Signatories declare the following:

1. Signatories are convinced of the importance of diversity (M/W) in their organization. They commit to the development of, or (when already existing within the current diversity policy), continuation of a clear strategy to realize and preserve a continuous smooth flow of more female talent into top functions – second and third echelon and Executive Boards. Wherever and whenever possible, signatories emphasize to the Supervisory Board the importance of more diversity in this Board.

2. Signatories set specific quantitative targets for the realization and preservation of a continuous smooth flow of female talent into the top of their organization within three to five years, when applicable within their existing diversity policy. These quantitative objectives are organization specific and depend on the initial situation of the organization. Besides staff positions, it is important to increase the number of appointments in operational management functions.
   a. In the first six months after signing, every signatory performs a baseline assessment of the percentage of female talent with special focus on women in top positions and women with the opportunity to occupy a managerial position in the (near) future. The employer reports on this on the basis of a standard tool adopted by the Monitoring Committee. If the employer is already reporting on diversity (M/W), he or she submits this report based on the standard tool.

3. Within six months after signing, signatories either lay down a clear management strategy, or confirm their already existing diversity strategy on the basis of which they try to reach their quantitative targets. This strategy is laid down and communicated clearly to all employees within the organization by the Board or, when applicable, the top management of the organization in cooperation with HR
   a. Where or when applicable, the strategy as part of the strategic policy will be submitted at least once a year to the Supervisory Board. Signatories review this strategy annually and adjust this, if necessary, on the basis of results and achievements. As far as the signatory already has a strategy, he or she submits this to the Monitoring Committee. This strategy can furthermore be tested against the catalogue concerning best practices.

4. Signatories lay down their strategy formulated on the basis of before mentioned quantitative targets in clear, action-oriented management agreements. The management can partly be assessed on its contribution to the realization of these targets. These targets can be both quantitative and focused on the process in order to achieve a higher participation degree of women.

5. a. Signatories annually report their progress on a number of clear key performance indicators – realization and preservation of a continuous flow and of the percentage of female talent in the second and third echelons and Executive Boards/top management– to the Monitoring Committee established especially for this purpose. This report contains the progress with respect to the results of the baseline and the quantitative targets if applicable. Employers, of course, have the opportunity to report more elaborately.
   b. Multinationals report, when applicable, within their already existing global diversity policy on the results achieved in the Netherlands.
   c. Listed companies that have signed the Charter and to which the Dutch Corporate Governance Code applies, can also publish this report within their regular annual report and clarify it in the annual meeting of shareholders (especially where this report relates to the composition and profile of the Supervisory Board).

6. Signatories actively work on the development of specific tools for career guidance of female talent. One of these tools might be the adjustment of procedures for recruiting and appointing for higher positions. Included in the Charter is a catalogue of best practices in the area of diversity policy. This catalogue can be used for the development of these tools.

7. Signatories share their experiences regarding best practices in the catalogue and the initiatives that have been developed by themselves in the area of talent stimulating policy with other signatories.

8. The Monitoring Committee annually announces the progress made on the basis of the reports of the signatories to the Charter. Besides, the Committee provides positive publicity for the relevant signatories in various means of communication, such as in the media and on the website.