INRIX Corporate Social Responsibility Policy

INRIX, Inc. and its subsidiaries (“INRIX”) support the principles of the United Nations Global Compact. This policy, as well as INRIX’s anti-corruption and environmental sustainability policies demonstrate its commitment to these principles. This policy is intended to supplement these policies, as well as those in the Employee Handbook, such as INRIX’s equal employment opportunity/non-discrimination and wage and hours requirements.

Human Rights

INRIX employees must comply with all applicable laws and regulations, including without limitation, laws and regulations aiming to protect human rights and fight corruption, as well as laws and regulations related to international trade compliance, health, workplace safety, environmental sustainability and antitrust.

Employees are expected to share this commitment to human rights, treat people with respect and dignity, encourage diversity and remain receptive to diverse opinions, promote equal opportunity for all, and foster an inclusive and ethical culture, in accordance with the International Labor Organization (“ILO”)’s convention, the “Declaration on Fundamental Principles and Rights at Work.” At a minimum, the following principles must be adhered to:

1) Child Labor, Forced and Compulsory Labor

Employees must refrain from violating the rights of others and endeavor to address any adverse impact their operations may have on human rights.

Employees must ensure that illegal child labor is not used in the performance of work. The term “child” refers to any person under the minimum legal working ages defined by the International Labor Organization or, if older, the minimum legal working age in the jurisdiction in which the work is performed.

Employees must adhere to applicable laws and regulations prohibiting slavery and human trafficking in the countries in which the Company operates, including the UK Modern Slavery Act. INRIX will not use forced, bonded or involuntary prison labor, require employees or contractors to submit deposits or retain identity papers.

2) Wage and Benefits

INRIX will pay employees at least the minimum compensation required by local law and will provide all legally required benefits. In addition to payment for regular hours of work, INRIX will pay employees overtime at the required premium rate if mandated by local law. INRIX will not make deductions from wages as a disciplinary measure except where permitted by law or without permission of the employee affected. INRIX will ensure that the working hours of employees comply with national laws and any collective agreements.

3) Anti-Harassment and Healthy Working Environment

INRIX is committed to creating a work environment where everyone is treated with dignity and respect. INRIX employees are expected to ensure that INRIX employees are afforded an employment environment that is free from physical, psychological, and verbal harassment, or other abusive conduct. Harassment and bullying can have very serious consequences for individuals and the organization. Employees may not use physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation. INRIX will not tolerate bullying and harassment of any kind. All allegations of bullying and harassment will be investigated and, if appropriate, disciplinary action will be taken.

4) Non-discrimination

INRIX is committed to providing equal employment opportunity and treatment of employees through non-discrimination on the grounds protected by applicable law. INRIX employees should endeavor to provide a working environment that eliminates discrimination and encourages the employment of people with disabilities (subject to local legislation). INRIX employees are expected to treat applicants for employment without discrimination.

5) Free Association

Employees are expected to respect the rights of workers to associate freely and communicate openly with management regarding working conditions without fear of harassment, intimidation, penalty, interference or reprisal. Employees are also expected to recognize and respect any rights of workers to exercise lawful rights of free association, including joining or not joining any association of their choosing.

6) Women’s Rights

In recognition of the imperative to uphold gender equality and ensure the advancement of women’s rights, we commit to safeguarding and promoting the fundamental principles of non-discrimination, equal opportunities, and fair treatment within all spheres of employment. It affirms the right of every woman to work in an environment free from harassment, exploitation, and gender-based biases, and pledges to enact measures that foster inclusivity, provide adequate support systems, and actively mitigate barriers to women’s full participation and advancement in the workforce. INRIX aims to cultivate a workplace culture that not only respects and values the contributions of women but also strives to empower them to realize their fullest potential, thereby fostering a more equitable and prosperous society for all.

Community Impact

INRIX seeks to have a positive impact on the communities in which we work and that we serve, both at a local and global level. We strive to do this through the principles and requirements listed in this policy; other policies of our company, including our Environmental Sustainability Policy; and through our actions as a company and the efforts of our employees.

Competition and Anti-Trust

INRIX is required to comply with laws and regulations aiming at the protection of competition and prohibiting antitrust practices. Employees must respect the principle of free price-setting and not fix prices or rig bids with INRIX’s competitors. They must not agree to split the market with competitors or exchange competitively sensitive information, such as pricing information, with competitors.

If INRIX holds a dominant market position in any market, INRIX employees must not fix commercial conditions that could be characterized as excessive, discriminatory, loyalty-inducing or otherwise abusive of INRIX’s dominant position.

Responsible Sourcing of Conflict Minerals

INRIX’s ethical business culture supports global efforts to assist in the eradication of human rights abuses in conflict areas of the Democratic Republic of Congo (DRC) and adjoining countries (collectively, “Covered Countries”), where the mining of certain minerals has partially financed the long-standing conflict in this region. INRIX will comply with laws and regulations, to the extent applicable to INRIX, regarding sourcing of tin, tungsten, tantalum and gold (collectively, “Conflict Minerals”) from Covered Countries.

INRIX employees should seek to ensure that INRIX does not, directly or indirectly, finance or provide any benefit to armed groups that are perpetrators of human rights violations in the Covered Countries through our purchase or sales of goods (i.e., seek to ensure that they are “conflict free”). If we discover that Conflict Minerals used in products that we purchase or sell originate from Covered Countries, from sources that are not deemed conflict free, we should take actions to transition toward “conflict free” products.

INRIX’s suppliers, vendors, contractors and resellers (“Partners”) should exercise, as may be directed by law or regulation, due diligence on the source and chain of custody of Conflict Minerals and require the same from their next tier Partners.

Vendor and Supplier Management

INRIX’s Partners are encouraged to follow this policy or adopt their own corporate social responsibility policy that is commensurate with the size and nature of their business to ensure their compliance with the principles of this policy. INRIX may conduct due diligence to ensure the requirements of this policy are followed by its Partners. In the event the requirements are not met, INRIX may review the business relationship and pursue corrective action or terminate the relationship at the earliest opportunity. INRIX’s Partners are required to communicate the contents of this policy to their own suppliers, require them to observe similar standards, and verify adherence throughout their own supply chain.

Reporting Concerns

The Compliance Officer for this policy is INRIX’s General Counsel. In the event that you become aware that anyone who is subject to this Corporate Social Responsibility Policy has committed any breach or if you suspect that they may have done so, then you must report your concerns immediately to the Compliance Officer for further investigation. If you receive notice of an external investigation, inquiry or enforcement proceeding related to this policy, you should notify the Compliance Officer immediately.

Any concern which you report to the Compliance Officer will be treated in confidence and investigated as soon as possible. Unless doing so would compromise the course of any investigation or enforcement action, the Compliance Officer will keep you informed of the status and ultimate outcome of that investigation. INRIX wishes to encourage a culture where individuals feel able to raise concerns about the manner in which INRIX is conducting its business without fear of retaliation or reprisal. Accordingly, INRIX strictly prohibits the taking of such action against any individual who reports any breach or suspected breach of this policy.

INRIX is dedicated to continuous improvement of its efforts with respect to this policy.

Last reviewed: June 2024
Next review: June 2025