BOARD DIVERSITY POLICY

All appointments to the Company’s Board (the “Board”) and its succession plans are based on merit and objective criteria, in the context of the skills, experience, independence and knowledge which the Board as a whole requires to be effective, with due regard for the benefits of diversity on the Board. Within this context, we follow this Board Diversity Policy (the “Policy”) to assure we access the broadest pool of potential candidates on an equitable basis and engage executive search firms who have signed up to the Voluntary Code of Conduct on gender diversity and best practice.

Objective

The objective of the Policy is to ensure that the Board’s composition is inclusive welcoming different cultures, perspectives, skills, and experiences from across the globe. The IWG Group (“IWG”) is committed to engaging talented people, irrespective of their race, colour, religion, age, sex, sexual orientation, marital status, national origin, present or past history of mental or physical disability, socio-economic background and any other factors not related to a person's ability to perform the relevant role.

Commitment

IWG is an international business committed to the creation of an inclusive culture where our people reflect the diverse communities and stakeholders which we serve and where each person is given the opportunity to meet their full potential by using their talents, abilities, experiences and skills to participate in delivering a sustainable business.

Application

We believe that effective Board discussion and decision making is achieved by embracing diversity and inclusivity at Board level. This belief applies equally to our Board Committees.

Led by our Nomination Committee we actively seek to develop and maintain a Board, Audit Committee, Nomination Committee and Remuneration Committee made up of unique individuals with a diverse combination of skills, drive, beliefs, knowledge, personal attributes and experiences, that bring relevant viewpoints reflective of our stakeholders.

The Nomination Committee reviews and assesses Board composition on behalf of the Board and recommends the appointment of new Directors. The Nomination Committee also oversees the annual review of Board effectiveness.

• In reviewing Board composition, the Nomination Committee will consider the benefits of expanding on the skills, knowledge, experiences and perspectives of its members to address the issues and challenges it is facing and discharge its duties and responsibilities effectively.
• The Board aims to meet the voluntary objectives for Board diversity set by the FCA under the Listing Rules, FTSE Women Leaders Review and Parker Review, with it being acknowledged that during times of Board change there may be periods when these objectives are not achieved.
• The Nomination Committee will discuss and agree annually targets for achieving diversity on the Board.
• Any search firm engaged to assist the Nomination Committee in identifying candidates for appointment to the Board will be specifically directed to include a diverse range of candidates that reflect this Policy.
• As part of the annual review of Board effectiveness, the Nomination Committee will consider the balance of skills, experience, independence and knowledge of IWG, diversity representation, how the Board works together and other relevant factors.
• The Nomination Committee will report annually, in the Company’s Annual Report, on the process in relation to Board appointments and the progress it has made towards achieving the targets set out in this Policy.
• The Nomination Committee oversees management’s actions, where permitted under applicable local laws, to increase the proportion of senior leadership roles held by diverse individuals in support of the voluntary objectives recommended by the FTSE Women Leaders Review, Parker Review and other best practice recommendations.