31 August 2021

Statement of continued support for the United Nations Global Compact (UNGC)

To our stakeholders:

I am pleased to confirm that Vodacom Group reaffirms our support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

We continue to be committed to making the UN Global Compact and its Ten Principles part of our strategy, culture and day-to-day operations of our company, and to engaging in collaborative projects that advance the broader development goals of the United Nations, particularly the Sustainable Development Goals (SDGs). Vodacom’s purpose – to connect for a better future by enabling inclusive and sustainable digital societies – serves as the framework for what we do at Vodacom.

We firmly believe in the power of technology and communication services to support socioeconomic development, enhance financial inclusion and promote sustainable growth. Our purpose and commitment to strengthening our social contract with our stakeholders has shaped our response to the profound challenges brought on by COVID-19 during the year. Our response strategy, implemented in two phases, focused on enhancing communication and enabling information sharing between governments, individuals, communities and business during these very challenging circumstances, and providing assistance in multiple ways to help government cope with the crisis.

Our core purpose of connecting for a better future aligns with the United Nations (UN) Sustainable Development Goals (SDGs). These SDGs articulate what a better future means and help us set a clear long-term plan to end poverty, protect the planet and ensure prosperity for everyone by 2030. We continue to contribute to the SDGs that we signed up for to uplift societies in partnership with governments. We aim to sustainably create value through our core business of increasing access to reliable and accessible data and voice services, and we continue leveraging our mobile network services to help achieve the goals envisaged by the UN. This also enables us to meet national and global developmental objectives, such as rebuilding economies severely affected by COVID-19, while simultaneously promoting inclusive and sustainable action as we start to recover from the effects of the pandemic.

Yours sincerely,

Shameel Joosub
Chief Executive Officer
Vodacom Group

Vodacom adheres to our responsibility to respect human rights as set out in the Universal Declaration of Human Rights and the International Labour Organisation fundamental conventions and the United Nations Guiding Principles. More information on this can be found in the 2021 Sustainability report
https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf
and the Vodacom digital code of conduct
https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf.
Our policies on governance matters including our declaration on Human Rights at Work Guide can be found on:
https://vodacom.com/governance.php

Vodacom does not tolerate any form of discrimination especially related to but not limited to age, gender, disability, gender identity, sexual orientation, cultural background or belief. We base relationships with employees on respect for individuals and their human rights. We encourage our employees to challenge discriminatory behaviour, and want everyone to feel they are able to raise any concerns without fear of retaliation.
More information can be found on Page 48-50 of the Vodacom digital code of conduct
https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf and page 68-85 of the 2021 Sustainability report
https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf.
Our policies on governance matters including our declaration on Human Rights at Work Guide can be found on https://vodacom.com/governance.php

Our commitment to an Inclusion for All culture is enshrined in our global initiatives focusing on breaking the barriers around Gender, LGBT+, and Disability. The global adoption of our initiatives such as the Maternity and Parental Leave Policy, Domestic Violence and Abuse Policy and LGBT+ Friends Network, enables us to support our employees whatever their background and wherever they are. More information can be found on Page 48-50 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf and page 68-85 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. Our policies on governance matters including our declaration on Human Rights at Work Guide can be found on https://vodacom.com/governance.php

The health, safety and wellbeing of our employees is one of our most fundamental responsibilities. Everyone working for or on behalf of Vodacom must behave in a safe and responsible manner at all times. Our commitment to safety does not differentiate between our own employees and contractors and our suppliers’ employees and contractors. We expect our suppliers to be accountable for managing health and safety risks in their operations and meet our high standards as set out in the Code of Ethical Purchasing. More information can be found on Page 31-35 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf and page 68-85 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. Our policies on governance matters including our declaration on Human Rights at Work Guide can be found on https://vodacom.com/governance.php

