Culture at Mitie is not something we manage from the top down, it is something we build together, every day, through the actions of our 84,000 colleagues across the UK, Ireland and Spain. It is underpinned by our purpose, Better Places; Thriving Communities, and expressed through our Values and the behaviours we expect of everyone, from the Board to the frontline.

In FY26, we took deliberate steps to strengthen and renew the cultural foundations of our business. The refreshed One Code, our enterprise-wide Code of Conduct, was launched, bringing together our Values, policies and expected behaviours into a clear, practical framework. Alongside it, we introduced a new behaviour framework that gives colleagues and leaders practical, day-to-day guidance on how to work with integrity, inclusion and accountability. Together, these tools are designed not just to set expectations, but to create the psychological safety that enables people to speak up, challenge and contribute fully. By year end, over 59,500 colleagues – 84% of UK colleagues – had completed One Code learning.

The Marlowe acquisition in August 2025 brought thousands of new colleagues into the Mitie family. Integrating those colleagues into our culture, Values and ways of working is one of our most important priorities for FY26 and beyond. We are committed to ensuring that every colleague, whether they joined Mitie in 2020 or 2025, experiences the same commitment to fairness, inclusion and opportunity.

Alignment of remuneration and culture

Successful people and organisations are clear about what they want to achieve, how they are going to get there and their progress along the way. The annual employee appraisal (MiReview) process allows Mitie to set SMART objectives in areas that really add value to the business, build development plans that help colleagues achieve their objectives and personal development goals, and ensure that pay reviews are carried out in a transparent way, related directly to individual performance. In FY26, 88.4% of salaried employees received an end-of-year performance review (FY25: 82.6%).

ESG leadership targets are built into executive remuneration bonuses. The Long-Term Incentive Plan targets are disclosed in the Director’s remuneration report on pages 133 to 148 of the Annual Report and Accounts 2026.

Ethics

Mitie is committed to promoting equality, diversity and inclusion (ED&I); eliminating discrimination; providing equality of opportunity; and encouraging inclusivity among colleagues. All colleagues are required to adhere to Mitie’s key ethics and compliance policies, which include the Employee Handbook, Ethical Business Practice Policy, People Policy, and Equality, Diversity and Inclusion Policy. Colleagues are encouraged to report any behaviours that they believe do not comply with these policies or do not meet the standards of conduct expected at Mitie. Channels for raising concerns include Mitie’s independent whistleblowing service ’Speak Up’, which operates 24 hours a day, seven days a week via freephone hotline and web portal, line managers, People Support, directly with the Chief Executive via email to ‘Grill Phil’, via email to the ED&I mailbox, and through Mitie’s six diversity networks. In FY26, zero confirmed incidents of corruption, bribery or modern slavery were identified across Mitie’s organisation.

Mitie’s award-winning inclusion learning and development programme Count Me In helps us create an environment where everyone feels supported, included and able to bring their true self to work. Count Me In remains a key core offering for our colleagues and forms the foundation of our wider leadership and inclusion programmes. Since 2022, the programme has generated over 255,900 interactions with learning activities across the business. Further details of Mitie’s Count Me In programme can be found at www.mitiepeople.com/countmein.

Our commitment to promoting a truly inclusive culture has been advanced through two leader-specific learning programmes. Our Leading Together programme, developed for all people managers, covers the principles of inclusive leadership, with 88% of people managers having completed it to date. Complementing this, our Leading with Respect programme provides deep focus on ED&I, health and wellbeing, safety and employee relations, empowering managers to effectively manage grievances, absences and investigations with a colleague-centred lens: 94% of people managers have now completed Leading with Respect since it launched in September 2023.

In FY25, we launched our This Is Me campaign, which uses the lived experiences of Mitie colleagues to put a spotlight on important subjects and drive inclusivity across our workforce of more than 80,000 people. Our six diversity networks – CHORD, Proud to Be, Mitie Women Can, Parents and Carers, Mitie Military and Enable – delivered six events during the year, with over 300 colleagues participating at flagship events. Our Inclusion Allies programme, run in partnership with Inclusive Employers, has seen 450 colleagues complete the four-week allyship journey. In FY26, 32% of our senior leadership team were female, and we increased racially diverse representation to 18% at senior leadership level.

Mitie’s continued commitment to inclusive employment has been recognised through a number of significant accreditations in FY26, including recognition as a UK Top Employer for the eighth consecutive year, the award of Disability Confident Leader status (Level 3 – the highest level under the UK Government scheme) in March 2026, and accreditation under the Good Business Charter in December 2025.

How the Board assesses and monitors culture

Mitie’s Values help define the behaviours of its people and underpin its vision of Better Places; Thriving Communities. An important element of Mitie’s culture is establishing a ‘One Mitie’ way of operating across the business. The ‘One Mitie’ way leads to consistent, high-quality and relevant information flows across the business. Mitie’s colleague listening strategy, which is focused on hearing from and acting on colleague feedback, supports the adoption of a ‘One Mitie’ culture that is inclusive and high-performing. The strategy includes 14 Board listening sessions delivered in the UK and overseas during FY26, hosted by Board members and Mitie business divisions. Jennifer Duvalier serves as the designated Non-Executive Director for workforce engagement, with up to two additional Board members attending each listening session. Members of the Board attend regular events with colleagues at Mitie offices, as well as diversity network events, including Mitie’s six flagship network events. Where virtual events are held, they include the ability for colleagues to ask questions of management via a chat box.

Whistleblowing

Mitie has an independent whistleblowing service, ‘Speak Up’, to enable colleagues, customers, suppliers and third parties to report any concerns or wrongdoing anonymously, without any fear of retaliation. Speak Up is managed by an independent third-party service provider, NAVEX Global, and operates 24 hours a day, seven days a week. The service can be accessed via a freephone hotline number and a web portal, details of which are made available to colleagues in multiple languages via workplace posters, Mitie’s Employee Handbook, intranet and MitiePeople.com. The service can also be accessed by customer and supplier personnel, as well as members of the public, with details provided via www.mitie.com.

The whistleblowing service and related internal procedures are structured to ensure that all reports are reviewed and investigated independently from the area of the business to which they relate, thereby minimising the risk of conflicts arising. All reports are copied to and reviewed by a central Whistleblowing Investigation Group, which includes the Deputy General Counsel and senior members of the Group’s Internal Audit function. This helps to ensure transparency and enables any trends to be identified and addressed.

An update on whistleblowing activity is provided to the Board at every Board meeting and to the MGX as appropriate. The update includes details of incident reports received in the period between Board meetings, as well as details of ongoing and recently completed investigations. The platform provides Mitie with the ability to report by business division and by investigation status and outcome, facilitating the Board’s ability to effectively track the progress of investigations and to monitor and address trends across individual business units and the Group as a whole.