Gender Equality Plan (GEP) for Sang Biotech AB Approval date: 2025-09-01 Applies to: All employees, leadership, and contractors

1. Public Commitment We are committed to fostering a diverse, inclusive, and gender-equal workplace that supports innovation and scientific excellence. Gender equality is essential to our mission and long-term success. This plan is approved by company leadership, publicly available at www.sangbiotech.com, and reviewed annually.

2. Responsibility GEP Lead: CEO, Marie Jeansson Responsibilities include monitoring progress, organizing training, annual reporting.

3. Data Collection & Monitoring: We will collect and review gender-disaggregated data annually on workforce composition (by role, level, contract type), recruitment (applicants, hires), promotions and turnover, salaries and bonuses, and parental leave uptake. Data protection: Fully compliant with General Data Protection Regulation.

4. Key Objectives & Actions

A. Fair Recruitment & Career Progression Goal: Ensure equal opportunities in hiring and advancement. Actions: use gender-neutral language in job ads, ensure balanced hiring panels (where feasible), use structured interviews with standardized criteria, track gender ratios in candidate pipelines, encourage women to apply for technical and leadership roles. Target: ≥40% representation of underrepresented gender in candidate shortlists

B. Work-Life Balance & Inclusive Culture Goal: Create a supportive environment for all employees. Actions: offer flexible working hours and remote options when feasible, support parental leave for all genders, normalize caregiving responsibilities, avoid scheduling key meetings outside core hours.

C. Gender Balance in Leadership Goal: Improve representation in decision-making roles. Actions: identify and mentor high-potential employees from underrepresented genders, ensure transparency in promotion criteria, review leadership composition annually. Target: Aim for at least 30–50% gender balance in leadership.

D. Gender Pay Equality Goal: Eliminate unjustified pay gaps. Actions: conduct annual internal pay review, compare salaries by role and level, adjust discrepancies where identified.

E. Anti-Harassment & Safe Work Environment Goal: Zero tolerance for harassment and discrimination. Actions: implement a clear code of conduct, provide confidential reporting channels, ensure no retaliation for complaints, investigate all cases promptly.

5. Training & Awareness All employees (including leadership) will receive basic training on unconscious bias, on inclusive workplace practices, and on anti-harassment policies. Frequency: Onboarding + refresher every 2 years

6. Monitoring & Evaluation Annual review includes progress toward targets, updated gender statistics, employee feedback (anonymous survey), and adjustments to actions if needed. Results are shared internally.

7. Compliance with EU Requirements This plan aligns with Horizon Europe GEP eligibility criteria, EU equality directives, National Labor laws in Sweden and EU member states.

8. Continuous Improvement As a growing biotech company, we recognize that our workforce will evolve and new challenges will emerge. We commit to iterating this plan annually and to scaling policies as the company grows.