Our businesses rely on international supply chains that span multiple tiers. We work with our suppliers, partners and peers to drive responsible and ethical behavior and high standards across our supply chain, and do our utmost to keep everyone working in our operations safe from harm. We have robust systems and standards, based on our values, which we expect our suppliers to share. These standards set out our minimum expectations on our suppliers, and are enshrined in our Code of Ethical Purchasing. Engaging directly with suppliers is one of the most effective ways of improving performance in our supply chains. From monitoring noncompliance to carrying out assessments and employee surveys, we work to help suppliers strengthen their own compliance and processes. We also work to encourage our suppliers to cascade our requirements to their suppliers and subcontractors. More information can be found on Page 39 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf

And Page 83-93 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. Our policies on governance matters including our declaration on Human Rights at Work Guide can be found on https://vodacom.com/governance.php

We recognize the important role of civil society advocacy. We value constructive dialogue with civil society, including with human rights defenders, to advance the respect for human rights and will seek to engage where relevant and appropriate for both parties.
More information can be found on Page 51-52 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf

• Vodacom believes that the opportunities of a digital future should be accessible to all. Our goal is to democratise digitalisation, making technology truly accessible to everyone, leaving no one behind. Through our technology, we contribute to the work to bridge the divides that exist and help people to enjoy and exercise their fundamental rights in full, while contributing equally and fully to society.
More information can be found on Page 21-48 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf.

• Community Consultation and Land Rights Communications networks are infrastructure intensive and where relevant, we remain committed to transparent consultation and active engagement with landowners, community leaders and municipal authorities. This engagement is undertaken in compliance with our anti-bribery policy that makes it clear that we never offer any form of inducement to secure a permit, lease or access to a site.
More information can be found on Page 93 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. And Page 51 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf

• Vodacom encourages everyone to report any grievances as soon as possible. Our employees can do this through a confidential third-party hotline Speak Up, accessible in their local language online or by telephone. Speak Up operates under a non-retaliatory policy, meaning that everyone who raises a concern in good faith is treated fairly, with no negative consequence for their employment with Vodacom. Our customers can report grievances through a dedicated complaints line and Privacy Query Form. We believe that transparency is a key component to providing remedy. We continue to disclose information on our efforts to respect human rights and to provide remedy, and remain active in the overall stakeholder dialogue.
More information can be found on Page 91-92 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. And Page 8-10 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf

• Vodacom is committed to process personal data honestly, ethically, with integrity, and in a manner which is always consistent with applicable laws and our values. Our objective is to be open and transparent about the way we process personal data, to provide fair choices on how such data is processed, to manage personal data responsibly and to offer secure services to our customers and employees. We respect and seek to protect our customers’ lawful rights to hold and express opinions and share information and ideas without interference. Law enforcement authorities sometimes require licensed operators to comply with requests to provide information on individual users’ data or limit selected services in their networks. These requests often serve a legitimate need to protect the public, investigate criminal activity, safeguard the economy or protect critical national infrastructure. We aim to balance our responsibility to respect our customers’ right to privacy and freedom of expression with our obligations to comply with the law in each of the countries in which we operate.
More information can be found on Page 94-96 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. And Page 43-46 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf

• Vodafone’s Privacy Commitments are supported by four privacy policy standards that have been developed to address specific areas of high privacy risk. The policy standards are overseen by the Group Executive Committee, with implementation and local engagement led by the Group privacy team. The Privacy Risk Management Standard sets out the resources and privacy risk control processes to ensure compliance with applicable local data protection laws as well as with Vodacom’s Privacy Commitments. Those control processes include a privacy risk impact assessment of personal data processing activities – at a functional or organisational level – of new products and Customer Privacy services, and of new suppliers. They also require the implementation of a data breach management process and a document management and retention policy.
More information can be found on Page 94-96 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. And Page 43-46 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf

People
Key indicators 2021
Full-time permanent employees 7 875
Engagement index (%) 77%
Employee turnover (%) 3.9%
Total spend on training2 (Rm) 472

