Employee Care-ZANGGE MINING COMPANY LIMITED

Equality and Inclusion

Zangge Mining adheres to a people-centered approach and fair employment principles. We commit to treating all employees equally, without discrimination based on nationality, gender, ethnicity, race, religion, education, or physical disability. The company strictly prohibits child labor, forced labor, workplace harassment, and bullying, striving for fair and just operations.

Human Rights Protection

Zangge Mining attaches great importance to human rights protection and fully integrates human rights management requirements into its policy development and business management systems. In accordance with its Human Rights Policy, the Company continues to protect the legitimate rights and interests of employees, contractors, and suppliers’ employees, with a focus on implementing the following principles: compliance with laws and regulations, prohibition of forced or compulsory labor, prohibition of child labor, equal employment and non-discrimination, freedom of association and collective bargaining, and the provision of a safe and healthy working environment. In 2025, the Company did not experience any human rights violations involving child labor or forced labor.

Compliance Employment Management

Zangge Mining strictly complies with relevant laws and regulations, including the Labor Law of the People’s Republic of China, the Employment Promotion Law of the People’s Republic of China, the Law of the People’s Republic of China on the Protection of Minors, and the Provisions on the Prohibition of Using Child Labor. The Company also carries out employment management with reference to international labor standards and applicable labor compliance requirements in its operating locations. The Company firmly protects employees’ rights to fair employment and their legitimate rights and interests, and strictly prohibits any illegal or non-compliant conduct such as the employment of child labor or forced labor, thereby effectively fulfilling its responsibility to protect human rights. In 2025, the Company’s labor contract signing rate was 100%.

Localized Employee Management

The Company observes the principles of diversity and inclusion. While respecting the cultures and religious customs of its operating locations, the Company ensures that employees receive compensation, benefits, and professional skills training that meet local standards. Through festive exchanges and cultural activities, the Company strengthens mutual trust and collaboration among teams in different operating locations. At the same time, the Company actively engages in care initiatives for local communities and ethnic minority employees, further consolidating the talent foundation for sustainable development. As of the end of 2025, the Company had 252 ethnic minority employees.

Protection of Women’s Rights

The Company strictly complies with the relevant requirements of the Law of the People’s Republic of China on the Protection of Women’s Rights and Interests, and effectively implements special provisions and collective agreements related to labor protection for female employees. It actively responds to and supports female employees’ career development needs. In terms of leave and welfare protection, the Company clearly implements dedicated leave entitlements such as maternity leave, breastfeeding leave, and childcare leave through its policies. It also organizes International Women’s Day themed activities, lectures on women’s health, and festive care initiatives, striving to create a warm, harmonious, and inclusive workplace atmosphere where female employees can grow with support and respect.

Support for Vulnerable Groups

The Company is committed to building a disability-inclusive work environment. By providing appropriate workplace accommodations and strengthening safety protections, the Company ensures that every employee can steadily realize their potential in a healthy working environment. The Company upholds the principle of equal opportunity and supports employees with disabilities in pursuing their career development paths. It promotes equal development opportunities for them in areas such as position selection, career growth, and management advancement. As of the end of 2025, the Company had nine employees with disabilities.

Anti-Discrimination, Anti-Harassment, and Anti-Bullying

The company maintains a zero-tolerance policy toward workplace discrimination, bullying, and harassment. Employees can report incidents directly to the trade union, the president’s office, the internal control department, or via a dedicated complaint mailbox. Reports trigger independent and appropriate investigations to ensure timely resolution.

Talent Attraction and Retention

Zangge Mining complies with local employment and labor rights laws, optimizing recruitment mechanisms, expanding talent pipelines, and establishing career development and compensation systems. Multiple communication channels are provided to engage employees, stimulate motivation, and enhance cohesion.

Talent Attraction

Compliant Employment

Human Rights Protection

Compensation and Benefits

Communication and Engagement

Employee Development and Training

Career Development Opportunities

Talent Development

Campus Recruitment Training

Professional Skills Training

Based on industry employment trends, business development needs, and human cost planning, Zangge Mining coordinates diversified recruitment efforts, including campus recruitment, social recruitment, internal referrals, and post-retirement re-employment, to ensure that the Company’s staffing needs are met in a timely and efficient manner. At the same time, the Company continues to enhance workforce stability by improving career development pathways, strengthening talent development mechanisms, and optimizing employee care initiatives.

In October 2025, Zangge Mining held the “Building Cohesion and Empowering Growth” symposium for 2026 campus ambassadors. The event established a platform for school-enterprise exchange, deepened campus ambassadors’ understanding of the Company’s corporate culture and recruitment policies, and strengthened talent attraction and brand communication.

In June 2025, Zangge Mining received a visiting delegation from Qinghai University for exchange discussions. The two sides held in-depth communication on topics including school-enterprise joint training, frontline production internship positions, enhancement of engineering practice capabilities, and the transformation of scientific research achievements, further expanding the industry-university-research collaborative talent development platform.

