Incidents of discrimination and corrective actions taken

CRH reports 23 instances of discrimination in 2024. It states that all were fully investigated and that policies and training were reinforced where necessary, with disciplinary action taken where appropriate.

This provides:

the total number of incidents;

aggregate evidence that the incidents were reviewed; and

a general description of actions taken.

However, the disclosure does not clearly map the 23 incidents to:

remediation plans being implemented;

remediation plans implemented with results reviewed; and

incidents no longer subject to action.

Classify the disclosure as substantial but partial practice.

Remove all discussion of forced labour, product labelling and supplier commodity assessments because these matters do not support GRI 406-1.

The relevant information appears directly in CRH’s GRI Index on report page 103.

JD Logistics’ 2025 ESG Report states that it had no incidents of employment discrimination during the reporting period.

This provides a zero figure for employment-related incidents. Where the report’s formal processes identified no incidents, the four status and remediation categories are not applicable.

The report also describes general human-rights remediation mechanisms, including possible apologies, position adjustments, termination and clawback of incentives. These are general procedures and should not be presented as corrective actions taken in response to actual 2025 discrimination incidents.

The principal remaining review point is scope: employment discrimination does not clearly demonstrate whether relevant incidents involving applicants, customers, suppliers or other external stakeholders were also included.

Classify the disclosure as partial because the reported zero is narrower than the full internal-and-external-stakeholder compilation requirement unless broader scope is evidenced elsewhere.

JD Logistics’ report expressly reports zero employment-discrimination incidents and separately describes its general remediation mechanisms.

Marfrig’s 2024 Integrated Report provides relevant information across more than one section.

Page 103 reports:

ten discrimination cases in Brazil;

one discrimination case in Uruguay;

corrective measures assessed and applied where complaints were substantiated; and

annual compliance training used to reduce the risk of recurrence.

Page 33 separately reports 20 combined incidents of harassment or discrimination in North America.

The report therefore contains substantial relevant information, but it does not clearly provide one consolidated GRI 406-1 total across all operations. The North American combined category also needs to be mapped to the GRI discrimination definition before it can be added to the total.

The report does not clearly map the incidents to all four required status and action references. A statement that corrective measures were applied in substantiated cases does not explain:

how many incidents were reviewed;

how many had remediation being implemented;

how many had implemented remediation with results reviewed; or

how many were no longer subject to action.

Classify the disclosure as substantial partial practice rather than presenting 20 incidents as the complete GRI total.

Marfrig’s GRI Index points Disclosure 406-1 to page 103, while page 33 contains additional regional complaint-channel data.