EXMAR report 2025

3.3 SOCIAL 109 COUNTRIES WITH >50 EMPLOYEES HEADCOUNT 2024 HEADCOUNT 2025 Philippines 368 336 India 300 289 Ukraine 214 194 Belgium 210 194 United States 98 100 Croatia 88 76 Jamaica 56 58 In the tables below, we provide the number of employees categorized by age and gender. In general, the bulk of our own workforce are men and are between 30 and 50 years old. These numbers, however, need some nuance as they do not fully capture our efforts towards a diverse workforce, especially considering our overall female representation – currently standing at 10.92% (10% in 2024). Operating in a traditionally male-dominated sector, EXMAR is committed to break barriers. We seem to succeed in these efforts since currently, women represent 2.64% (2.54% in 2024) of our crew onboard: more than double the industry average of 1% (IMO-WISTA Women in Maritime Survey, 2024). About 50% of these women are employed at Officer’s position, being part of the vessels’ operational teams, whereas the other female seafarers provide support such as cooking and cleaning services. Additionally, within the group of office employees, women significantly represent 40.06% (equal to 2024), further emphasizing our dedication to gender balance and inclusion across all operational levels. AGE BREAKDOWN HEADCOUNT 2024 HEADCOUNT 2025 Younger than 30 220 193 Between 30 & 50 years old 1,031 963 Older than 50 270 254 TOTAL 1,521 1,410 GENDER BREAKDOWN HEADCOUNT 2024 HEADCOUNT 2025 Male 1,369 1,256 Female 152 154 Other 0 0 Not reported 0 0 TOTAL 1,521 1,410 Due to the unique nature of the maritime industry, with specific operational, regulatory and logistic challenges, seafarers commonly work under temporary contracts. Such contracts reflect the rotational patterns that apply and allow seafarers to spend extended periods at home between assignments, balancing intense work periods with personal time. Moreover, it facilitates the employment of seafarers from different countries under temporary arrangements, aligning thereby with several labor laws and cost structures, while operating in international waters and under different flags. Additionally, it enhances flexibility for crew members to shift between vessels, based on specialized skills for specific cargo/vessels, creating diverse professional experiences and career growth opportunities. Seafarers can opt for specific assignments, aligning with their personal and professional goals while, at the same time, exploring new opportunities between contracts. Enforcing alignment between employees’ personal and professional goals reflects how EXMAR recognizes the value of experienced and committed crew members and prioritizes employee retention. The numbers on the table below confirm our approach. They support our commitment to invest in our own workforce, creating a stable and engaged team that drives long-term success. MALE FEMALE OTHER NOT REPORTED TOTAL 2024 2025 2024 2025 2024 2025 2024 2025 2024 2025 Permanent employees 181 185 121 124 0 0 0 0 302 309 Temporary employees 1,188 1 071 31 30 0 0 0 0 1,219 1 101 Employees with non-guaranteed hours 0 0 0 0 0 0 0 0 0 0 Full-time employees 1,366 1,252 133 135 0 0 0 0 1,499 1,387 Part-time employees 3 4 19 19 0 0 0 0 22 23 TOTAL 1,369 1,256 152 154 0 0 0 0 1,521 1,410 SEAFARERS WITH EXMAR >5 YEARS NUMBER OF LEAVERS TURNOVER RATE 2024 >70% 260 17.09% 2025 >62.20% 194 13.76%