The reporting boundary encompasses the operational activities of Bao Viet Securities Joint Stock Company (BVSC). BVSC is an independent legal entity with no subsidiaries or member units. Accordingly, all data is presented on a standalone basis and applied consistently across all related disclosures.

There are no restatements or adjustments of information provided in previous reports.

Financial Services – Securities

BVSC operates within the financial services and securities sector, providing securities brokerage, investment advisory, corporate advisory, investment banking, proprietary trading, and related financial services. These offerings serve both domestic and foreign individual and institutional clients.

(For a detailed description of the organization’s activities, please refer to Chapter I – General Introduction.)

The value chain of BVSC is built upon the integration of its operating platform, core business activities, and its network of customers and partners. Leveraging its technological systems, market data, and financial infrastructure, the Company provides services including securities brokerage, investment advisory, investment banking, and other financial offerings. BVSC’s products and services are provided to domestic and international individual and institutional investors, investment funds, and financial institutions, contributing to the development of VietMale’s securities market.

BVSC maintains business relationships with financial institutions, banks, stock exchanges, the VietMale Securities Depository, as well as domestic and international investment funds and financial organizations. Concurrently, the Company strengthens collaborations with professional associations and member entities within the Bao Viet ecosystem to support business operations and enhance service quality.

During the reporting period, there were no significant changes to the Company’s sectors of activity, value chain, or business relationships.

Pursuant to the Company’s Charter, the Internal Regulations on Corporate Governance, and the Operating Regulations of the Board of Directors, all shareholders have the right to form groups to nominate and exercise cumulative voting for their representatives as candidates for the Board of Directors and the Supervisory Board. The election of members of the Board of Directors and the Supervisory Board is conducted via cumulative voting, as prescribed in Article 28 of the Company’s Charter.

The Company’s Board of Directors (BOD) always ensures a balance between executive and non-executive members: BVSC maintains a ratio of 4/5 BOD members as non-executive members, with 01 member being an independent BOD member. The Chairman of the Board of Directors does not concurrently hold the position of Chief Executive Officer. Members do not simultaneously serve on the Board of Directors of more than five (05) other companies; this allows Board members to devote ample time, energy, and expertise to the Company’s development.

The Supervisory Board consists of one (01) Head of the Board and two (02) Supervisors. All Supervisors work on a full-time basis and do not concurrently hold management positions or other duties at BVSC;

BVSC maintains an effective governance framework to ensure that sustainable development principles are integrated throughout business operations. The BOD holds the role of strategic orientation, establishing a long-term vision and integrating ESG (Environmental, Social, and Governance) factors into the development strategy. At the same time, the BOD oversees the risk management system, ensuring transparency, legal compliance, and a balance of interests among stakeholders.

The Board of Management (BOM) plays a pivotal role in materializing sustainable development orientations into concrete action plans. The BOM is responsible for developing and implementing sustainability goals aligned with business operations, allocating resources appropriately, organizing system-wide execution, and monitoring and evaluating performance through specific measurement indicators. At the same time, the BOM ensures compliance with legal regulations, manages ESG-related risks, and promotes innovation towards sustainability. Beyond operational activities, the BOM also contributes to building a responsible corporate culture and enhancing stakeholder engagement, thereby turning sustainable development into a core element and a competitive advantage for the Company.

The Company’s Sustainability Report is prepared with reference to the GRI Standards and is integrated into the Annual Report. The reporting process involves coordinating relevant functional departments under the direction of the Board of Management, while being reported to and overseen by the Board of Directors to ensure transparency and accountability.

For details of the Board of Directors’ activities, please refer to the Report of the Board of Directors – Chapter III: 2025 Operational Performance Report.

The Company consistently maintains the highest standards of integrity, transparency, and accountability throughout its business operations. The conflict of interest management policy is established to identify, prevent, and promptly address situations where personal interests may influence, or be perceived to influence, the objectivity and independence of the decision-making process of Board of Directors members, Supervisory Board members, Board of Management members, officers, employees, shareholders, and other stakeholders of the Company.

Conflicts of interest may arise in various contexts, including but not limited to related party transactions, personal investments, familial relationships within the supply chain, or the receipt of inappropriate gifts and benefits. The Company requires all personnel, including members of the BOD, the Supervisory Board, the BOM, officers, and employees, to proactively disclose any potential or actual conflicts of interest in a full, truthful, and timely manner, in accordance with internal procedures.

