Metrics and Targets in the Area of our Own Workforce

It is of crucial importance for us to transparently present metrics as regards our own workforce so that we can show progress in all key areas and thus contribute to responsible business conduct.

Targets¹ related to workforce: global gender balance aspirations [S1-5]

To promote the positive impacts relating to fairness and inclusion, we adhere to our Code of Conduct with the embedded human rights aspects, and we monitor our global representation (gender, generation, nationality) of our top management (top 450 executives, including our Board of Management). As a German-headquartered company, we are subject to certain statutory regulations related to the composition of our Supervisory Board and Board of Management.

Talent comes in many forms, and we are committed to identifying, developing and advancing the best qualified people through fair, consistent and inclusive talent processes. In 2025, the proportion of women in top management remained unchanged and stood at 35.1% at year-end (2024: 35.1%). The average share of women across all management levels in 2025 was 44.2% (2024: 44.1%). Accordingly, we have achieved our aspiration of raising the global share of women in top management to 33% by 2025. From the 2026 reporting year onward, Bayer will no longer disclose quantified gender representation aspirations but rather report on our aspiration to achieve gender balance at each managerial level, showing year‑on‑year progress. Further aspects such as ethnic background are integrated into our aspirations for our regions and country organizations. All aspirations are managed in a manner consistent with local legal and regulatory frameworks.

Our global aspirations are measured in percentages and include our entire management, as well as specifically our top management at the global level; here, we always consider the data from 2020 as the baseline. The assumptions made in 2020 with regard to achieving the aspirations by 2025 were based on the data available to us at the time. These include:

• Availability of talents

• Fluctuation

• Retirement

It is important to note that the aforementioned parameters only reflect the assumptions made. Hiring the best talent continues to be the only decisive criterion. The forecast models offered are hypothetical projections of variables that will fluctuate based on future events and business circumstances. They are theoretical only and should not be used as the basis for individual employment decisions or for giving preference to certain candidates or groups of candidates over others. All individual hiring decisions are based on legitimate, nondiscriminatory and job-related factors.

We actively included our stakeholders in our target setting through various dialogue formats and stakeholder meetings. The results were presented to the Board of Management correspondingly. The Board of Management is also notified about the annual progress with regard to the gender balance, and we additionally publish this data within the scope of our sustainability reporting. We also use an internal dashboard to view the current status. The HR and personnel heads are granted access for their scope of responsibility. In order to take measures or initiate improvements in the spirit of continuous improvement, a corresponding global Council has been established, consisting of the respective leads for the markets and countries, as well as the co-leads of the Business Resource Groups.

Characteristics of the undertaking’s employees [S1-6]

We had 89,237 (2024: 94,081) employees worldwide as of December 31, 2025. Calculated in full-time equivalents and defined based on the employee’s contractually agreed working hours (FTEs), we had 88,078 (2024: 92,815) employees worldwide. These full-time equivalents are uniformly stated in our Consolidated Financial Statements and additionally augmented with financially relevant information such as personnel expenses (please see Note [9] “Personnel expenses and employee numbers” in Chapter B Consolidated Financial Statements). Casual employees (seasonal employees, apprentices, interns and students) are not included in the data on employees in the Annual Report outside of this Sustainability Statement. Not all data is recorded for casual employees due to the short duration of their employment; this includes data relating to the performance process, pension provision and parental leave.

For Bayer, countries with significant employment are Germany and the United States.

As in 2024, 42.1% of employees were female in 2025 (2024: 42.1%).

In 2025, 2.2% of employees at Bayer had temporary contracts (2024: 2.4%). Temporary employees include those who are hired for a time-limited project.

In 2025, 12,158 (2024: 13,351) employees left Bayer, corresponding to a total fluctuation rate of 13.7% (2024: 14.0%). This number includes all employer- and employee-induced terminations, termination agreements, retirements and deaths. The fluctuation rate is calculated by dividing the total number of departures in the reporting period by the average number of employees in the reporting period.

