H U M A N   R E S O U R C E SThe People behind the Science

Thrive360: A Systemic Approach to Well-being and Employee Experience

Thrive360 marks our shift from standalone Interventions to a holistic, system-led approach to well-being, spanning six dimensions: Physical, Mental & Emotional, Social, Financial, Workplace & Culture, and Career & Personal Development.

The emphasis is on sustained, everyday support rather than one-off programs:

• Physical well-being, strengthened through preventive care, annual health checks, hospital partnerships, digital healthcare access, and initiatives that encourage active lifestyles
• Mental and emotional well-being, supported by confidential counselling, family-inclusive Employee Assistance Programs, and structured support through key life transitions
• Financial well-being, built on financial literacy, personalized guidance, and informed decision-making across life stages
• Social well-being, reinforced through structured engagement and community-building
• Workplace and culture, centered on inclusive policies, enhanced benefits, and a safe, enabling environment that supports performance

A defining addition to our employee value proposition is Nurture, an Early Parental Well-being program that supports employees and their partners through pregnancy, postpartum, and return-to-work. By combining personalized guidance with manager sensitization and spouse inclusion, Nurture eases a career inflection point that disproportionately affects women in science and technical roles, strengthening inclusion and retention where it matters most.

Listening and Acting: Employee Experience

Employee voice remains central to how we set priorities and act. Our FY26 Employee Experience (EX) survey drew a 92% participation rate, and engagement rose to 89%, ahead of the global Life Sciences benchmark of 82% (Willis Towers Watson), with the strongest gains in Learning & Development. These results validate the impact of Thrive360, My Future Plan, and our learning ecosystem, and they continue to guide focused, business-owned action planning.

We also leverage AceNgage exit feedback data to understand why employees leave, identify recurring themes and organizational hotspots, and use these insights to shape targeted actions that improve retention, manager effectiveness, and the overall employee experience.

Career & Personal Development: Driving Growth through Internal Mobility

Internal mobility has become a core lever for retention, engagement, and capability building. Over the year, employee movement rose from approximately 5% to 16% of the workforce, a more than threefold increase that reflects greater visibility of opportunity and organizational fluidity. My Future Plan continues to anchor performance and development conversations, shifting them from evaluation to growth. Supporting interventions include:

• Structured internal job opportunities enabling role transitions across the organization
• Scientific career-track pathways and early-career progression that build scientific and functional depth
• Succession planning for leadership roles, supported by coaching
• Higher-education sponsorships aligned to future skill needs

The Scientific Career Track

This year we introduced a dedicated Scientific Career Track — a parallel progression architecture that lets researchers advance in seniority on the strength of scientific depth, without moving into people management. For a CRDMO, this is strategic: our competitive edge lies in retaining deep scientific expertise. With defined milestones at senior scientific levels, visible role models for our 5,778 scientists, and the backing of My Future Plan and higher-education sponsorships, the track gives our researchers a credible answer to the question that matters most — how do I grow here as a scientist?

Enabling a Learning-led Organization

Learning and development are central to capability readiness, and increasingly to our digital and AI ambitions. L&D engagement stood at 90% (+4 points year on year), reflecting growing confidence in how we build skills.

• SynLearn, our AI-enabled learning platform, reached 77% adoption, delivering personalized, self-directed learning at scale
• Our Science certification framework expanded, with 452 employees completing certification-linked training over FY26 to deepen domain expertise
• Leadership capability deepened through structured programs, with over 250 mid-to-senior leaders completing critical leadership training
• Client-centric capability building strengthened collaboration and communication across client-facing teams
• Learning Circles advanced collaborative, problem-solving approaches to complex operational challenges
• Continuous improvement embedded through a structured Lean Six Sigma framework
  • 75+ Green Belts and 36+ Black Belts driving operational excellence
  • 12+ Master Black Belts anchoring enterprise-level transformation

Building an Inclusive, High-performance Culture

Syngene continues to nurture an inclusive, high-performing culture where diversity, equity, and belonging are integral to success. Women now represent 25% of our overall workforce and 19% of senior management, and programs such as Nurture are designed to strengthen this pipeline further. Inclusive policies, and a focus on equity ensure a level playing field. Regular leadership interactions and feedback mechanisms further ensure that employee voice continues to influence decision-making.