Female representation in senior management (>F band) (%) 35%
Black representation in senior management (>F band) (%) 62,0%
Female representation in the workplace in South Africa 43,6%
Black representation in the workplace in South Africa 77%
Black representation in the Executive committee in South Africa 66,7%
Female representation at the Board 39,8%
Ratio of average basic salary of men to women (times) 1.0:1
Maternity benefits programme 118
Diversity and inclusion webinar 3 000
Socio-economic development (women, youth, people with specific needs and education programmes) - (Rm) 278
Average training hours 114 431

4G population coverage in rural South Africa 82,9%
4G population coverage in South Africa 97,3%
3G population coverage in South Africa 99,9%
Number of financial services customers (including Safaricom) - million 57,7
Number of rural network sites in South Africa 2 784
Number of customers (including Safaricom) 123,7
M-Pesa customers (including Safaricom) 44,5
Airtime advance - million 10,8
ConnectU users - million 15,5
Stock visibility solution - million 41
Early payment for SMEs (Rb) 1,1
Insurance policies - million 2,1

E-school users (Education application) - million 1,25
Mum & baby - million 1,9
Spend in connectivity for schools - million 7,9
Spend in training the youth through youth academy - million 6,7
Spend in training Gender Based Violence survivors - million 4,5
Vodacom Foundation - million 173
Number of young people on NXT LVL platform - million 3,5

We recognise the rights of employees to join trade unions and engage in collective bargaining in accordance with local law. We also recognise the importance of employees having a robust channel for raising matters of importance to management. Vodacom consults with our employees through the National Consultative Committee. Our permanent employees receive training on human rights policies and procedures. This year, 79% of employees completed training on sexual harassment, 58% completed training on diversity, and 59% attended training related to GBV. Vodacom encourages freedom of association and labour representation across the workforce and promotes good relations with trade unions at our respective operations.
More information can be found on Page 81 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. Our policies on governance matters including our declaration on Human Rights at Work Guide can be found on https://vodacom.com/governance.php

Vodacom does not tolerate forced, bonded or compulsory labour, human trafficking, child labour and other kinds of slavery and servitude within our own operations or within our supply chain, and are committed to taking appropriate steps to ensure that everyone who works for Vodacom – in any capacity, anywhere in our markets – benefits from a working environment in which their fundamental rights and freedoms are respected.
More information can be found on Page 39 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf
And Page 83-93 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. Our policies on governance matters including our declaration on Human Rights at Work Guide can be found on https://vodacom.com/governance.php .

We are committed to respecting the rights and freedoms of our employees and people working in our supply chain. We will not tolerate any forms of human rights abuse within our own operations or within our supply chain, and are committed to taking appropriate steps to ensure that everyone who works for Vodacom – in any capacity, anywhere in the world – benefits from a working environment in which their fundamental rights and freedoms are respected.
More information can be found on Page 39 of the Vodacom digital code of conduct https://vodacom.com/pdf/governance/2019-vodacom-digital-code-of-conduct.pdf
And Page 86-88 of the 2021 Sustainability report https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf. Our policies on governance matters including our declaration on Human Rights at Work Guide can be found on https://vodacom.com/governance.php .

Our Code of Conduct sets out what we expect from every single person working for and with Vodacom. It also underlines our responsibilities to our people, partners and shareholders. It includes, among other topics, our expectations on human rights, health and safety, and diversity and inclusion. Our overall commitment to our people is outlined in the ‘A technology employer’ section of the Sustainability Report, at page 68, which discusses how we manage issues such as diversity and engagement. We also outline our approach to health and safety on pages 82. The ‘Responsible supply chain’ section at pages 86 explains how we manage labour issues in our supply chain.
https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf.

