongside broader engagement in Pride and STEM outreach.

The Lexington plant in the U.S. is home to a workforce that represents 22 different nationalities and the Whitby site in Canada represents 36 different nationalities. The teams take pride in their diversity and regularly recognize and celebrate employee contributions. The Mexicali plant has greatly increased the number of females in Manufacturing roles. Teams in South America have focused on wellbeing and family engagement, and Brazil has taken steps to refresh its learning systems, making training more accessible and inclusive.

In Japan, our Automotive business unit launched a DEI initiative aimed at breaking the persistent stereotype that manufacturing is "men's work". Recognizing cultural barriers such as a preference for internally promoted talent and the underrepresentation of women in both shop floor and office roles, the team has begun to challenge these norms. The initiative promotes inclusive hiring, supports cross-functional development, and seeks to foster a culture where all employees-regardless of gender or background-can thrive and be recognized.

Through activities like this we aim to embed DEI into the everyday culture of NSG, and create an environment where everyone feels valued and supported.

^*NGF: A company of NSG Group, which primarily designs, manufactures, and sells high-strength glass cord products and has manufacturing bases in Japan, China, UK, and Canada.

Value we will create

Talent attraction

• Able to attract a broader talent pool as our efforts signal that NSG welcomes individuals from all backgrounds, encouraging more diverse candidates to apply.
• Demonstrates social responsibility, enhancing reputation with customers, investors, and future employees.
• Inclusive hiring practices create a fairer and more welcoming candidate journey, increasing the likelihood of offer acceptance.

Employee engagement

• Inclusive environments promote open communication and build a sense of belonging, psychological safety, and trust leading to higher employee satisfaction and engagement.

Innovation

• Bringing a wider range of perspectives, experiences, and backgrounds together leads to more diverse idea creation, and greater inclusion encourages people to share these ideas.
• Diverse teams solve problems faster and more effectively due to varied viewpoints and approaches. When diverse teams are also inclusive, they avoid groupthink.

Retention

• When employees feel seen, heard, and valued for who they are, they're less likely to get feeling of isolation and exclusion and more likely to stay at an organization.
• Fair access to development, promotions, and rewards improves retention and career progression for underrepresented groups.