The Company implements control mechanisms to ensure that conflicts of interest are effectively managed, including: (i) issuing internal regulations to control conflicts of interest and prevent self-dealing transactions, as stipulated in the Company’s Charter, Internal Regulations on Corporate Governance, Operating Regulations of the Board of Directors, Operating Regulations of the Supervisory Board, Internal Labor Regulations, and other internal documents; (ii) establishing independent approval processes for related party transactions; (iii) applying the principle of recusal, excluding individuals with conflicts of interest from discussion and decision-making processes; and (iv) establishing a system for periodic monitoring and internal auditing.

Information regarding insiders, related persons of insiders, and related party transactions is disclosed by the Company in accordance with regulations in the Financial Statements, Corporate Governance Reports, and other official information disclosures of the Company.

For details, please refer to Chapter III: 2025 Operational Performance Report.

For details, please refer to the section on Transactions, Remuneration, and Benefits of the BOD, the Supervisory Board, and the Board of Management – Chapter II: Corporate Governance.

BVSC is committed to legal compliance, governance standards, and responsible business principles, ensuring information transparency, risk management, and the protection of the rights and interests of customers, shareholders, and other stakeholders. The Company upholds the values of integrity, transparency, and responsibility throughout all its activities.

BVSC respects fundamental human rights, fosters an equitable working environment, and provides transparent and secure financial products and services to customers.

These commitments and principles are reflected in the system of internal regulations, the code of professional ethics, and related policies, which are approved and overseen by the Board of Directors and the Board of Management, and apply to all operations and business relationships. The Company regularly reviews and updates its policies to ensure alignment with legal regulations and governance practices.

Policies are disseminated to employees through training and internal communications, while being communicated to customers and partners via transaction regulations and the Company’s information disclosure channels. Details of the regulatory system are disclosed at:

BVSC’s commitments to responsible business, legal compliance, and sustainable development are implemented through:

• Internal regulatory system and operational procedures
• Internal control and risk management mechanisms
• Periodic training programs for employees
• Performance appraisal system linked to compliance and professional ethics

The Board of Management and functional departments are responsible for overseeing the implementation of these policies throughout all Company operations.

BVSC has established diverse channels for seeking advice and raising concerns to ensure timeliness, transparency, confidentiality, and legal compliance, including: hotline, email, website/portal, suggestion boxes, and internal applications. Grievance handling is carried out by specialized departments: the 24/7 Customer Care Center (for customers, partners, and other stakeholders), Investor Relations (for shareholders and investors), and Human Resources & the Trade Union (for employees).

The grievance redressal process at BVSC is conducted transparently through the following steps: receiving and fully recording information while classifying the severity; conducting objective verification and investigation (which may involve third parties); providing initial feedback within 1–2 working days; issuing conclusions and appropriate remediation plans (apology, compensation, adjustment, or handling of violations); officially notifying the results with clear explanations; and finally, archiving and consolidating records for reporting and process improvement.

In cases where negative grievances are verified as valid, the Company implements a comprehensive remediation process: identifying environmental, social, and economic impacts; and applying phased measures, including short-term (ceasing harmful activities, immediate mitigation), medium-term (adjusting procedures, retraining), and long-term (investing in technology, enhancing governance). Simultaneously, the Company provides compensation and restoration support to affected parties while strengthening prevention of recurrence through updated regulations, strict controls, and early warning systems; the mechanism is periodically monitored, evaluated, and improved to ensure transparency and effectiveness.

BVSC is a member of:

The Vietnam Association of Securities Business

The Vietnam Association of Financial Investors

The Vietnam Bond Market Association

The percentage of total employees covered by collective bargaining agreements: 100%.

BVSC issues and implements policies on financial governance, risk management, internal control, information security, and legal compliance in the securities sector. The Company is committed to maintaining a sustainable financial foundation, protecting customer interests, and ensuring the continuity of its business operations.

BVSC manages economic performance based on a system of financial and non‑financial indicators. Financial indicators include total assets, annual revenue and profit growth rates, EPS growth, and the capital adequacy ratio, while non‑financial indicators include market share, the quality of human resources, and the quality of the management team.

In 2025, the Company allocated sufficient financial, human, and technological resources to effectively implement its business plan. In particular, BVSC intensified the application of digital platforms in marketing and customer development activities through video series, livestreams, and online seminars, thereby enhancing customer reach and conversion effectiveness. This transition to digital channels allowed the Company to broaden its customer base, especially among younger investors, while optimizing outreach costs and improving customer acquisition efficiency.