The metrics on employee characteristics are applied for the closing date of December 31, 2025, and are based on headcount or full-time equivalents, as stated. The information disclosed in this section is taken from Bayer’s global human resources system in combination with the global Group finance system for employees of companies that are not connected to our global human resources system.

Collective bargaining coverage and social dialogue [S1-8]

In 2025, working conditions for 54.0% (2024: 53.0%) of our employees worldwide were regulated by collective bargaining agreements.

Employees at all Bayer sites around the world have the right to elect their own employee representatives. In various country companies, the interests of the employees are represented by elected employee representatives who have a say in certain personnel decisions. Since 1991, an agreement has been in place in our company governing employee representation through a European works council (Agreement between Company Management and the Group Works Council of Bayer AG on the Bayer European Forum, 1991, most recently amended in 2022).

The metrics for collective bargaining coverage and social dialogue are applied for the closing date of December 31, 2025, and are based on headcount. The information disclosed in this section is compiled annually through an internal query addressed to the HR country organizations. That includes all companies connected to the global human resources system, covering about 98% of our employees.

Diversity metrics [S1-9]

Our top management consists of 158 (2024: 176) women and 292 (2024: 326) men. This means that 35.1% (2024: 35.1%) of our top managers are female and 64.9% (2024: 64.9%) are male.

As regards the age composition of our workforce, the demographic situation varies widely from one region to the next. Overall, the largest proportion of our employees are between 30 and 50, at 64.7% (2024: 64.1%).

The age composition metrics apply for the closing date of December 31, 2025, and are based on headcount. The information disclosed in this section on our top management is taken from Bayer’s global human resources system. That includes all companies connected to the global human resources system, covering about 98% of our employees. We define our top management as our top 450 managers, including our Board of Management. The information on employees by age group and region is taken from Bayer’s global human resources system in combination with the global Group finance system for employees of companies that are not connected to our global human resources system.

Adequate wages [S1-10]

As standard practice, we pay employees on both permanent and temporary employment contracts a “living wage,” which is reviewed annually and defined worldwide by the nonprofit organization Business for Social Responsibility. The global living wage data is usually provided by BSR in November. The country organizations then check the data from December to February and confirm it by March. Living wages also apply to part-time employees whose compensation was proportionately adjusted to that of a full-time position. The payment of living wages is implemented at the country level and is reviewed annually by HR to ensure that the requirements of BSR are complied with throughout the Group. That includes all companies connected to the global human resources system whose compensation data is administered and reviewed using that system, covering about 98% of our employees. A living wage is defined as the wage that is required to purchase the goods and services needed to meet a minimum cultural and social standard of living in a country – including basic needs such as accommodation, energy and food, but also leisure activities, cultural participation and a savings rate. The concept of a living wage thus goes beyond the otherwise customary statutory minimum wage. In addition, living wages are adjusted each year to reflect changing conditions in certain countries, while statutory minimum wages usually remain unchanged for several years.

Health and safety metrics [S1-14]

The safety of the people who work in and for our company and of people who live near our sites is our highest priority. We are now also extending these ambitions to our supply chain. We focus on taking consistent precautions – to ensure healthy working conditions and safety in day-to-day work, in the operation of production facilities, and on work-related travel and transportation routes.

For this reason, we have established a health and safety management system at all our sites that complies with recognized international standards (such as ISO 45001) and covers 100% of our workforce.

We registered a total of 403 recordable work-related accidents in 2025 (2024: 439), with the majority involving our own employees. Recordable work-related accidents pertain to all incidents that lead to ill health or work-related injuries requiring medical treatment that goes beyond basic first aid and/or is associated with lost work time.

The rate of recordable work-related accidents fell to 2.16 in 2025 (2024: 2.20). To calculate the rate of recordable work-related accidents, the number of recordable work-related accidents registered in the reporting period is divided by the total number of hours worked by employees and nonemployees during the reporting period and then multiplied by one million. The rate of recordable work-related accidents thus reflects the number of occupational injuries per 500 full-time employees within the reporting period. We apply a global average of 159 monthly working hours per employee and nonemployee to estimate the total number of hours worked in the reporting period. This average is based on historical manual surveys of actual hours worked.

