Nostrum recognises the important role that good corporate governance plays in the success of the Company. As a result, the Board promotes high standards of corporate governance as a key component of its activities. Clearly defined roles and responsibilities, non-executive independence, boardroom and workplace diversity, an open and transparent culture and the work of our committees in implementing the Company’s values and policies throughout the Group are all vital ingredients to get this right for our stakeholders.

In order to ensure that it is involved in making important decisions for the Group and to ensure a clear division of responsibilities between the Board and executive management, the Board has identified certain “reserved matters” that are subject to its approval. Other matters, responsibilities and authorities have been delegated to its committees and the senior management team, as set out in the governance framework on pages 90-92. The schedule of matters reserved for the Board is reviewed annually and is available here.

The Company’s Chairman as from 14 February 2023, Stephen Whyte, is a non-executive director who also chairs the Company’s Strategy Committee.

The Chief Executive Officer is also a member of the Strategy Committee and his strategic capabilities are strengthened by the Senior management team.

Robust oversight is crucial for strong corporate governance and the Board is committed to securing this through an appropriate balance of independent Non-Executive Directors.

At the date of this Annual Report, the Board considers all of its Non-Executive Directors other than the Chairman, Martin Gudgeon and Viktor Gladun to be independent within the meaning of this term as defined in the Code.

The Board has due regard for the importance of, and benefits from, diversity in its membership, including gender diversity, and strives to maintain an appropriate balance on the Board. The Board is composed of individuals with diverse sectoral experience, ages, geographic and ethnic origin, and gender.

As at 31 December 2024 the Company has 17% female representation on its Board. As at 2024 year-end, the Audit Committee comprises 50% females, the Nomination and Governance Committee has 25% female representation and 33% are females in the Remuneration Committee. The Nomination and Governance Committee remains satisfied that the Board has the right mix of skills and experience to operate effectively. However, the skills and experience mix are under continuous review, and in furtherance of the Company’s diversity goals the Company is seeking to add a second woman to the Board by the end of 2025. The Nomination and Governance Committee remains committed to monitoring diversity closely as part of future succession planning.

On 7 December 2017, the Board approved its Equality and Diversity Policy. Clarificatory amendments were made to the Company’s Equality and Diversity Policy on 14 September 2022, to which the Company continued to adhere throughout 2024.

In accordance with the policy, the Group is committed to eliminating discrimination and encouraging equality and diversity in all of our business activities, including the provision of employment. The policy applies to all who work for the Group, including Directors, together with the managerial, supervisory and administrative bodies of all entities within the Group.

The policy also applies equally to the treatment of our supply chain, applicants and visitors by our staff and the treatment of our staff by these third parties. The objective of the policy is to promote equality of opportunity and to ensure that no individual suffers unlawful discrimination, directly or indirectly, on the grounds of race, colour, ethnicity, religion, sex, gender identity or expression, gender reassignment, national origin, age, marital status, disability or sexual orientation.

The Group aims to ensure the objective of the policy is met by:

• Ensuring all recruitment advertising and publicity aims to encourage applications from any individual who has appropriate qualifications and/or experience;
• Not offering discriminatory conditions of employment;
• Ensuring all promotions are made strictly on the basis of the ability to do the job and no such decision is made on a discriminatory basis;
• Considering requests for part-time work or job-sharing opportunities wherever appropriate and practicable, and aiming to ensure that part-time employees receive fair treatment;
• Ensuring that the demands of religion (e.g. prayer time and religious holidays), culture (e.g. traditional dress) and special dietary needs are accommodated where possible; and
• Taking reasonable steps to assist employees with domestic responsibilities (e.g. young children and dependent elderly relatives).

Throughout the year, our commitment to advancing diversity and inclusion within our organisation has remained a priority. We have enhanced and implemented several initiatives, notably the ‘Targeted Recruitment Program’, focusing on underrepresented groups such as women, minorities, and individuals with disabilities. Concrete measures as collaborating with external organisations, taking training for inclusive recruitment, and creating inclusive job advert have been taken. For more information on the Diversity Action Plan of the Group please see pages 63-64.

As at 31 December 2024, we did not comply with the following targets in the Listing Rules on board diversity:

• 40% of individuals on the board to be women.
• At least one senior position (chair, chief executive, senior independent director or chief financial officer) to be held by a woman.

As at 31 December 2024, we complied with the target in the Listing Rules on board diversity that at least one individual on the board be from a minority ethnic background.

Diversity data is collated by our HR function who request colleagues to self-report against drafts of this Annual Report. These targets were not met due to the appointment processes which concluded on 14 February 2023 having failed to identify sufficient female candidates.

Directors have a duty to avoid a situation in which they have, or may have, a direct or indirect interest that conflicts or may conflict with the interests of the Company.

Formal procedures are in place to ensure that the Board’s powers of authorisation of conflicts or potential conflicts of interest of Directors are operated effectively.

The Board is satisfied that during 2024 these procedures were enforced and adhered to appropriately.

All Executive Directors have service agreements with the Company. All Non-Executive Directors have letters of appointment with the Company. For all Executive Directors engaged through service agreements, there is no term limit on their services, as the Company proposes all Executive Directors for annual re- election at each subsequent Annual General Meeting of the Company.

Each Non-Executive Director appointment is for an initial term of three years, subject to being re-elected at each subsequent Annual General Meeting.

Bribery and corruption are significant risks in the oil and gas industry and, as such, the Company operates a Group-wide AntiCorruption and Bribery Policy, which applies to all Group employees and contractor staff. The policy requires: annual bribery and corruption risk assessments; risk-based due diligence on all parties with whom the Company does business; appropriate anti-bribery and corruption clauses in contracts; and the training of personnel in anti-bribery and corruption measures. In addition, the Company’s Code of Conduct requires that employees or others working on behalf of the Company do not engage in bribery or corruption in any form. Corruption-related risks are evaluated on a Group-wide basis (not in respect of divisions). No confirmed corruption cases were identified in 2024.

No live anti-bribery training was conducted in 2024, however a video was created of the anti-bribery training session led by the CLO in November 2023 and that video was made available in 2024 for training Nostrum personnel on anti-bribery matters.

The Company has also adopted a Whistleblowing Policy that takes account of the Whistleblowing Arrangements Code of Practice issued by the British Standards Institute and Public Concern at Work.

Further information can be found on page 66.

No whistleblowing disclosures were reported in 2024.

Further to the new rules under the Criminal Finances Act 2017 (CFA) in the UK, in 2018 the Board approved an Anti-Facilitation of Tax Evasion Policy applicable to the Group and its associated persons. In connection with the preparation of this policy, the Company commissioned an independent bespoke risk assessment and incorporated findings from the assessment into the policy.

1. Since 24 February 2023, no Director has been appointed as Senior Independent Director.
2. The Strategy Committee was formally created on 24 February 2023.
3. The Health, Safety, Environment and Communities Committee was at the Board level in 2022. In early 2023, new Senior Management level HSE and ESG committees were formed. Both committees are chaired by the Chief Executive Officer.