In parallel, BVSC deployed artificial intelligence (AI) across internal functions, including reporting, communications, and operational support, thereby shortening processing times, easing employee workloads, and enhancing labor productivity. Concurrently, the Company finalized the connection and operation of the KRX system, together with upgrades to its technology infrastructure and the completion of its disaster recovery (DR) system and business continuity plan (BCP), thereby mitigating potential disruption risks, ensuring stable trading and service provision, and contributing to improved business performance. BVSC strengthened internal controls, risk management, and system security to prevent and mitigate potential negative impacts, ensuring business continuity.

(For further details, please refer to Chapter III, Sections 2 and 3 – the Report of the Board of Directors and the Report of the Board of Management)

The Board of Directors and the Board of Management hold ultimate responsibility for the governance of economic performance matters. The Company manages its performance through business targets approved annually by the General Meeting of Shareholders. For 2025, the Company set a revenue plan of VND 1,025 billion and a profit after tax target of VND 180 billion.

The effectiveness of actions is monitored through management reports, periodic monthly and quarterly financial reporting, and oversight mechanisms of the internal control, risk management, and internal audit functions. Key indicators include revenue, profit after tax, capital utilization efficiency, the ability to deliver services via digital platforms, and customer satisfaction levels.

BVSC collects feedback from shareholders, customers, regulatory authorities, and employees through periodic reports, meetings, customer service channels, and internal surveys. Such feedback is taken into consideration in product adjustments, service quality improvement, and the evaluation of the effectiveness of actions taken.

Are there separate funds to pay for pension obligations? None. Nevertheless, the Company fully complies with statutory social insurance contributions for employees, thereby ensuring that employees’ retirement benefits at BVSC are provided in accordance with Vietnamese law. In addition, since 2025, the Company has implemented a voluntary pension fund program provided by Dragon Capital Fund Management Company. This is a financial solution designed as a long‑term and regular asset accumulation tool aimed at enhancing the retirement income of participants.

Social insurance contribution rates for employees and the company: The company participates in social insurance contributions for its employees at rates that comply with legal regulations, specifically:

• Employee contribution: 10.5%
• Employer contribution: 21.5%

The continued implementation and enhancement of employee benefit programs over recent years reflect the management’s deep commitment to employee well‑being, contributing to improved living standards, financial peace of mind in the face of unexpected risks, and increased financial stability upon retirement.

BVSC is committed to compliance with Vietnamese environmental protection regulations and to encouraging the effective use of resources in operations, to reduce adverse environmental impacts.

BVSC implements measures to control and optimize resource use in its internal operations, including electricity, water, materials, and related emissions, based on periodic monitoring through utility billing systems and internal reporting. In parallel, the Company promotes awareness‑raising initiatives such as the ‘5S Culture’ program (Sort – Seiri; Set in order – Seiton; Shine – Seiso; Standardize – Seiketsu; Sustain – Shitsuke) and the ‘BVSC – Saving Together’ campaign, which contribute to fostering efficient resource‑use practices across the entire organization.

The administrative/planning department is the focal point, responsible for managing energy use within the Company under the supervision of the Board of Management. Assessments are carried out annually and in response to significant changes, contributing to improved management and control effectiveness.

Effectiveness is evaluated based on indicators including electricity and water consumption, material usage volumes and trends across reporting periods, and the extent of digitalization in operations. Monitoring results are utilized to refine management measures aimed at improving resource efficiency.

BVSC gathers employee feedback through internal programs and channels concerning resource use and the working environment. Such feedback is reviewed to improve management measures and enhance the effectiveness of implementation across the Company.

Electricity consumption:

BVSC’s energy management in 2025 achieved positive outcomes, with total electricity consumption of 499,208 kWh, showing a slight reduction and maintaining stability compared to 2024 (503,144 kWh). These results demonstrate the effectiveness of electricity‑saving measures, while reflecting employees’ awareness and responsibility in optimizing resource use and protecting the environment.

Water consumption:

While annual water usage costs are covered under office rental expenses, the Company continues to actively promote water conservation through internal communication initiatives.

The administrative department coordinates with the building management to conduct regular inspections of water use to ensure that no leakage occurs, and promptly notifies the building’s technical team to carry out timely repairs of water pipelines and valves. In particular, water‑saving notices and awareness messages are displayed in common water‑use areas.

