Building a diverse, engaged and high-performing workforce
Building on a legacy spanning more than a century, Arxada’s success is driven by the strength of its global workforce. Attracting, developing, and engaging diverse talent is central to our ability to deliver sustained performance and address complex global challenges.
We focus on creating an environment where associates can perform at their best, supported by clear expectations, strong leadership, and opportunities for growth. Our Arxada Behaviors underpin this approach, reinforcing a culture of accountability, collaboration, and performance aligned to business outcomes.
We embed consistency and fairness across the employee lifecycle through structured people practices, including inclusive hiring processes, diverse interview panels, and regular pay equity reviews. These practices support equitable access to opportunities and help ensure we attract and retain a workforce reflective of the markets in which we operate.
In 2025, we continued to strengthen our talent strategy with a focus on development and employee experience. Key initiatives included:
– Scaling our mentorship program to support leadership development and career progression across the entire organization
– Enhancing learning and development resources
– Streamlining the onboarding experience to improve integration and early engagement
We invest in continuous learning to build capability across the organization. All associates complete annual compliance training, including the Code of Conduct, and targeted development opportunities are available for managers and key contributor populations to build both technical and leadership skills.
Regular Cyber Security and Data Privacy trainings ensure safe and responsible handling of information across our operations. In 2025 we launched a global sustainability training program to strengthen employee understanding of environmental, social and, economic impacts and their role in driving responsible practices across our operations.
Talent attraction is led by regional and local teams, supported by a global recruitment framework that emphasizes inclusive hiring practices. Partnerships with organizations that support women in STEM, as well as early-career and apprenticeship programs, help broaden our talent pipeline and strengthen workforce diversity over time.
Our behaviors
Everything we do is guided by our four behaviors - Go Beyond, Decide and Drive, Collaborate Always, and Foster Grit. These behaviors embody what is important to our business and establish the foundation for our 'performance culture with a heart' ambition.
Key characteristics of our behaviors include:
- Go Beyond: Set ambitious goals, think big, show courage and embrace calculated risks.
- Decide & Drive: Empower your teams, be creative with resources, involve the right decision makers and do not over-engineer.
- Collaborate Always: Invite and embrace different opinions, maintain accountability, work across business segments and functions and stay connected.
- Foster Grit: Support each other in difficult times, recover from setbacks, persevere without giving up and prioritize time to recharge.
Engaging associates
Engaged associates are critical to execution, retention, and building a sustainable leadership pipeline. In 2025, we focused on translating employee feedback into targeted actions, with an emphasis on strengthening communication, recognition, and manager effectiveness.
We leverage our global engagement platform (Peakon) to conduct the Insights2Action survey twice annually. This enables us to measure key drivers of engagement such as recognition, workload, and role clarity, and identify areas requiring action. Results are reviewed at both global and team levels, with leaders accountable for developing and tracking targeted improvement plans.
In 2025, our employee Net Promoter Score (eNPS) increased to 17, continuing a positive trend over the past 24 months and reflecting ongoing improvement in how associates experience the organization.
To build on this progress, we prioritized several actions:
- Strengthening manager capability: Enhanced training to support more effective development and feedback conversations
- Improving communication: Increased transparency and frequency of communication on business priorities and performance
- Expanding recognition: Introduced and scaled recognition programs to reinforce performance and desired behaviors
All associates have access to a regional handbook that outlines policies, expectations, and available benefits, providing consistent guidance on workplace practices and standards, including conduct and ethical behavior.
Following the launch of our Arxada Behaviors in 2024, we embedded them across our end-to-end HR processes, establishing a stronger foundation for cultural alignment and reinforcing the link between performance, development, and long-term engagement.
Advancing global inclusion
We believe an inclusive and diverse workforce is critical to driving innovation, strengthening decision-making, and delivering better outcomes for our customers. As a global organization, we focus on building an inclusive culture that reflects the markets in which we operate and enables all associates to contribute and perform at their best.
Our approach recognizes that inclusion and diversity priorities vary by region. We continue to focus on improving representation and fostering inclusive environments across our global footprint. To support this, we continued to invest in Employee Resource Groups (ERGs) in 2025, which are open to all associates. Each ERG operates with defined strategies and action plans, providing forums for education, dialogue, and advocacy for positive organizational change. All ERGs are sponsored by senior leaders, reinforcing their visibility and importance across the organization.
We measure inclusion and wellbeing through our Insights2Action engagement survey, using employee feedback to guide our priorities and track progress over time. Over the past three years, we have seen a steady improvement in inclusion scores, increasing from 7.5 in 2023 to 7.8 in 2024 and 7.9 in 2025, indicating continued progress in how associates experience belonging and inclusion. During the same
period, health and wellbeing scores improved from 7.2 in 2023 to 7.5 and have remained stable over the past two years, reflecting sustained progress while highlighting an opportunity to further strengthen our approach in this area.
