Sustainability

   JSC Grain Enterprise №28 considers adherence to the goals of sustainable development as one of its key priorities and an integral part of the Company’s development strategy.
   At Grain Enterprise №28, we are creating an environment for professional and career growth. A talent pool programme covering a wide range of line managers and key specialists has been introduced at the Holding’s grain elevators. It allows employees to develop expertise and attain new levels of responsibility. The Corporate Ladder leadership development programme is also being implemented for management.
   In 2025, the Company approved a Regulation on Safety Culture, which defines occupational health and safety issues as a priority for each employee regardless of position, and for the first time a comprehensive assessment of the safety culture level was conducted.
   An important part of taking care of our employees is providing support for their families. As part of a programme to increase the birth rate and support motherhood and childhood, the Holding employs a set of financial and non-financial support measures for families with children. In addition, employees receive payments of RUB 1 million for the birth of a third or any subsequent children.
   We have actively adopted and adapted the best management practices of Russian public companies.

    Occupational safety 
    Safety is an unconditional priority in our activities and the basis of Grain Enterprise #28’ corporate culture. We recognise our responsibility for personnel safety and are committed to creating a sustainable safety culture at the Company along with reducing occupational risks.

    Our safety system is based on two key components:  
 - Physical safety: compliance with all regulatory requirements, standards, and procedures in the workplace 
- Mental safety: treating safety as an integral part of daily work, behaviour culture, and the involvement of each employee

    Employee Engagement  
    At Grain Enterprise № 28 we believe that employee engagement and loyalty directly affect the success of business. Therefore, we strive to create a corporate culture in which each team member feels valued and involved in the common business.  
    To continuously improve working conditions and engagement, Grain Enterprise № 28 uses a wide range of communication tools, including briefings, seminars, surveys, meetings, and open dialogues. The Company focuses on feedback from employees to better understand their needs and expectations.  
    For example, regular satisfaction surveys help us assess the effectiveness of our social and corporate programmes. The results of these surveys serve as the basis for constructive discussions with employees, both online (webinars) and during face-to-face meetings at terminals. This approach promotes transparency and the prompt implementation of changes to improve working conditions and employee satisfaction.

    Employee support measures  
    Financial support measures:  
   - Wages are indexed at least once a year at a rate no lower than the inflation rate 
   - Employees are paid in accordance with the Labour Code of the Russian Federation for working at weekends and on public holidays, as well as for extra hours
   - Additional payments are made for combining professions, expanding the scope of services, increased workloads, performing the duties of a temporarily absent employee, and night work 
   - Temporary or permanent personal allowances may be established for professional excellence, superior job performance, and extra work performed 
   - One-time bonuses are paid to employees on anniversaries and professional holidays 
   - Assistance is provided to employees in difficult life situations. 

     Employee training Global 
     Ports regards staff training and development as a strategically important focus and a prerequisite for ensuring the Company’s future success. We are committed to providing each employee with opportunities for professional growth and self-realisation and invest significant resources in creating a talent pool and training new generation leaders to manage the Holding.
   
GRAIN ENTERPRISE №28