Paper:

Communication efforts and the acceleration of digital transformation in operations and management have yielded practical results. In 2025, total paper consumption remained stable at 1,404 reams compared to 2024, despite workforce growth. Employees at the Head Office, branches, and transaction offices actively use online meetings and digital presentations to minimize paper and ink usage, while applying digital signatures, electronic contracts, and document management software to reduce printing and optimize storage space. In addition, BVSC maintains a cost‑saving culture by reusing single‑sided paper for internal documents, fostering sustainable consumption practices within the Company.

BVSC manages greenhouse gas emissions to control environmental impacts arising from office‑based operational activities. Greenhouse gas emissions are calculated in accordance with the GHG Protocol Corporate Standard, a globally recognized accounting tool used to quantify, monitor, and manage greenhouse gas emissions, developed by the World Resources Institute (WRI) and the World Business Council for Sustainable Development (WBCSD).

The scope of calculation includes:

• Scope 1: Direct emissions from fuel consumption for company vehicles.
• Scope 2: Indirect emissions from electricity consumption at the headquarters, branches, and transaction offices.
• Scope 3 (estimated): Other indirect emissions such as paper consumption and related operational activities.

Data sources are aggregated from internal management systems regarding electricity, fuel, and office supply consumption.

305-1

Direct (Scope 1) GHG emissions

Direct emissions primarily arise from fuel use for vehicles supporting business operations.

In 2025, gasoline consumption totaled 12,156.8 liters, resulting in approximately 28.1 tonnes of CO₂ emissions.

305-2

Energy indirect (Scope 2) GHG emissions

Indirect emissions primarily arise from electricity consumption for office‑based operations.

In 2025, electricity consumption totaled 499,208 kWh, resulting in approximately 421.8 tonnes of CO₂ emissions. Electricity‑related emissions represent a major share of total emissions, reflecting the office‑based nature of financial services operations.

305-3

Other indirect (Scope 3) GHG emissions

Other indirect emission sources of BVSC mainly relate to the consumption of office supplies.

In 2025, total paper consumption amounted to 1,404 reams, resulting in estimated emissions of around 4.6 tonnes of CO₂.

In 2025, BVSC’s total greenhouse gas emissions were estimated at 451.7 tonnes of CO₂, down slightly from 2024 (464 tonnes of CO₂). The Company continues to promote energy efficiency, optimize office operations, and raise employee awareness to progressively reduce emissions in the coming years.

While BVSC does not engage in activities that directly impact the environment, the Company recognizes the shared responsibility of organizations and individuals to protect the environment and uphold sustainable values for future generations. Within the scope of its operations, BVSC endeavors to integrate action programs aimed at conserving resources and energy as a means of cost efficiency to enhance business performance; however, more importantly, these efforts seek to raise employees’ awareness of environmental and natural resource protection for the country.

Based on its strategic business orientation, the Company has developed and implemented a human resource policy system, including recruitment, training, and compensation and employee benefits policies, to effectively manage impacts related to employment. The Company is also committed to complying with applicable labor laws and aligning with good governance practices in the market.

In recruitment activities, the Company develops a specific annual staffing plans, designs job descriptions, and sets recruitment criteria based on competency framework assessments using the ASK model. Recruitment processes are publicly announced and transparent, and candidate assessments are conducted through multiple methods, including professional knowledge tests, face-to-face interviews, and candidate presentations, etc., thereby ensuring the selection of suitable candidates.

Regarding the compensation policy, the Company applies a 3P compensation system (Position, Person, and Performance) to ensure fairness, transparency, and competitiveness in the labor market. Employee income is determined based on job value, individual competence, and work performance. The bonus policy is designed to fit specific job categories, where business units are evaluated based on KPIs, while support and management departments are assessed based on work objectives combined with internal service satisfaction surveys from the business division.

Regarding welfare policies, the Company develops welfare programs aimed at improving employees’ material and spiritual well-being, while ensuring sustainability and alignment with its long-term development orientation. Welfare schemes are tailored to different employee groups and job levels, in combination with compensation policies, to create an overall remuneration system that helps attract, motivate, and retain employees. Welfare policies are implemented in various forms, including monetary welfare payments, statutory insurance schemes and supplementary insurance programs, periodic health check-ups, paid leave, paid birthday leave, and other welfare benefits.

To implement policies and commitments related to employment, the Company conducts human resource activities in a systematic manner, closely aligned with its actual operational needs.

