S S TR The investigation reports are received and reviewed by the Chief TR A Executive OfÏcer, the General Counsel, the Chief People OfÏcer and A TE TE G the Chair of the Committee. The investigation outcomes, significant G I I C findings and status are reported to the Committee on a regular basis, C R R with all significant matters being reported directly to the Board. E E P During the year, 17 new reports were submitted via the confidential P O O R reporting facilities. The Committee monitored and assessed the R T outcome of the resulting investigations. T G G O O VE VE R R NAN NAN The Group has established C C E E procedures to ensure there is an appropriate mechanism for F F I I NAN NAN employees and other stakeholders C C IAL to report any concerns regarding IAL S S suspected wrongdoing or T T A A T misconduct.” T E E M M E E N N T T S S Committee performance evaluation F F U The Committee was evaluated as part of the internal effectiveness U R R T review of the Board and its Committees (details of which can be found T H H E Confidential reporting E R on pages 92-93) and concluded that it continued to perform effectively R INF The Group has established procedures to ensure there are appropriate INF and was rated highly by all the members. There were no areas flagged mechanisms for employees and other stakeholders to report any for improvement, but the Committee requested that reducing the OR concerns regarding suspected wrongdoing or misconduct. The level of detail in the papers and distributing the papers to allow more OR M M A Confidential Reporting Policy sets out the procedures and mechanisms reading time in advance of the meeting would increase effective A T T I for raising concerns in strict confidence. This policy has been revised I ON during the year and is made available to all employees on joining the discussion at the meetings. This will be addressed in the year ahead. ON business, it is included within the new Code of Conduct and the details are published on the Group intranet and employee noticeboards. The systems for confidential reporting are promoted in all new compliance eLearning programmes. Any concerns raised under this Policy are managed by the Director of Internal Audit & Risk Management and investigated with support from Human Resources and/or Compliance teams depending on the nature of the concern. Multiple options have been provided to enable the workforce to “Speak Up” and raise concerns, including through their line manager, senior management and through a third-party managed confidential reporting system. This system enables web, telephone and app based reporting of concerns confidentially, even anonymously if desired, through the third party hotline, which are available throughout the year and across the globe. A poster campaign has been rolled out during the year at all sites to increase awareness of the “Speak Up” confidential reporting hotline. ASTON MARTIN LAGONDA ANNUAL REPORT AND ACCOUNTS 2023 105