Key indicators 2021
Number of fatalities 1
Lost-time injury frequency rate (LTIFR) 0,00
Major incidents 2
Lost-time incidents3 7
High-potential incidents 368
Minor incidents 28
Near-miss incidents 11
Number of employees trained in health and safety 514
Training in men's health 735
Training in women's health 831
Training in mental health resilience 987

Number of employees that attended the ethical leadership event 3 816
% of employees trained in DWR 2.0: e-learning, gamebased training initiative on the Code of Conduct, anti-bribery, security, health and safety, and privacy. 94%

We believe that urgent and sustained action is required to address climate change and that business success should not come at a cost to the environment. We are positive and optimistic that together we can create a future where good business and doing good are the same thing. Through our investment in renewable energy and energy efficiency, our water-wise initiatives, and our activities to reduce waste, we are working to reduce the environmental impact of our activities. In addition to mitigating our own environmental impact, we are providing innovative technologies and digital solutions that enable our individual customers, government and enterprises to reduce their impacts, save costs, and facilitate a transition towards a low-carbon future.

Over the past decade it has become clear that collective action is needed to create a better future for everyone. As a company with a footprint that extends across Africa, we need to be intentional about our efforts to create a more inclusive, sustainable future for all while ensuring we are resilient, flexible and adaptable. Vodacom remains a leader among peers in mitigating the
risks and harnessing the opportunities presented by environmental, social and governance (ESG)
challenges.

Vodacom operations are considered to have a low impact on the natural environmental and biodiversity however we remain mindful of our consumption of energy, water and generation of waste and aim to halve our environmental impact by 2025 against a 2017 baseline.
In environments that are becoming increasingly uncertain and complex, Vodacom is guided by our purpose to connect for a better future and social contract which places importance on the values of fairness, trust and leadership when engaging with our stakeholders.

We acknowledge that our employees, customers and communities in the countries in which we operate are particularly vulnerable and susceptible to severe weather events and natural disasters. Vodacom remains mindful of this and strives to improve the resilience and sustainability of our operations by mitigating our impact on the environment as far as possible. Our industry such as ours, is unique in that we provide innovative products and services that help our employees and customers to mitigate the impact of these disasters. The role of technology and keeping people connected was heightened during the course of the COVID-19 pandemic. From rapidly transforming the workplace and ensuring the wellbeing our employees’, to responding to people’s needs for health, education, safety and security during this critical time, Vodacom’s purpose became more than just a vision but a reality that we live every day.

As we adjust to this ‘new normal’ we remain committed to operating responsibly and reducing our impact on the environmental by reducing our energy and water consumption, generation of waste and protection of the diverse natural resource base on which we depend. The global movements towards a sustainable future are picking up pace - from pressure to meeting the commitments of the Paris Agreement to adopting the principles of the circular economy, Vodacom’s response to environmental, social and governance risks and opportunities set us apart from our peers in the sector.

Energy
Vodacom’s most material environmental impact is from our operations which includes the consumption of energy derived from fossil fuels, generation of electronic waste and value chain activities. To show leadership and ambition towards a sustainable future, Vodacom made a commitment to halve our environmental impact by 2025. Our purpose to connect for a better future is guided by our ambition to create inclusive and digitally enabled societies in a manner that is sustainable and does not come at the cost of the environment.

Over the next three years, we will seek more sharing opportunities with other networks. To reduce our energy consumption, we will continue to invest in energy-efficient inverter air-conditioning units and rectifiers and enable power-saving features at our sites. Our technical and national facilities department will invest in replacing ageing energy-intensive equipment. Where feasible, we will continue to invest in renewable energy supply at our office and network operations. In the energy landscape, we will engage with government to fast-track the availability of IPPs

Waste
We aim to reuse, recycle or resell 100% of our network waste, strengthening our approach to the
circular economy, which encourages reuse of materials for as long as possible.We are introducing lithium-ion batteries with a lower environmental impact and longer useful life into our network operations. We have set high standards for waste reduction within our office environment.
In line with our target to halve our environmental impact by 2025, formalised waste management
targets for the office environment are outlined below:
Targets (against 2017 baseline) 2025
80% Reduction of single-use plastic waste
100% Recycling of paper waste in offices
90% Conversion of food waste to compost
We will continue to engage with suppliers to phase out single-use plastics in our canteens nationwide.