In 2025, BVSC recorded a new recruitment rate of 11%, with hiring mainly focused on the brokerage team, accounting for 89% of new recruits. This is consistent with the Company’s strategic focus on strengthening brokerage activities and in line with its set objectives. The composition of new hires continued to maintain a balanced gender structure and an appropriate distribution across the Company’s operating regions.

In terms of age profile, recruitment efforts are still concentrated on young employees, thereby contributing to the replenishment of successor talent, enhancing dynamism, and improving adaptability to market changes. In addition to the annual Next Gen 2025 recruitment and training program, the Company continued to recruit experienced professionals from the market to ensure stability and continuity in its professional operations.

BVSC recorded a new recruitment rate of

11%

with hiring mainly focused on the brokerage team, accounting for 89% of new recruits

The Company monitored and evaluated the effectiveness of its human resource policy implementation through key indicators, including: the new hire rate, employee turnover rate, return-to-work rate after parental leave, and the proportion of employees receiving benefits under the issued welfare policies.

During the year, the Internal Control and Risk Management Department regularly conducted reviews and evaluations of personnel fluctuation indicators to identify any impacts on the Company’s operations and provide timely alerts. Meanwhile, the Human Resources Department has regularly communicated, learned, and sought feedback from operational departments and the Executive Committee of the Trade Union on their personnel situation, as well as opinions on compensation, bonus, and welfare policies for employees. The department also assessed the impact of these policies on work performance, thereby making timely adjustments to address any shortcomings and resolve employee concerns, ensuring employees’ peace of mind at work.

The Company is responsible for ensuring safe working conditions and for preventing and minimizing impacts related to employees’ health and safety. This is achieved through the development and implementation of specific occupational health and safety policies, clearly tailored to different employee groups and levels. This approach helps employees feel secure and ensures their rights, including:

• Social insurance, health insurance, and unemployment insurance policies: The Company has established a salary scale system based on specific job titles, serving as a basis for fully implementing social insurance, health insurance, and unemployment insurance in accordance with State regulations.
• Other supplemental insurance policies: In addition to strictly complying with mandatory insurance policies, the Company also implements other supplemental insurance programs to enhance employee benefits. For over 16 years, the Company has implemented a health insurance program for employees and has also provided a life insurance program for employees, offering both life protection benefits and accumulated value, thereby ensuring financial security upon retirement. Another supplemental program offered by the Company is K-Care cancer insurance. These insurance programs have been maintained on an annual basis, forming a comprehensive healthcare benefits package, enabling employees to focus on their work and fostering long-term commitment to the Company.
• Periodic health examination: Each year, the Company organizes periodic health check-ups for employees at reputable international hospitals and clinics, in full compliance with legal regulations. In addition to standard medical examinations, the Company provides enhanced cancer screening services, enabling employees to monitor their health status and take timely action in case of illness.
• Facilities and working conditions: The Company provides a modern working environment that meets Grade A office standards, with well-equipped facilities and advanced equipment, ensuring a scientifically designed workspace. At the same time, the Company strictly adheres to occupational safety and fire prevention standards to provide the best possible working conditions for employees.
• Employee engagement activities: Recognizing the importance of employee engagement as a key component of employees’ mental well-being, the Company regularly collaborates with the Trade Union and Youth Union to organize employee engagement activities, such as quarterly “Happy Friday” events, sports tournaments, and outdoor physical activities, all of which foster a friendly and cohesive working environment.
• Sports and cultural activities: To promote employees’ mental and physical health, the Company has established various sports and cultural clubs such as the Running Club, Yoga, Football, and Pickleball. These not only help employees stay physically active but also create opportunities for interdepartmental bonding and collaboration.

The Company is committed to ensuring that employees work in a safe environment, receive health care and protection, and have financial security against unforeseen health-related risks.

In 2025, the Company implemented the following occupational health and safety activities:

