Gender Equality Policies

Cyber-Bee S.r.l., which operates in the field of design and development of solutions, services, consulting, and training, as well as
In marketing technologies and solutions in the field of cybersecurity, it is committed to maintaining impartiality and
inclusiveness, fairness, and transparency; respect for and recognition of employees; the protection of individuals; and the fight against all forms of
forms of violence and discrimination, with the aim of reducing the gender gap, leading to improvements in employee well-being,
as well as the ethical implications, with the positive impact on market reputation that comes from adopting robust protections for rights and freedoms
of its employees is capable of generating

The Gender Equality Management System (SGPG), in accordance with the UNI/PdR 125:2022 standard, is the tool that
uses to ensure the presence and professional growth of women, promoting an inclusive culture and implementing processes
designed to foster women’s empowerment and equal opportunities. Cyber-Bee S.r.l. has developed a strategy for human resources development and
management based on meritocracy and equality, designed to value the uniqueness of individuals and ensure access
to the same opportunities for professional growth—including training programs— regardless of gender or the role held
within the organization.

The care with which Cyber-Bee S.r.l. focuses its efforts to ensure that the SGPG meets the requirements specified by the
In line with the European Union’s goals on gender equality, Norma is guided by the following
objectives: increasing women’s participation in the labor market; reducing the pay and pension gaps between
men and women; protecting parental rights and promoting work-life balance; promoting gender equality
in decision-making; combating stereotypes and gender-based violence; and protecting and supporting victims of
such abuses.

The requirements for implementing gender equality policies are consistent with the Organization’s objectives and operational procedures
. The SGPG includes, in fact, the rules of conduct, processes, infrastructure, and chain of responsibility
aimed at promoting gender equality. Even in its marketing and communication activities, such as public events, Cyber-Bee S.r.l.
is committed to always acting in a professional and engaging manner, taking the utmost care to avoid
gender stereotypes based on subject matter expertise and to promote women’s contributions in the workplace.

To facilitate the achievement of the stated principles and objectives, the Company considers the adoption of the SGPG and its continuous improvement
to be essential. Performance indicators for each of the main thematic areas are described in the System’s documentation
and supported by specific policies and procedures.

The definition of roles and responsibilities constitutes the framework within which the SGPG was implemented and is
dynamically updated in response to the continuous evolution of that framework. Additional fundamental elements
of this Policy include the procedures related to the topics of the Strategic Plan, along with specific KPIs, in order to explain how
the Organization is progressing toward its established goals regarding gender equality.

Cyber-Bee S.r.l. raises awareness among its staff and stakeholders to ensure their conduct aligns with the provisions set forth at
in this Policy and in the Management System that implements it. To this end, recognizing the importance of fostering its
internal culture, Cyber-Bee S.r.l. adopts appropriate measures to inform all staff while also promoting behaviors and
language that ensure an inclusive and equitable environment, with the aim of eliminating stereotypes, discrimination, and all forms of
physical and verbal abuse.

Management has identified the Head of the Management System for
Gender Equality (RSGPG) as the person responsible for managing the SGPG; this position is designated at the R1 Group level and is common to all Group companies. Furthermore, in order to establish an active oversight mechanism
regarding gender equality, it has set up specific reporting channels, including the internal reporting channels provided for by the
Legislative Decree 24/2023 (whistleblowing), so that situations not in line with the aforementioned corporate principles can be reported, while respecting
the confidentiality of the reporting individual, and, for matters pertaining to gender equality, brought to the attention of the Steering Committee
for Gender Equality, also established at the R1 Group level.

This policy, within the broader framework of the Organization’s strategic guidelines, is periodically reviewed
to take into account any changes, in conjunction with the R1 Group’s Gender Equality Steering Committee, and to define and
periodically review gender equality objectives.

Rome, October 1, 2026
The Sole Director of
, Luca Gabrielli