Equal Opportunity Policy

Statement of commitment

GW LASER TECHNOLOGY S.R.L., hereinafter Uzinex, actively promotes equal opportunity, fair treatment, diversity and inclusion in all its activities. We firmly believe that diversity is a strategic asset that improves organizational performance, stimulates innovation, enriches the company's culture and responds better to the demands of a global market. This policy expresses our commitment to creating a working environment in which every person is respected, valued and has equal opportunities for professional development, regardless of personal characteristics.

Legal framework and international references

Uzinex's policy is based on the following legal instruments and international standards: the Constitution of Romania (Art. 4 — equality of rights); the Romanian Labour Code (Law 53/2003), in particular Art. 5 on the principle of equal treatment; Government Ordinance 137/2000 on preventing and sanctioning all forms of discrimination; Law 202/2002 on equal opportunities and treatment between women and men; Law 448/2006 on the protection and promotion of the rights of persons with disabilities; EU Directive 2000/43 on equal treatment irrespective of racial or ethnic origin; EU Directive 2000/78 on equal treatment in employment and occupation; EU Directive 2006/54 on equal opportunities between men and women; ILO Convention No. 111 on discrimination in employment and occupation; the UN Convention on the Rights of Persons with Disabilities (ratified by Romania through Law 221/2010).

Fundamental principles

• —Human dignity — every person has the right to respect, without discrimination or prejudice.
• —Meritocracy — decisions on recruitment, promotion and remuneration are based exclusively on skills, experience, performance and potential.
• —Transparency — the criteria, procedures and decisions are clear, communicated and applied uniformly.
• —Inclusion — we create an environment in which everyone feels welcome, respected and valued.
• —Responsibility — every manager and employee takes responsibility for respecting this policy in their daily activity.
• —Continuous improvement — we periodically evaluate our practices and adjust them to promote equal opportunity ever better.

Criteria protected against discrimination

Uzinex categorically prohibits any form of direct or indirect discrimination, harassment, unequal treatment or abusive behaviour based on: (1) sex, gender identity or sexual orientation; (2) age; (3) race, ethnicity, nationality or social origin; (4) religion, beliefs or affiliation to a religious denomination; (5) physical, sensory or mental disability; (6) marital status or family situation (including parental status, pregnancy, maternity/paternity leave); (7) socio-economic status; (8) political or philosophical opinions; (9) trade-union membership or trade-union activity; (10) language spoken; (11) chronic illness or medical condition; (12) genetic characteristics; (13) any other non-objective and illegitimate criterion unrelated to professional activity.

Areas of concrete application

• —Recruitment — advertisements are worded neutrally, without discriminatory criteria, and candidates are evaluated on skills, experience and fit with the role. We do not request personal information irrelevant to professional activity.
• —Selection — the selection process is standardized, documented and transparent. Interviews follow predefined guides to ensure objectivity.
• —Hiring — contracts and working conditions are identical for similar positions, without differentiation on non-professional criteria.
• —Remuneration — the principle of equal pay for equal work is strictly applied. The remuneration system is transparent and based on objective grids, experience, performance and complexity.
• —Promotion — advancement opportunities are communicated internally, open to all qualified employees, and selection is based on demonstrated merit.
• —Professional training — all employees have equal access to training programs, courses, certifications and professional development.
• —Working conditions — schedule, benefits, access to resources and tools are distributed equitably.
• —Performance management — evaluations are objective, based on measurable indicators and discussed transparently with each employee.
• —Dismissal and termination of contracts — decisions are based on legal grounds, not on discriminatory criteria.

Harassment and unacceptable behaviours

• —Sexual harassment — in any form, verbal, non-verbal or physical, is strictly forbidden and firmly sanctioned.
• —Moral harassment (mobbing) — repeated behaviours that humiliate, intimidate or isolate an employee are unacceptable.
• —Verbal discrimination — jokes, comments, remarks based on protected criteria are prohibited.
• —Physical or verbal violence — we tolerate zero violence in the workplace.
• —Retaliation — it is strictly forbidden to take repressive measures against a person who has reported a case of discrimination or harassment.

Measures to actively promote diversity

• —We promote balanced recruitment between the sexes in the technical/industrial sector, traditionally dominated by men.
• —We support women in leadership positions and in technical STEM roles (science, technology, engineering, mathematics).
• —We offer mentoring programs for young employees and newcomers.
• —We collaborate with organizations and initiatives that promote diversity in the technical industry (Women in Tech, Women in Engineering).
• —We ensure the physical accessibility of offices and digital platforms for persons with disabilities.
• —We adapt the schedule and working conditions for parents (flexibility, work-from-home, reduced hours on return from maternity/paternity leave).
• —We organize awareness sessions on unconscious bias and stereotypes.

Relationship with clients, suppliers and partners

The principles of equal opportunity extend to commercial relationships as well. Uzinex: (1) treats all clients with the same consideration and professionalism, regardless of the size of the business, geographic region or the personal characteristics of their representatives; (2) selects suppliers and partners based on objective criteria of quality, price, delivery and reliability, without favouritism; (3) refuses to participate in discriminatory practices requested by third parties; (4) promotes similar standards throughout the supply chain, encouraging suppliers to adopt their own equality policies.

Incident reporting procedure

Any employee, collaborator, commercial partner or other person who believes they have been subjected to acts of discrimination, harassment or unequal treatment in connection with Uzinex has the right and is encouraged to report the situation. The reporting procedure: (1) Informal reporting — directly to the line manager or the human resources department, for situations that can be resolved through dialogue; (2) Formal reporting — by email at info@uzinex.ro (with the subject [EQUAL OPPORTUNITY]) or in writing at the company's office; (3) All reports are treated confidentially and investigated promptly by an independent team; (4) The reporter receives acknowledgement of receipt within a maximum of 48 hours and feedback on the conclusion of the investigation within a maximum of 30 days; (5) Corrective measures may include: additional training, job transfer, disciplinary sanction, dismissal for serious misconduct, criminal complaint in extreme cases; (6) Uzinex guarantees the reporter's protection against any retaliation.

Training and awareness

Uzinex invests in the continuous training of employees on equal opportunity, through: mandatory courses for all new employees during onboarding, annual refresher sessions for all employees, dedicated training for managers on unconscious bias and managing diverse teams, thematic workshops for special occasions (International Women's Day, International Day of Persons with Disabilities, LGBT+ pride month). Training materials are updated periodically with concrete examples and the most recent practices.

Monitoring and reporting

Uzinex monitors the application of this policy through: (1) quantitative indicators — the percentage of women in leadership positions, the demographic diversity of the team, the employment rate of persons with disabilities, the gender pay gap; (2) qualitative indicators — employee satisfaction surveys, the number and nature of the reports received, feedback from exit interviews; (3) an annual diversity and inclusion report published internally and available on request to commercial partners; (4) periodic external audits to verify compliance with international standards (GRI, SDGs, ESG).