December 15, 2021

To our stakeholders:

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

In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to share this information with our stakeholders using our primary channels of communication.

Sincerely yours,

Ivan Dvorak
Chairman and CEO

EXP is committed to supporting the Universal Declaration of Human rights and maintains a company policy on respecting Human Rights. EXP also placed a focus on Women and Gender Equality and Indigenous Peoples.

In 2021, a Diversity, Equity and Inclusion (DE+I) committee was formed to ensure that our company met our Corporate ESG commitment to Equality.

Specific goals for the next year include becoming a more diverse company, focusing on hiring qualified individuals who are of different races and genders.

Our DE+I Committee has an annual pulse survey to collect data on the company and how it is perceived that we are doing with regards to DE+I. Quarterly seminars will also be held in 2022 along with training for managers on ensuring a diverse, equitable and respectful work place.

Along with the Pulse Survey, the DE+I committee has frequent touch points with leadership, to understand how we are complying and exceeding our goals throughout the year.

EXP maintains a Workplace Violence and Harassment Policy, which is distributed to all staff when they begin employment with EXP. The purpose of the policy is to support a respectful workplace that prevents and/or minimizes violence in the workplace and protects the safety and security of EXP employees, contractors, customers, clients and visitors to our offices and work sites.

All EXP employees have the right to work in a respectful environment free from all forms of harassment and violence. EXP will investigate and address any complaint of harassment or violence and adhere to all Occupational Health & Safety and Human Rights legislation. Any breach of this policy will result in disciplinary action, up to and including termination of employment for cause.

The policy applies to all employees and contractors of EXP.
The policy applies not only during working hours, but during any activities on or off of company premises which could reasonably be associated with the workplace.
The policy is applicable across all EXP offices in North America.

EXP has and will continue to establish programs and procedures to reduce the risk of violence and harassment in the workplace. All employees are expected to be aware of and participate in such programs and procedures as required. These programs include the following:
• Regular review and updating of our policies and procedures as necessary.
• Conducting the necessary risk assessments and implementing appropriate control measures to prevent harassment and violence.
• Providing appropriate training and education to employees in mandated jurisdictions.
• Provisions for summoning immediate assistance.
• Ensuring there are channels of communication to receive and address concerns.
• Having effective investigation and tracking processes.

RESPONSIBILITY

Employees
Employees are responsible for:
a) Contributing to a work environment that is respectful and free from workplace violence and harassment.
b) Informing their Supervisors of any workplace violence or harassment which they experience or witness.
c) Attending any training or information sessions provided by the employer to reduce harassment or increase awareness regarding workplace violence or harassment.
d) Co-operating with the police, company investigators or other authorities as required during any investigation related to workplace harassment.

Managers and Supervisors
Managers and Supervisors are responsible for:
a) Providing a work environment that is respectful and free from workplace violence and harassment. This responsibility includes actively promoting a positive work environment and intervening immediately when concerns arise.
b) Addressing inappropriate comments or conduct which come to their attention.
c) Tracking and reporting incidents of workplace violence and harassment to Human Resources.
d) Ensuring proper medical care is provided to anyone involved in an incident and for securing the safety of employees, before investigating the incident or taking reports.
e) Co-operating with police, company investigators or other authorities as required during any investigation related to workplace harassment.
f) Ensuring employees are trained to:
i. Recognize harassment and violence;
ii. Follow the procedures and policies to address concerns about harassment and violence;
iii. Respond to and investigate incidents appropriately; and
iv. Report and document such incidents.

INVESTIGATION
The following guidelines are set out to assist in dealing with complaints of workplace violence and/or workplace harassment including sexual harassment:

Every incident must be reported immediately to a supervisor and will be investigated as quickly as possible. If the employee’s supervisor is the person allegedly engaging in the harassment or violence, the employee must report the incident to Human Resources.

The supervisor shall immediately make the appropriate inquiries of the victim and/or witnesses to determine if the incident is minor or serious.

If the incident does not present an imminent threat to the health and safety of any employee, Human Resources will:
a) conduct the appropriate investigation;
b) determine if mediation is appropriate and if so, mediate or arrange for mediation of the situation; and
c) submit a report of the findings of the investigation and mediation (if any) to the Vice President of Human Resources (“VP, HR”) who they will then make a
determination as to next steps (e.g. whether any disciplinary action should be taken).

