ITF

09 The contract of employment of the Chief Execu ve Officer (CEO) is approved by the Remunera on Commi ee which carries out regular performance reviews and recommends changes to salary and benefits. Annually, the Remunera on Commi ee reviews the Senior Leadership Team's salaries and benefits, receives details of remunera on for the remainder of the organisa on and approves proposed changes to salaries and benefits a er due considera on of internal and external factors, promo ng consistency and fairness. The Remunera on Commi ee reports to the Board on proposed changes to salaries and benefits included in the annual budget and mid-year review. The Remunera on Commi ee's Board members led by an 'ac ng chair' conduct super-execu ve sessions at the March and November Board mee ngs. • March: review and finalise the President's objec ves for the year • November: discuss the President's performance against the objec ves and determine the President's bonus for the current year, and salary for the next year. The remaining directors receive no remunera on for their services but are reimbursed for expenses incurred in carrying out their du es in accordance with the ITF's expenses policy. Decisions and Appeals The ITF has appeal procedures, which are fully detailed in the Cons tu on and the regula ons for the individual compe ons. Risk Management The ITF is exposed to a variety of risk factors which are assessed on a regular basis. Policies to minimise financial risks include insurance cover, currency hedging, long-term commercial contracts and the prudent and limited u lisa on of reserves to maintain programmes and invest in the ITF's infrastructure, including through Strategic Projects. The Board places great emphasis on risk management policies and internal controls. It receives regular reports on risk management from management, including a summary risk register covering all ITF ac vi es. The risk management process is reviewed by the Audit & Risk Commi ee and other commi ees review risk register details as relevant to their ac vity. The ITF also uses external consultants to advise on poten al risks and security at ITF events and maintain insurance policies as appropriate. Safeguarding The ITF employs a Safeguarding team to implement the ITF safeguarding strategy across all ITF ac vi es. Safeguarding policies include safe recruitment, robust procedures for dealing with concerns and delivering training both internally, and interna onally with Na onal and Regional Associa ons. Safeguarding is detailed on the ITF risk register acknowledging that there is not just a risk of harm to exis ng par cipants in tennis, but also a wider organisa onal risk of non-recent allega ons coming to light as experienced in other spor ng environments. Embedding a culture of safeguarding is vital to prevent harassment and abuse of vulnerable groups. It is also key in providing safe, inclusive environments to ensure that the ITF's stated purpose of ensuring the long-term growth and sustainability of tennis is realised. Ethical Standards All Board and commi ee members, directors, managers and employees are expected to act with the utmost integrity and objec vity, striving at all mes to enhance the reputa on and performance of the ITF. All Board members as well as commi ee and commission members are bound by the ITF Code of Ethics (effec ve 1 January 2019). This includes a requirement to declare any conflict of interest (perceived or otherwise) they may have in ma ers before the Board, commi ee or commission, and prescribes how such conflicts should be managed (including not vo ng or par cipa ng in the debate, or leaving the room). The Code of Ethics also includes du es of honesty, respect and confiden ality, prohibi ons against bribery and corrup on, rules rela ng to candidates for elec on and bidding processes, and a duty to report poten al breaches. Whistleblowing The ITF's whistleblowing policy ensures employees can report fraud, misconduct or wrongdoing confiden ally and without fear of retalia on. All reports are thoroughly inves gated, and appropriate ac ons are taken to maintain integrity and transparency within the organisa on. We encourage a culture of openness and accountability, ensuring that all concerns are addressed promptly and effec vely, fostering trust and ethical behaviour throughout the company.

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