BALTPOOL, like all companies within the EPSO-G Group, calculates GHG emissions based on the international GHG Protocol “Corporate Accounting and Reporting Standard” methodology. Operational emissions are classified into three categories:

1. 1.Direct emissions (Scope 1);
2. 2.Indirect emissions from energy consumption (Scope 2);
3. 3.Other indirect emissions (Scope 3).

BALTPOOL’s Scope 1 emissions originate from fuel used in company vehicles. In 2023, the company’s vehicle fleet was electrified, and in 2024, all company-owned vehicles are either electric or, where electric vehicles are not feasible, hybrids. Only green electricity is used to charge the vehicles. Compared to the base year, emissions have been reduced by 79%. Since 2019, by using electricity from renewable energy sources in administrative premises, there are no Scope 2 emissions. The majority of Scope 3 emissions come from purchased goods and services (Category 1).

BALTPOOL’s GHG emissions inventory is presented in the table below:

Indicator	2024	2023	2022	2019 (base year)
Scope 1 emissions, tCO²e	2,7	4,0	10,5	12,9
Scope 2 emissions, tCO²e	0	0	0	0
Scope 3 emissions, tCO²e	106,1	84,0	72,3	–
Change in Scope 1 emissions compared to the base year,%	-79,0	-68,9	-18,8	base year

Calculated using the market-based method, based on actual electricity purchases. When calculated using the location-based method—i.e., according to the country-specific energy production profile—BALTPOOL’s total GHG emissions in 2024 would be 113 tCO²e.

In the EPSO-G Group’s environmental policy, group companies are committed to using certified green electricity in administrative operations, prioritizing the use and expansion of low-emission transport, and consistently reducing the use of polluting fuel types while implementing energy efficiency measures. Since 2019, BALTPOOL has been using electricity from renewable energy sources, which is also used for heating its premises.

In 2024, employees participated in conferences, seminars, in-person and remote trainings, and courses. General training sessions covering a wide range of topics were organized for all company employees, including the General Data Protection Regulation, artificial intelligence, cybersecurity, anti-corruption, psychological and emotional well-being, diversity, and inclusion. New employees acquired the knowledge necessary for their specific roles, while others expanded and deepened their expertise in their respective fields. In 2024, employees also chose to participate in training on leadership, management, and foreign languages.

BALTPOOL also encourages and supports volunteering activities. In support of the employee’s initiative to participate in the activities of the Lithuanian Riflemen’s Union, the company shall grant the employee an additional 5 (five) working days of leave for the service of the Riflemen.

BALTPOOL provides the opportunity to report potential cases of discrimination either anonymously—particularly when identifying the individual is not necessary for investigating the report—or by disclosing one’s identity.

In 2022, BALTPOOL joined the updated Equal Opportunities Policy of the EPSO-G Group and approved a new Procedure for the Prevention of Discrimination, Violence, Harassment, and Sexual Harassment. The policy outlines the possible forms of violence, discrimination, harassment, and sexual harassment, ways to identify them, preventive measures, and the procedures for reporting and investigating observed or experienced inappropriate behavior.

At BALTPOOL, corruption risk assessments are conducted once a year in accordance with the provisions of the Group’s risk management policy and methodology. The implementation status of measures identified to manage corruption risks is evaluated quarterly. To improve the management of corruption risks related to third parties, in 2024, together with other Group companies, we developed a business partner screening system, which defines procedures for assessing risks associated with business partners.

Employee anti-corruption education is an important part of our company’s anti-corruption efforts and is delivered through various formats—such as training sessions conducted by internal or external lecturers and the dissemination of communication messages on relevant anti-corruption topics. In order to ensure consistent development of employees’ anti-corruption awareness, we created interactive mandatory anti-corruption training in 2024. Starting in 2025, all BALTPOOL employees, including newly hired staff, will be required to complete this training.

We also enhanced the competencies of anti-corruption experts by organizing guest-led training sessions on practical topics such as conflict of interest management.

In 2024, we conducted an employee survey on tolerance toward corruption to assess employees’ attitudes toward corruption and identify areas for improvement in our anti-corruption efforts. However, the survey was updated with new questions and renamed. It is now called the Anti-Corruption Culture Survey. A total of 10 employees participated in the survey (13 in 2023, and 9 in 2022).

The results of the key survey questions showed that the number of employees who had not encountered any signs of corruption at work was:

2024 m.	2023 m.	2022 m.
80%	100%	100%

The number of employees who knew where to report cases of corruption:

2024	2023	2022
90%	92,31%	88%

An analysis of the survey results within the company revealed that the expanded and rephrased questions may have influenced respondents’ answers. The new survey questions—such as knowledge about recusal in situations involving conflicts of interest, behavior upon receiving a gift, and others—provided new insights into areas for enhancing anti-corruption awareness.

When planning and carrying out public procurement, the company applies effective measures to ensure that procurement is conducted transparently and in compliance with the principles of equal treatment, non-discrimination, and proportionality. In its procurement processes, the company encourages suppliers not only to comply with legal requirements but also to follow the business ethics and environmental standards set out in the EPSO-G Group’s Supplier Code of Ethics and other established provisions.

Starting from the third quarter of 2024, suppliers are asked to complete a business partner screening questionnaire, which helps identify supplier behavior and potential risks. The data from these questionnaires is analyzed both individually—applying additional risk management measures when needed—and in aggregate, in order to provide suppliers with recommendations regarding environmental policies and other related practices.

In implementing the Policy on the Management of Employee and Collegial Body Members’ Interests and aiming to ensure the proper functioning of the conflict of interest management system, in 2024 BALTPOOL updated the legal acts regulating interest management processes. The updates provided clearer definitions for the procedures related to the declaration of private interests, recusal, disqualification, monitoring, supervision, and control actions.

More detailed information about environmental, social, and good governance actions and initiatives is provided in: BALTPOOL Management Report and the EPSO-G Consolidated Sustainability Report.