In 2025, no fatalities from work-related injuries and work-related ill health occurred affecting our own workforce (2024: zero). There were also no fatalities in 2025 due to work-related injuries and work-related ill health among value chain workers (2024: two).

The metrics for health and safety are applied for the closing date of December 31, 2025, and are based on headcount. Health- and safety-relevant data is collected in a central reporting platform for employees, including casual employees (seasonal employees, apprentices, interns and students) and nonemployees, when incidents occur. The information is then reviewed and validated by a central team to ensure its accuracy and completeness.

Compensation metrics [S1-16]

The Group-wide analysis of the unadjusted gender pay gap is an element to enable objective compensation structures and equal pay across genders. Our unadjusted gender pay gap in 2025 was 1.32% (2024: 2.14%²).

The annual total compensation ratio was 53.3 in 2025 (2024: 52.8). The annual total compensation ratio shows the factor by which the annual total compensation of the median employee would have to be multiplied to match the annual total compensation of the best-paid employee.

The unadjusted gender pay gap and the annual total compensation ratio are based on the closing date December 31, 2025. Both the unadjusted gender pay gap and the total compensation ratio are calculated based on total labor costs, which are calculated by multiplying the base salary by certain factors. These factors help determine the country- and salary-level-specific variable compensation components. Annual total compensation thus includes the base salary, short- and long-term variable compensation (STI and LTI), company car, pension, additional benefits, social insurance and insurance policies. That includes all companies connected to the global human resources system whose compensation data is administered using that system, covering about 98% of our employees.

Incidents, complaints and severe human rights impacts [S1-17]

All Bayer Group employees are obligated to report material compliance violations. Employees can use our global Speak Up Channel. This is a secure channel that gives everyone, including the public, the opportunity to report alleged compliance violations confidentially (and, where permitted by local law, anonymously). Employees can directly contact Bayer’s compliance department via the email address Speak.up@bayer.com.

In 2025, there were 101 entries made into Bayer’s case management system in the Fairness and Respect at Work category (2024: 148). This category encompasses the issues of discrimination, sexual harassment and bullying, although it is sometimes difficult to distinguish between these topics and there are overlaps. Moreover, our employees submitted a total of 621 grievances (including anonymous grievances) through our general Speak Up Channel (2024: 570 grievances through our externally operated Speak Up Channel). This total comprises grievances via all contact options of our Speak Up Channel, including notifications via internet, phone and app, as well as via email to our compliance department through Speak.Up@Bayer.com. For more information on our Speak Up Channel, please see Chapter A 4.4.1 Business Conduct. No fines, sanctions or damage payments were imposed in 2025 in connection with incidents in the categories Fairness and Respect at Work, Working Conditions, Equal Treatment for All, and Other Work-Related Rights (2024: €0).

There were no severe incidents in connection with human rights in 2025 (2024: 0). Therefore, no fines, sanctions or damage payments were imposed in connection with severe incidents in connection with human rights violations in 2025 (2024: €0).

The metrics on incidents, grievances and severe human rights violations are based on annual figures for 2025. The data for employees also includes casual employee groups (seasonal employees, apprentices, interns and students). To identify human rights violations, the information from the grievance management system and the internal risk-based control measures of our internal HSE auditors were taken into account. In addition, cases that are brought to our attention directly via other sources, such as inquiries from authorities, cases from the media or grievances from nongovernmental organizations, are also taken into account.

¹ For Diversity and Inclusion, we use the term “aspirations,” not targets.

² 2024 figure restated (reported in 2024: 3.46%). For more information on the restatement, please see the section “Disclosures in relation to specific circumstances [BP-2]” in Chapter A 4.1 General Information on the Sustainability Statement.