Agility is committed to full compliance with all laws, regulations, and internal guidelines across the countries it operates in. This includes laws related to employee safety, environmental protection, accounting standards, taxes, workplace environment, fair competition, anti-corruption, and privacy. In cases like trade sanctions, the company may adopt stricter internal guidelines than national laws. Employees are expected to avoid legal "grey areas" and seek guidance for legal uncertainties. The highest standard between law and internal guidelines is always applied.

Agility is committed to creating a creative, diverse, and inclusive work environment. We practices zero tolerance for harassment, discrimination, and bullying based on race, gender, age, background, disability, sexual orientation, religious belief, political views, or any other status. All staff and business partners are expected to treat each other with courtesy and respect. Decisions regarding staff are based on qualifications, skills, and performance. The company expects contractors and other business partners to also adhere to these standards of fair treatment and equal opportunities. Any form of offensive or discriminatory behavior is strictly prohibited. Employees are encouraged to report any concerns or incidents without fear of retaliation. Further guidance can be found in the employee handbook, HR policy, and whistleblowing procedures.

Agility prioritizes a healthy workforce and safe working environment, committed to the well-being of all employees. Adherence to health and safety laws and regulations is mandatory. Employees are expected to be familiar with and follow guidelines and procedures relevant to their work area, and cooperate with those responsible for health and safety compliance. The company ensures all workplace conditions meet or exceed international labor standards, maintaining safe and risk-free environments, machinery, equipment, and processes. Employees must use protective equipment and clothing provided and are obliged to report any unsafe work practices.

Employees are responsible for safeguarding the company's business resources and confidential information. This includes property, intellectual rights, business opportunities, client lists, pricing, and other aspects relating to the company's assets and equipment. The company also respects the intellectual property and trade secrets of others.

Correct administration of accounts and compliance with financial laws are mandated. Open and accurate disclosure of the company's activities, accounting reports, and other required public reports is expected.

The company protects access to and proper use of its informational and IT resources. Misuse or destruction of resources, such as theft, is strictly prohibited. Employees must exercise reasonable care with the company's property, promptly report lost or stolen items, treat company assets responsibly, and avoid using them for personal activities without prior permission.

Confidential or internal information should never be disclosed to non-employees, and this obligation extends beyond employment. Suspicions of misuse of confidential information should be reported to superiors.

Trading or advising on securities with insider information obtained through employment is forbidden. "Insider information" significantly affects the price of publicly traded companies or financial instruments. If unsure about insider information, consult superiors or the company's insider information representative.

Communicating insider information to outsiders, including colleagues, should be avoided unless approved.

All media contact must be coordinated by the CEO or an authorized spokesperson. Unauthorized statements to the press about the company are not permitted.

The company is committed to protecting the fundamental human rights of all affected by its operations, particularly in regions with lower living standards and weak human rights protections. Respecting human rights is a global standard that supersedes national laws, ensuring protection where local laws fall short.

In line with the United Nations Guiding Principles, the company actively integrates human rights into its practices and business activities, identifying and addressing related risks. It strives to avoid creating or contributing to human rights violations, works actively against negative impacts on human rights, seeks to prevent or minimize rights infringements directly linked to its operations, products, or services, and prohibits child and forced labor in its operations, expecting the same from contractors and suppliers. The company recognizes the right to collective bargaining and freedom of association, ensures fair wages and regulated working hours for employees, and respects the cultures and rights of indigenous peoples.

As a supporter of the UN Global Compact (UNGC), the company endorses ten internationally recognized principles in human rights, labor standards, environmental sustainability, and anti-corruption. Employees are expected to be familiar with these principles. The company acknowledges its independent responsibility to uphold human rights beyond state obligations, aiming to positively impact communities through business development, innovation, and enhancing international competitiveness.

Illegal payments, including corruption, embezzlement, and fraud, are strictly prohibited. These payments, which often enrich individuals at the company's expense, are detrimental to fair competition and the company's reputation. Employees must not give, offer, accept, or receive any undue advantage, including gifts, services, or favorable terms, in their professional capacity, as these may constitute corruption.

The company adheres to Norwegian anti-corruption regulations, the UK Bribery Act, and the US Foreign Corrupt Practices Act. Unauthorized transfers of company assets or resources to oneself or others are forbidden. Guidance on anti-corruption can be found in the company's anti-corruption guidelines and gift and representation procedure.

The company emphasizes the importance of carefully selecting business partners, including suppliers, contractors, joint venture partners, agents, customers, consultants, and professional advisors. Due diligence is necessary to assess potential risks such as corruption, especially in partners' home countries. This includes background checks, incorporating anti-corruption, labor, environmental, and human rights standards in contracts, and monitoring partners' performance. Awareness of money laundering risks, compliance with trade sanctions and anti-terrorism laws, and ensuring commercially reasonable terms are critical. Engaging agents or intermediaries for business opportunities or government permissions requires prior approval from the CEO. Further guidance can be found in the company's procedure for background checks of business partners.

Employees are expected to act in the company's interest, avoiding decisions influenced by personal gain. They must not use confidential company information for personal or others' benefit. Potential conflicts of interest should be acknowledged and reported to management for guidance. Situations like secondary employment with competitors, personal business similar to company activities, personal or financial interests in business transactions involving the company, family or close relationships with business partners, or investments in competitors may create actual or perceived conflicts of interest. Disclosure of actual or potential conflicts to management is mandatory.

The company is committed to fair competition in all markets, adhering to competition or antitrust laws prohibiting trade-restricting or anti-competitive behavior. This includes avoiding agreements with competitors on pricing, market division, bid rigging, or limiting supplies to customers. Information exchange with competitors, especially sensitive data like pricing or strategies, is also prohibited. Employees must never engage in practices that misuse market dominance. Any potential breach of competition laws should be reported immediately, as violations can result in severe penalties and damage the company's reputation.

The company is dedicated to protecting the environment, complying with environmental laws and regulations. Employees are expected to minimize the environmental impact of operations, constantly monitor and improve any negative effects, and strive for industry best practices. Efficient use of natural resources and environmental considerations in product and process selection are crucial. All employees must adhere to environmental protection procedures and report any incidents or apparent breaches of environmental laws to management for investigation and appropriate action.