Zangge Mining strictly follows the Labor Law, Trade Union Law, Law on the Protection of Women’s Rights, and regulations prohibiting child labor, as well as relevant local laws. Internal procedures such as the Employee Recruitment Management System and Labor Contract Management Regulations ensure fair, transparent, and legal employment practices. By the end of 2024, the company had been recognized for four consecutive years as an A-level compliant enterprise by Qinghai’s Human Resources and Social Security Department.

The company adheres to local laws and international standards, including the UN Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, and ILO fundamental labor principles. Zangge Mining publishes its Human Rights Policy on its official website and requires suppliers and contractors to comply, ensuring sustainable business operations. No violations related to child labor or forced labor occurred during the reporting period.

Zangge Mining upholds the value orientation of rewarding diligence, discouraging underperformance, and ensuring fairness and impartiality. The Company adheres to the principle of equal pay for equal work, and has built a compensation system centered on position value, capability, and performance. It also continues to enrich its employee welfare and protection system, covering statutory benefits, holiday benefits, occupational health, communication allowances, non-local work allowances, housing support, family visit leave, and other areas, so as to meet employees’ practical needs in different work and life scenarios. Employee Welfare Protection: Focusing on employees’ diversified needs, the Company has established a welfare system covering statutory protection, distinctive benefits, and long-term incentives. It also continues to improve mechanisms such as the employee stock ownership plan, enhancing employees’ sense of recognition and gain. As of the end of 2025, the Company’s employee welfare coverage rate reached 100%.

In the summer of 2025, the Company effectively protected employees’ health and operational safety in high-temperature environments by procuring heatstroke prevention supplies, distributing cooling care items, and strengthening safety reminders for high-temperature operations.

In September 2025, the labor union of Zangge Potash Fertilizer organized a mixed-gender tug-of-war competition, further strengthening teamwork awareness and corporate cohesion while enriching employees’ cultural life outside work.

Zangge Mining fully protects employees’ legitimate rights and interests, and supports employees in participating in corporate organizational activities and expressing legitimate concerns through compliant channels. Leveraging its labor union, the Company has established and continued to improve the Employee Representative Congress system. It has also developed diversified communication mechanisms, including employee satisfaction surveys and the OA digital communication platform, to continuously collect and respond to employee concerns, and to further enhance employees’ sense of participation, recognition, and organizational cohesion. In addition, the Company continues to improve its employee grievance protection mechanism. It encourages employees and stakeholders to report confirmed acts of fraud, corruption, or conduct that harms the Company’s interests, and protects whistleblowers in accordance with the law to ensure that they are not subject to unfair dismissal, accountability measures, or disciplinary action. For retaliation against whistleblowers, the Company will initiate investigations and pursue accountability in accordance with the law, thereby effectively protecting employees’ legitimate rights and interests.

In November 2025, Zangge Mining convened the first meeting of its first Employee Representative Congress. The meeting reviewed and approved policies including the Internal Accountability Measures, Attendance and Leave Management Measures, Employee Benefits Management Measures, and Social Insurance and Housing Provident Fund Management Measures, further improving the Company’s system for protecting employees’ rights and interests.

On November 11, 2025, Zangge Mining held the founding meeting of its labor union and the first member representative congress. This marked an important step for the Company in strengthening democratic management and improving its modern corporate governance structure.

The Company adheres to the philosophy of “making talent a key driver of corporate development” and has optimized and upgraded its employee career development and growth management mechanisms. In line with trends in industrial transformation and technological change, the Company has advanced initiatives including the development of career growth pathways, training for campus recruits, professional skills training, competition-based training, and training on the application of intelligent AI technologies. These efforts continue to expand employees’ growth opportunities and broaden their cognitive horizons.

In July 2025, the Company organized a mentor meeting for college graduates to help newly recruited campus hires quickly transition into a new stage of career development.

In May 2025, the Company organized specialized training on the application of intelligent AI technologies. The training included two types of courses: general awareness training for all employees and advanced professional training. It covered approximately 200 employees and focused on topics such as DeepSeek, smart office tools, data analysis, and applications in management scenarios.

Zangge Mining continues to improve its employee career development management mechanism, with a focus on building clear, diversified, and sustainable career development pathways. The Company has established a multi-channel development system covering management, professional, and operational sequences. Through job rotation, internal mobility, and cross-channel development, the Company encourages employees to achieve vertical advancement and horizontal growth at different stages of their career development.

We have set phased development goals for our talent development system, focusing on employees’ career growth to build and improve the training framework. This enables employees to receive timely support at different stages of their career. The company has established training programs tailored to different levels and positions, providing targeted development opportunities for new hires, production staff, and managerial employees.

The Company attaches great importance to the development of new employees, especially campus recruits, and continues to improve its internal talent development mechanism. In 2025, the Company developed dedicated training programs for campus recruits. Through theoretical instruction, on-site teaching, job rotation practices, and mentor guidance, the Company continuously enhanced the professional competence and technical capabilities of fresh graduates, helping them integrate into their positions more quickly.

The company organizes various production training sessions and skill competitions to enhance employees’ technical abilities and overall competence. At the same time, for non-production and non-technical roles—such as board office staff, financial media relations, and crisis management—special attention is given to improving professional skills and work literacy. Relevant training programs are actively organized to strengthen employees’ knowledge and expertise in these areas.

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