ITF

The Remuneration Committee recommends the contract of employment of the President which is reviewed and agreed by the Board of Directors and provides the annual performance review of the President to the Board for feedback and approval. The contract of employment of the Chief Executive Officer (CEO) is approved by the Remuneration Committee which carries out regular performance reviews and recommends changes to salary and benefits. Annually, the Remuneration Committee reviews the Senior Leadership Team's salaries and benefits, receives details of remuneration for the remainder of the organisation and approves proposed changes to salaries and benefits after due consideration of internal and external factors, promoting consistency and fairness. The Remuneration Committee reports to the Board on proposed changes to salaries and benefits included in the annual budget and mid-year review. The Remuneration Committee's Board members led by an 'acting chair' conduct super-executive sessions at the March and November Board meetings. • March: review and finalise the President's objectives for the year • November: discuss the President's performance against the objectives and determine the President's bonus for the current year, and salary for the next year. The remaining directors receive no remuneration for their services but are reimbursed for expenses incurred in carrying out their duties in accordance with the ITF's expenses policy. Decisions and Appeals The ITF has appeal procedures, which are fully detailed in the Constitution and the regulations for the individual competitions. 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 utilisation 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 activities. The risk management process is reviewed by the Audit & Risk Committee and other committees review risk register details as relevant to their activity. The ITF also uses external consultants to advise on potential risks and security at ITF events and maintains insurance policies as appropriate. Safeguarding The ITF employs a Safeguarding team to implement the ITF safeguarding strategy across all ITF activities. Safeguarding policies include safe recruitment, robust procedures for dealing with concerns and delivering training both internally, and internationally with National and Regional Associations. Safeguarding is detailed on the ITF risk register acknowledging that there is not just a risk of harm to existing participants in tennis, but also a wider organisational risk of non-recent allegations coming to light as experienced in other sporting 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 committee members, directors, managers and employees are expected to act with the utmost integrity and objectivity, striving at all times to enhance the reputation and performance of the ITF. All Board members as well as committee and commission members are bound by the ITF Code of Ethics. This includes a requirement to declare any conflict of interest (perceived or otherwise) they may have in matters before the Board, committee or commission, and prescribes how such conflicts should be managed (including not voting or participating in the debate, or leaving the room). The Code of Ethics also includes duties of honesty, respect and confidentiality, prohibitions against bribery and corruption, rules relating to candidates for election and bidding processes, and a duty to report potential breaches. Whistleblowing The ITF's whistleblowing policy ensures employees can report fraud, misconduct or wrongdoing confidentially and without fear of retaliation. All reports are thoroughly investigated, and appropriate actions are taken to maintain integrity and transparency within the organisation. We encourage a culture of openness and accountability, ensuring that all concerns are addressed promptly and effectively, fostering trust and ethical behaviour throughout the company. ITF Trust Annual Report and Consolidated Financial Statements 10

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