THE UNITE GROUP PLC Annual Report and Accounts 2024 99 RICHARD HUNTINGFORD CHAIR OF THE NOMINATION COMMITTEE The Committee also reviewed the composition of the Board and its Committees, as well as the change in our Designated Non-Executive Director for Workforce Engagement, with Angela Jain taking over this role at the start of 2025 from Ilaria del Beato who had performed this role for four years. See page 86 for more information. The Committee believes the Board currently has the correct balance of skills, experience, independence and knowledge. During 2025, the Committee will focus on our wider senior leadership talent mapping and bench strength, ensuring we are growing and nurturing our talent and developing the potential of our high performers. Our diversity and inclusivity initiatives (outlined below) are aligned with this talent mapping. Although no new appointments were made during the year, the Committee confirms that all appointments are subject to a formal, rigorous and transparent procedure based on merit and objective criteria. The Board seeks to promote diversity of gender, social and ethnic backgrounds, as well as cognitive and personal strengths. DIVERSITY AND INCLUSION The Board recognises that diversity and inclusion is fundamental to the culture of the Group, our purpose of Home for Success and ultimately our long-term sustainability. With employees a key stakeholder and at the heart of our business, the Board’s focus is on creating a workplace where people feel they belong and can bring their whole and true selves into the workplace. Our values recognise this, especially Unite as One. The Board continues to oversee the development and growth of our employee forum, Culture Matters, to ensure the employee voice is front and centre in shaping our people strategy. Through listening and feedback from across the business, we launched our first Diversity, Equity, Inclusion, Belonging and Wellbeing strategy, We are US. This strategy continues to be authentic to the business and recognises our responsibility to create healthier and happier workplaces, striving for more equitable and sustainable futures. BOARD DIVERSITY POLICY The Board and Nomination Committee drives the agenda for diversity across the business. We are making progress, but recognise we still need to do more. The objectives of the Board’s Diversity Policy are to ensure that Board and Committees of the Board appointments: (a) are made on merit and relevant experience, while taking into account the broadest definition of diversity (which includes factors such as ethnicity, sexual orientation, disability and socioeconomic background, as well as age, gender, education and professional background) (b) ensure Unite Students has, on an ongoing basis, the most effective Board and leadership team to operate the business for the benefit of all its stakeholders. The Committee ensures that when recommending appointments to the Board, the retained search firm places an emphasis on putting forward candidates who would enhance the overall diversity of the Board and seeks to appoint search firms that are signatories to the Enhanced Voluntary Code of Conduct for Executive Search Firms where practicable. On an ongoing basis, the Committee keeps under review the tenure and experience of the Executive and Non-Executive Directors to ensure the Board, and the respective Committees, has an appropriate and diverse mix of skills, experience, knowledge and diversity. Details of the implementation of the Board’s Diversity Policy, and results during 2024, are set out in our detailed diversity-related reporting below. BOARD AND SENIOR LEADERSHIP DIVERSITY The Company reports our Board and Executive management diversity data, as at 31 December 2024, in accordance with the UK Listing Rules targets and associated disclosure requirements. As of 31 December 2024, the Board comprised 40% women, one of the four senior positions on the Board was held by a woman and there was one Director from an ethnic minority background. The Board’s ambition is to ensure diversity at all levels of the Company and as at 31 December 2024, has complied with the Parker Review’s recommendation that each FTSE 100 Board should have at least one director of colour by 2024. The Board continues to review its composition on an ongoing basis and,