• BVSC fully complied with all legal requirements regarding social insurance, health insurance, and unemployment insurance, ensuring timely and adequate protection of employee benefits as required by law. At the end of 2025, the Company issued a new basic salary scale in compliance with legal regulations to enhance employees’ insurance benefits. In addition, the Company continued to renew comprehensive health insurance, cancer insurance, and life insurance contracts for employees in accordance with the issued policies. In 2025, BVSC implemented an additional life insurance program for key personnel and officially launched a voluntary pension insurance program with Dragon Capital for employees.
• Throughout the year, BVSC organized periodic health check-ups for employees at reputable medical facilities, including T-Matsuoka Clinic (Hanoi) and University Medical Center 1 (Ho Chi Minh City), which meet the standards of the Ministry of Health and deliver high-quality medical services. In addition to the standard examination categories prescribed by the Ministry of Health, BVSC also provided popular cancer screening tests to help employees proactively monitor and better protect their health.
• All BVSC’s offices are located in Grade A office buildings in both Hanoi and Ho Chi Minh City, providing modern infrastructure and working conditions that meet occupational safety and fire prevention standards. In 2025, BVSC completed the renovation of its Head Office Transaction Office and Transaction Office No. 1 to higher office standards, creating a more positive working environment for employees. The Company also renovated the Branch Office at 233 Dong Khoi to accommodate functional changes following organizational restructuring.
• Internal engagement activities continued to be emphasized through various programs such as Happy Friday events and monthly birthday celebrations. Notably, a series of internal activities were organized to celebrate the Company’s 26^th anniversary, including sports competitions featuring Pickleball tournaments at the Head Office and Pickleball and badminton tournaments at the Ho Chi Minh City branch, an AI innovation contest, the Loyalty Reward program, and a writing competition themed “Companion,” aligned with BVSC’s four key pillars for building a happy workplace: Physical vitality – Mental resilience – Transparent rewards – Collaborative colleagues. In addition, BVSC implemented the BVSC Milestones program in 2025 to recognize and motivate employees with highly engaged employees. Effective internal communications play a vital role in fostering collective strength and maintaining a stable, committed workforce.
• BVSC also encouraged employees to maintain physical wellness through vibrant sports clubs. Pickleball Club, Running Club, Football Club, Yoga Club, and Music Club offer a variety of activities to promote both physical and mental well-being. In addition, in 2025, the Company organized a first aid training workshop for employees, delivered by Dr. TATSUO TAKAMA, Executive Director of the Japan Disaster Medical Assistance Team.

At BVSC, employees are encouraged to proactively raise issues related to working conditions and occupational health and safety through discussions with management, the Human Resources department, the Trade Union Executive Committee, or by providing direct feedback at the annual employee conference.

The Company ensures that employees are not subject to discrimination or any form of disadvantage when providing feedback regarding occupational health and safety. Feedback is received, addressed, and responded to in a timely manner, contributing to a safe working environment and towards sustainable development.

In addition, the Company has established a network of occupational safety and hygiene officers with the participation of employees from various departments. This network is responsible for supporting the implementation of occupational health and safety activities, coordinating internal communication to raise employees awareness, and participating in monitoring and proposing improvements to working conditions.

The Company proactively identifies training needs, develops training frameworks, and establishes training policies and programs for employees based on different job titles and levels, linking training activities with career development pathways, promotion policies, performance evaluation, and reward and recognition systems to encourage employees to participate in training and enhance their own capabilities.

• Orientation training program: Training on the Company’s vision, mission, core values, history and achievements, so that employees understand its culture and target values to connect each employee with the Company’s development plans. In addition, employees are also trained on the Company’s internal regulations, policies and code of ethics so that they can quickly adapt to the new working environment and achieve success during their future association with the company.
• Professional training program: The professional training program frameworks are built for each specific division:
  • For brokerage division: Training for securities professional certification organized by the SSC to apply for a practicing certificate; Internal training according to the training program specifically developed for the brokerage team;
  • For support and management division: Training for securities professional certification organized by the SSC to apply for a practicing certificate (depending on the positions as required by law); Sponsoring employees to participate in professional certification training such as CFA, ACCA, CMT, SHRM, etc.; other training courses as required by each specialized position.
  • In addition, BVSC also implements training programs for university students preparing to graduate, aiming to develop a high-quality future workforce, such as the “Next Gen” program and the “From Learning to Earning” program.
• Skills training program: Training on soft skills to improve work performance and adaptability to changes in work; management & leadership skills for managers.

The Company is committed to implementing training programs in accordance with the annual training plan and to facilitating employees’ participation in training programs to enhance their professional competencies.

In 2025, the Company implemented several improvements in its training activities, aiming to enhance the onboarding experience and increase engagement for new employees. Beyond the Onboarding training sessions, new hires were provided with a Welcome Package (including a Welcome Card and guidance materials), designed in an engaging and practical manner to align with operational realities and ensure ease of understanding, thereby shortening the onboarding period and creating a more positive impression and experience for new employees.