In 2025, we continued to prioritize actions that support a more inclusive workplace, including:
- Embedding inclusion into leadership expectations and manager capability building
- Using engagement data to identify and address local inclusion gaps
- Increasing transparency in how feedback is translated into action plans
We remain focused on strengthening accountability for inclusion outcomes and ensuring that our actions translate into measurable improvements in the associate experience.
| D&I | H&W | |
|---|---|---|
| In our Insights2Action survey we measured D&I and H&W scores improved from 2023 to 2025 and we met our commitment. | Diversity and Inclusion measures associate perceptions of an organization's efforts to maintain a diverse workforce and create an environment where every individual feels included. | Measures how much the associates believe their organization values health and well-being and supports these. |
| 2023 | 7.5/10 | 7.2/10 |
| 2024 | 7.8/10 | 7.5/10 |
| 2025 | 7.9/10 | 7.5/10 |
GraphsWorkplace safety, integrity and associate wellbeing
Arxada is committed to maintaining a safe, compliant, and respectful workplace supported by comprehensive global and local policies. Our guidelines address key areas such as living wages, integrity and anti-harassment, collective bargaining, and the safe labeling, storage, and transport of hazardous materials.
Associates can raise concerns through our Ethics & Compliance Portal and 24/7 Hotline, where they may report harassment, ethical issues, or legal and regulatory concerns anonymously. Reports can be submitted online, through a call center representative, or directly to Arxada’s compliance group.
We offer a comprehensive benefits framework designed to support the wellbeing of associates and their families. Depending on location, benefits include medical and healthcare services, life and disability insurance, retirement or pension plans, parental leave, childcare support, and in some regions, dental and vision care. Tuition assistance is also available to encourage continued learning and development. While offerings vary by country, our commitment to essential support remains consistent globally.
Arxada is also committed to fair and equitable compensation. Our approach includes annual living wage studies, regular reviews of pay gaps, monitoring living wage benchmarks, and training to ensure unbiased compensation decisions. In 2025, a living wage study aligned with the latest International Development House (IDH) benchmarks confirmed that Arxada continues to meet our goal of paying a living wage in 100% of all locations where we operate.
We also foster a supportive culture that promotes wellbeing, inclusion, and personal development. Initiatives include the Bike to Work Challenge, Pride Month events, racial equity discussions, pay equity education for managers, book clubs, psychological safety training, mental health and personal energy workshops, blood and stem cell donation drives, and other local wellbeing activities. These efforts help create an environment where associates feel supported, valued, and empowered to thrive.
Cyber security
Arxada places the highest priority on information security and data privacy and implements comprehensive measures to ensure robust protection of its data, information systems, and all stakeholders. In support of this commitment, Arxada strives to maintain zero information security incidents. The technical, organizational, and physical measures adopted to safeguard information systems and data are defined in Cyber Security. These controls are designed to ensure confidentiality, integrity, availability, and resilience.
Key measures include strong encryption, secure network and application controls, multi-factor authentication, continuous security monitoring, and robust vulnerability management practices. These technical safeguards are complemented by clearly defined global policies, mandatory employee training and awareness programs, strict access and authorization controls, and established incident response and recovery capabilities. In addition, physical security measures, supplier security requirements, and regular internal and external audits further strengthen the protection of personal and confidential information.
Arxada’s cyber security approach is aligned with internationally recognized security frameworks and fully supports compliance with applicable data protection regulations, including the General Data Protection Regulation (GDPR). Security and privacy by design and by default are embedded across the organization’s processes, systems, and governance practices.
Looking forward to 2026
In 2026, we will continue to embed inclusion and respect into the fabric of our culture by advancing the impact of our Employee Resource Groups (ERGs) and strengthening enterprise-wide listening mechanisms. Through engagement surveys, ERGs and, ongoing dialogue, we will capture meaningful insights into the experiences, motivations and needs of our associates across the organization.
We will leverage these insights to continuously refine our policies, programs and leadership practices, ensuring they are responsive, inclusive and aligned with our long-term sustainability priorities. By maintaining a robust and transparent feedback loop, we empower our associates to actively shape our workplace, fostering a culture where diverse perspectives are valued and contribute to long-term business success.
31 Our senior leadership includes the following job roles: Associate Director; Director; Senior Director; Vice President; Senior Vice President; President; and CEO.
32 The data covers 100% of our workforce, including Arxada (legacy LSI), Troy and Enviro Tech.