Water
While Vodacom is not a water-intensive user, we aim to reduce our water consumption by 75% before the end of 2025 in keeping with our planet commitments. With the adoption of work from home policies in response to the COVID-19 pandemic, we have reduced water consumption
in our offices from 33kl per employee in financial year 2020 to 18kl per employee in financial year 2021. We continued to implement several water-saving measures across our offices, including waterless urinals, chemical toilet flushing, waterless hand sanitising stations and aeration taps with reduced water flow. We also marked World Water Week in March 2021 by encouraging our
stakeholders to join us in protecting and conserving water

Biodiversity

While the impact of our business on biodiversity is relatively low, we aim to understand whether the activities of our value chain contribute to the loss of biodiversity in any way. We also work
closely with conservation agencies to explore the role of technology in minimising biodiversity loss in our operating markets. Vodacom signed a memorandum of understanding with the
Endangered Wildlife Trust to develop a biodiversity mainstreaming readiness assessment. This will help us understand the risks of biodiversity loss and opportunities to partner with stakeholders to
prevent further harm to our rich natural heritage.

Through our principal membership of the WWF, we continue to leverage technology to support various conservation efforts, including anti-poaching programmes of endangered wildlife
species. We evolved our approach to siting and constructing new base stations to exploring co-sharing opportunities with other telcos. We also incorporate natural habitats within our
infrastructure, including wetlands, nesting for birdlife and planting indigenous vegetation at our office buildings. The construction of our towers and masts is often in the guise of trees that blend into the natural environment.

Green industry and Technological Solutions
We focus on digital solutions to monitor our water and energy consumption and invest in smart IoT capabilities to highlight any excessive or abnormal consumption. These solutions enable cars,
streetlights and buildings, among others, to send and receive real-time information via our network. Furthermore, our diesel tank monitoring solution provides early warning of possible leaks, enabling enterprises to proactively limit loss and avoid the environmental impact of diesel flowing into local ecosystems.

Our enterprise and business customers obtain insight into their resource use, which helps them cut costs and carbon emissions by reducing energy and fuel consumption to improve operational efficiency. In financial year 2021, Vodacom Business had more than 160 000 smart metering solutions and 616 210 smart logistics and fleet management solutions. These IoT connections resulted in carbon savings of more than 1 648 400mtCO2e in financial year 2021 – the equivalent of 325 239 cars on the road for 12 months.

Further details are available in the Planet section on page 50- 67 of Vodacom’s 2021 Sustainability Report:
https://vodacom-reports.co.za/integrated-reports/ir-2021/documents/sustainability-report-2021-new.pdf

Vodacom continues to ensure compliance with relevant environmental legislation. We regularly monitor and review new and proposed environmental legislation, as well as other regulatory developments, to assess relevance and potential impact on our operations. Our legal
compliance team manages Vodacom’s legal compliance register to ensure we proactively respond to new mandates and legislation. Measures are in place to prevent environmental incidents.
In the DRC, Vodacom formed a sustainable business division that will integrate green values and sustainability into the business strategy.

Compliance with environmental legislation
In addition to the regular external audit of our environmental management system, Vodacom’s risk and compliance team also conducts an annual internal audit to establish compliance with the requirements of ISO 14001:2015, Vodacom’s health and safety standards, legal verification
and identification. It also serves to promote good business practices. Since the new standard was introduced in 2018, 37 employees in senior and junior management have been trained in the requirements of the new environmental management system standard and its implications for
Vodacom’s operating environment.

Raising awareness of environmental issues
The energy management team completed ISO 50001 energy management systems principles training to meet targets and objectives, analyse impacts and legal requirements, monitor and measure progress, and raise awareness among employees of our impact on the environment.
To support our commitments to protect the planet, we recognise that this journey will take collective action from all our stakeholders – from our host governments to the communities we
serve. By using digital social media platforms like Facebook, Twitter, LinkedIn and Instagram to communicate awareness of our environmental campaigns, we reached just under three million
people. Our planet-related communications were viewed 16 million times on these platforms. These communications are guided by internationally recognised environmental dates,
including World Water Day, Earth Hour and World Environment Day.