Professional training programs continued to be primarily focused on the brokerage division, in line with the Company’s business strategy. The training contents include securities professional certification training in accordance with regulatory requirements, as well as courses on operational procedures, trading systems, new products and services, and analytical and customer advisory skills. In addition, the Company continued to implement the “Next Gen” program in Hanoi and Ho Chi Minh City to identify and train young talent, with updated program content to ensure alignment with changes in regulations, procedures, and the program’s training objectives. During 2025, the Company also implemented the “From Learning to Earning” program at various universities, enabling students to gain early exposure to securities trading practices, thereby contributing to the long-term development of the financial industry’s talent pool.

Furthermore, the Company regularly assigned employees to participate in external training courses and professional seminars to update knowledge and enhance working capabilities, particularly in areas such as the application of artificial intelligence (AI) in management, risk management, and customer service and development skills. Employees were also encouraged to proactively enhance their capabilities by participating in international professional certification programs such as CFA, CMT, and IIA, among others, by providing support for related expenses.

In 2025, the Company also organized information security awareness training programs for employees in Hanoi and Ho Chi Minh City, while promoting a culture of compliance across the organization. This activity helps raise awareness, ensure information security, and support sustainable business operations.

The Company monitors and evaluates the effectiveness of its education and training activities through key indicators, including: Total training hours, Total training expenditure, and Average annual training hours per employee categorized by function and hierarchical level, as well as results from periodic assessments for brokerage staff.

Additionally, the Company evaluates participation in mandatory training programs for each position based on data from the human resource management system, issues notifications to employees who have not completed the required programs, and leverages the E-learn system to assess the proactiveness in interaction and self-learning of employees.

Participation in mandatory training will be one of the factors considered in personnel evaluation for the employee appointment, annual performance reviews, thereby fostering a culture of learning and continuously enhancing the quality of the Company’s human resources.

The Company implemented training and development programs aimed at enhancing employees’ professional expertise, vocational skills, and the adaptability of its workforce.

For brokerage division:

• For newly recruited, inexperienced employees: The Company continued to implement the “Next Gen” program in Hanoi and Ho Chi Minh City to identify and train young talent. The program content is regularly updated to align with changes in regulations, processes, and training objectives.
• For existing employees: The Company regularly organized training programs on products, services, processes, and systems, primarily delivered through the e-learning platform, enabling employees to participate proactively and improve the effectiveness of knowledge retention. In addition, training courses on customer service and client development skills were also implemented to enhance service quality and work performance.

For other departments:

The Company encourages and facilitates employees’ participation in international professional certification programs relevant to their areas of expertise, such as CFA, ACCA, CPA, CMT, and SHRM, through financial support policies.

For managers:

The Company sent its staff to seminars to update regulations and/or new trends in the market, receive leadership skills training, training programs for managers, etc.

Furthermore, the Company organized training programs on the application of Artificial Intelligence (AI) in the workplace and facilitates employee participation in related seminars and AI competitions launched by Bao Viet Holdings, thereby enhancing adaptability to the rapid advancement of technology.

Currently, policies related to recruitment, training and development, performance evaluation, and compensation fully reflect the Company’s commitment to diversity and equal opportunity. At BVSC, diversity and equal opportunity are reflected in all daily business activities and have become an integral part of the Company’s corporate culture.

Policies

• For recruitment policies: The Company ensures that the recruitment process was conducted transparently, without discrimination based on gender, religion, or ethnicity. All candidates have the opportunity to access suitable positions based on their abilities and development potential.
• For human resource training and development, staff planning and appointment policies: The Company implements human resource training and development policies based on the principle of fairness, ensuring that all employees have equal access to training programs and advancement opportunities, regardless of gender, age, position, or contract type. Training programs are designed based on competency frameworks and job requirements to ensure transparency and alignment with each individual’s career development path. Personnel planning and appointment are carried out transparently and fairly, based on competence and actual contributions, creating development opportunities for everyone.
• For employee salary, bonus and welfare policies: The Company’s compensation, bonus, and welfare policies are applied uniformly to all employees, without discrimination based on gender, religion, or ethnic minority. Moreover, BVSC has tailored policies specifically for female employees. In addition to statutory maternity benefits, the Company offers additional support such as: one-hour breaks during the breastfeeding phase, additional maternity benefits under the health insurance plan, 10-minute daily breaks for five consecutive days each month, special recognition and appreciation on occasions such as International Women’s Day (March 8) and Vietnamese Women’s Day (October 20), etc.

Commitments

The Company is committed to building a comfortable and safe working environment where employees are respected, treated equally, provided with opportunities for development based on their competencies, and recognized for their contributions.