If the incident presents an imminent threat to the health and safety of any employee, the following steps must be taken:
a) The supervisor must first ensure the safety of employees and him/herself and any other employees who may be affected;
b) The supervisor must ensure proper medical treatment is obtained;
c) The supervisor must contact the Director of EHS as well as Human Resources as soon as possible to assess who should be involved in the investigation;
d) The required authorities will be contacted (police or Ministry of Labour, where appropriate) to report the incident;
e) An investigation will be conducted;
f) A detailed report of the incident and outcome of the investigation will be submitted to the VP, HR and the Director of Environment, Health and Safety (“EHS”) and any
other parties required by law.
g) After a review of the findings, the VP, HR and Director of EHS will together determine what, if any, further actions need to be taken.

Performance is evaluated as part of the annual pulse survey, coordination with HR to understand the number of report incidents, and review of any investigation follow-ups.

Training is part of the annual process for EXP, and the policy for Workplace Violence and Harassment is reviewed and updated annually.

EXP's first Environmental, Social and Governance (ESG) report will be issued in Q1 2022. In the ESG report, EXP outlines the 7 Sustainable Development Goals that are being targeted for this inaugural report. These include:
* Climate Change (SDG 13)
* Resilient Infrastructure (SDG 9)
* Employee Development (SDG 4)
* Work-Home Balance (SDG 3)
* Sustainable Economic Growth (SDG 8)
* Diversity, Equity and Inclusion (SDG 5 and SDG 10)

As an engineering consulting firm, our commitment to sustainability goes beyond our organizational practices. We strive to help our clients meet their sustainability, resiliency, health and wellness goals.

EXP's Sustainability Committee will review the annual energy and water consumption of our offices. Creating a base line for comparison, our goals will be to reduce our operational carbon year over year.

In new office construction, buildings will be designed to green building certification standards. For office fit-outs and renovations, high efficiency lighting and HVAC systems will be incorporated into the design. Responsible selection of materials will also be considered. For our fleet vehicles, moving from gas-powered to electric vehicles will also be a consideration for the nest few years.

The annual ESG report will track our performance and show year over year reductions.

EXP maintains an Anti-Corruption Policy, which is posted in each office and on our internal website.

This Anti-Corruption Policy (the “Policy”) defines the compliance standards and procedures all directors and employees of EXP are expected and required to follow. It should be read in conjunction with the business integrity section of the EXP’s Code of Ethics and Business Conduct (the “Code”). Any third-party partners, suppliers, subcontractors, agents and consultants of EXP must comply with the Code and this Policy when dealing with or acting on behalf of EXP.

EXP conducts every business transaction with integrity, regardless of differing local manners and traditions, and complies with:
• The laws and regulations of Canada, particularly the Corruption of Foreign Public Officials Act (the CFPOA);
• The laws and regulations of the United States, particularly the Foreign Corrupt Practices Act (the FCPA);
• The anti-corruption laws and regulations of other countries in which the company operates, including the UK Bribery Act;
• the Code; and
• Other policies and procedures of EXP.

This Policy provides guiding principles and may not cover all circumstances or situations. Exercise of good judgment is expected at all times. If in doubt with regards to appropriate behavior or course of action in a specific situation, seek out guidance from others in the organization including supervisors, Human Resources, Finance, Legal Department or Ethics Line.

EXP employees, directors and consultants may be required to complete Anti-Corruption training and sign a certification acknowledging commitment to, full understanding of, and compliance with this Policy. In addition, the head of each international project office and the applicable discipline or sector leader, are required to certify on a quarterly basis that they have not violated this Policy and that they are not aware of any violations of this Policy.

Failure to comply with this Policy may result in significant civil and criminal sanctions for EXP and the individuals involved, including fines, debarment, and prison time, in addition to the reputational damage that would ensue. We value our reputation for conducting business with honesty and integrity. It is vital to us to maintain this reputation as it generates confidence in our business by our clients, partners, suppliers, and others – which means it is good for business.

Any failure to comply with this Policy is grounds for disciplinary action against such individuals, up to and including termination of employment.

EXP monitors and evaluates anti-corruption performance through coordination with our Legal team, to understand any reported issues, with a target of 100% compliance. Training is also given annually or as needed.