In the year we did not receive any fines for non-compliance with environmental regulations. We did however report 25 minor environmental incidents relating to diesel spills which were investigated. Preventative measures were prioritised and shared with key internal and external suppliers and stakeholders.

https://www.vodacom.com/pdf/our-purpose/vodacom-environmental-policy.pdf

Key indicators 2021
Direct greenhouse gas emissions (Scope 1 in mtCO2) 55 757
Indirect greenhouse gas emissions (Scope 2 in mtCO2) 553 982
Indirect greenhouse gas emissions (Scope 3 in mtCO2) 64 729
Total greenhouse gas emissions 674 468
Non renewable electricity (in GWh) 610
Renewable electricity (in GWh) 24
Total electricity (in GWh) 634
Water consumption (in megalitres) 132,71
Electronic waste recycled (in tonnes) 572,7
Solar sites 1 088

Vodacom is committed to the highest standards of business integrity, ethics and professionalism. The King IV Report on Corporate Governance for South Africa 2016 was released on 1 November 2016. King IV advocates an outcomes-based approach and defines corporate governance as the exercise of ethical and effective leadership towards the achievement of the following governance outcomes:
Ethical culture;
Good performance;
Effective control; and
Legitimacy
The application of King IV is on an apply and explain basis and while the effective date for disclosure on the application of King IV is only in respect of financial years starting on or after 1 April 2017, the practices underpinning the principles so espoused in King IV are entrenched in many of Vodacom’s internal controls, policies and procedures governing corporate conduct.

The Vodacom Code of Conduct clearly outlines Vodacom’s zero tolerance to any form of bribery. Our Anti-Bribery Policy sets out examples of conduct that could amount to an offence under Anti-Bribery Laws.

https://www.vodacom.com/pdf/governance/anti_bribery_policy.pdf

Vodacom’s anti-bribery and corruption programme during the last Financial Year focused on reviewing and enhancing our processes as it relates to third-party relationships, through digital and automated solutions. We further reinforce our anti-bribery and corruption governance programme through the 2nd line of defence framework and assurance reviews. We have a clear anti-bribery and corruption policy and programme in place, which applies across Vodacom’s markets, providing consistent rules to prevent the occurrence of bribery and corruption and consequential financial and reputational liability.

Our employees, subsidiaries, vendors and high-risk sales intermediaries regularly complete training to ensure they uphold not just the applicable policy requirements but our business and ethical principles. All our service providers undertake to sign a Vodacom anti-bribery and corruption clause and we also communicate our zero tolerance messaging to our employees and service providers including anyone who is authorised to represent the company such as agents, advisors, third party representatives or intermediaries. The anti-bribery and corruption policy also prohibits Vodacom markets from funding or contributing to political causes. In South Africa, the Political Party Funding Act 6 of 2018 came into effect as at 1 April 2021. The law seeks to regulate the public and private funding of all political parties to establish transparency and trust regarding source of donations to political parties and as a result a Multiparty Democracy Fund (MPDF) has been established to raise and distribute donated funds from the private sector to represented political parties. This funding is administered by the Independent Electoral Commission in accordance with the Political Party Funding Act. The IEC manages free and fair elections of legislative bodies and institutions through the participation of citizens, political parties and civil society in deepening electoral democracy.

https://www.vodacom.com/pdf/governance/anti_bribery_policy.pdf

Key indicators 2021
Supplier audits (2 cancelled due to COVID-19) 4,0
Number of employees that attended the ethical leadership event 3 816
"% of employees trained in DWR 2.0: e-learning, gamebased
training initiative on the Code of Conduct, anti-bribery, security,
health and safety, and privacy." 94%
Number of employee requests for advice through the ethics advice line 126,0
Number of disputes or allegations for investigation through SpeakUp 56,0
Number of permanent employees dismissed 3
Number of external people and contractors arrested 18,0
Number of grievances reported 19
% of employees trained in customer privacy 82%