To ensure that the principles of diversity and equal opportunity are effectively implemented in practice, the Company has carried out human resource management activities in a transparent, fair manner, and in accordance with the specific characteristics of each function.

For recruitment: The Company establishes candidate selection criteria based on job requirements and individual competencies for each position, ensuring equal access to recruitment opportunities. Recruitment information is publicly posted on the Company’s website and job portals. The recruitment process includes professional tests, assessment rounds, and interviews with the participation of relevant departments, ensuring objectivity and minimizing potential bias.

For human resource training and development, staff planning and appointment: Training and development programs are implemented in accordance with annual plans and aligned with the needs of each department and job position. Performance evaluation is conducted based on clear criteria and serves as a basis for bonus and salary adjustments. Succession planning and appointment decisions are considered based on competence and performance, job performance over a review cycle, and assessments of future potential, carried out in accordance with the Company’s regulations, thereby ensuring equal promotion opportunities for employees.

Salary, bonus payments, and welfare policies are implemented consistently in accordance with approved policies and applied uniformly across the Company, ensuring that employees receive full benefits without discrimination.

These activities are carried out in coordination with relevant departments to build a diverse, equitable working environment and create development opportunities for all employees. At the same time, the Executive Committee of the Trade Union plays a supervisory role in the implementation of labor policies, accompanying and protecting the legitimate rights and interests of employees.

The Company monitors and evaluates the effectiveness of its diversity and equal opportunity initiatives through key indicators, including: workforce structure by gender, the ratio of employees participating in training programs/number of training hours by gender, the gender pay and income gap, and other relevant personnel data. This information is fully reflected in the Company’s annual periodic human resources reports.

In addition, employee feedback collected through direct line managers or the Executive Committee of the Trade Union serves as a basis for identifying emerging issues (if any) and ensuring timely resolution.

The Company’s workforce structure clearly reflects diversity and equality through a balanced gender distribution across job levels and a rational distribution by age. The proportion of female employees is slightly higher than that of male employees, although the difference is not significant. The Company’s management team is primarily concentrated in the 30–50 age group, which enables the effective utilization of professional experience, managerial capabilities, and adaptability to changes in the market and technology. At the staff level, the age structure is more diverse, with employees under 30 accounting for a significant proportion. In recent years, the Company has intensified recruitment of young talent to build a succession pipeline, while also recording workforce stability as employees tend to remain with the Company long-term and gradually transition into higher age groups. The Company has signed labor contracts with three ethnic minority employees. Diversity in gender and age contributes to a harmonious working environment, leveraging individual strengths and supporting the Company’s sustainable development.

Regarding compensation policy, the Company applies a unified remuneration principle with no gender discrimination, based on job position, competencies, and performance results. According to the reporting period data, the income ratio of female to male employees in both Hanoi and Ho Chi Minh City is higher across both staff and management levels. This difference is mainly attributed to the fact that employees’ income is linked to business performance and actual contributions, whereby female employees achieved higher performance-based bonuses than male employees. This further demonstrates the Company’s commitment to ensuring gender equality in compensation policies.

BVSC is committed to fulfilling its corporate social responsibility through transparent programs that are appropriately targeted and aligned with actual needs. The Company often directly organizes social security activities or cooperates with Bao Viet Holdings and relevant stakeholders to enhance implementation effectiveness.

Community activities are managed through the Trade Union under the direction of the Board of Directors and the Executive Board. Programs are planned, implemented and budgeted. After implementation, all program results and actual costs are publicly disclosed in the summary meeting. In 2025, BVSC continued to maintain its social welfare programs across key focus areas, ensuring that resources were used effectively and aligned with intended objectives. Centralized and planned management helps ensure that resources are utilized for the right purposes, directed to the appropriate beneficiaries, and aligned with the Company’s overall strategic orientation.

The Company has not yet had a formal mechanism for evaluating the effectiveness of the management approach. However, all of the Company’s annual Social Security programs are planned, implemented, organized as well as summarized and evaluated after completion. In addition, the company recognizes the effectiveness of the implemented programs through feedback from superior organizations and through social media.

The Company plans to establish an effectiveness evaluation mechanism for the management approach and promulgate it in the near future.

BVSC collects feedback from stakeholders, including regulatory authorities, mass organizations, partner units, beneficiary communities, and employees through program implementation, collaborative activities, and official communication channels. Feedback is consolidated and utilized to adjust the content and implementation methods of programs, enhance support effectiveness, and improve the management and evaluation of community activities.