Code of Conduct for suppliers of Spirit Hospitality Services sets out basic requirements on human rights, labor, environment and business integrity. The code is based on the UN Global Compact. Our company expects its suppliers to uphold and comply with the principles as described in this Code of Conduct for Suppliers or at least apply an equivalent standard and conduct their business activities accordingly.
Our company can monitor compliance of suppliers towards the requirements in this Supplier Code of Conduct by requesting its suppliers to provide relevant information and to conduct audits and assessments of the supplier’s operations.

Within Spirit, the CSR policy is discussed on a structural basis within the MT, they set objectives, devise the strategy and ensure that this and the results achieved are monitored and shared with the other colleagues. Employees can also find the new procedures and regulations on the internal personnel system Insite. There they can find how and where they can find the CSR policy or how make a Report. Stakeholders are informed by the Account Managers, but can also find the CSR policy on the Spirit site. It is also stated here how they can address Spirit about this. The CSR policies are monitored annually to ensure that they are in line with Spirit's vision for the future. For this, among other things. used the CSR register to provide stakeholders with reliable information about our CSR policy.

The issue analysis is reviewed annually by the management team and the board. This means that the issue analysis is also approved by the management. This is also assessed in the annual ISO9001 certification.

Spirit Hospitality services is very consistent in paying its employees. Permanent employees at the head office and various locations always receive their salary on the 20th of the month for the entire month (if the 20th falls on a weekend or holiday, the salary is paid on the preceding or following working day).
Employees with a zero-hour contract are always paid around the 10th of the month for the hour worked in the previous month (if the 10th falls on a weekend of holiday, the salary is paid on the preceding or following working day).
On the day the salary is transferred, employees immediately receive their payslip, which is accessible digitally via the AFAS / Insite PocketApp.

Every week the employee receives an overview of his or her hours worked. We hereby ask them to agree before we make the payment (on the 20th or 10th). This ensures transparency and a process that is as error-free as possible for both employees and Spirit.

The employer may require the employee to work additional hours in special circumstances. Additional hours refer to the working hours per week in excess of the agreed weekly working hours, up to a maximum of 40 working hours a week. The employee is entitled to 8% holiday allowance and 10% holiday leave on any additional hours worked. If the employee work more than 40 hours per week, these hours will be paid. The employee receives 8% holiday allowance for these hours. Additional hour worked will only be reimbursed if the employee approves the weekly declarations before the specified deadline.

Travel expenses for commuting by car, scooter or public transport are reimbursed up to a maximum amount per day, as agreed by the employee’s onboarding. The employee must submit payment receipts for public transport or the number of kilometres driven each month to receive this reimbursement. The conditions related to this subject can also be found in the Personnel Regulations.

Policy Statements are a written statement's that declares Spirit Hospitality Services's intentions, objectives and goals.

At every Spirit location there is a handbook for the reception team in which they can find all working procedures, manuals, instructions, contact persons, important telephone numbers and other information about this location. For Spirit as a good employer it is important that all reception team members feel comfortable and safe in their workplace and that they know what is expected of them. In addition to the introduction days and various training courses, Spirit ensures that everyone is always aware of what is expected of them with a updated Reception Manual.

Every year Spirit recruits many new employees. It is very important to have a transparent and fair recruitment and selection procedure. Spirit has chosen to follow the criteria as set out in the recruitment code of NVP, and has implemented these in the recruitment handbook.

The code of conduct is used in various places such as performance appraisals and reviews, when a new employee starts working and is also referenced in our staff regulations document.

As an employer, Spirit Hospitality Services sees opportunities to create employment for vulnerable groups. Diversity during the recruitment process is very important. Cooperation with agencies for candidates with a distance to the labor market such as:
- WSP Groot-Amsterdam
- Membership VAZO network - Amsterdam@Work
- Re-integration agencies and UWV werkgeversservicepunt
In 2022 the Harrie Helpt training was offered to colleagues who are the budy of employees with a distance to the labor market.

In 2022, Spirit, together with Randstad and KLM, looked at possibilities to temporarily deploy pregnant flight attendants as receptionists. Unfortunately this turned out to be too complex to deploy.

Thanks to our contacts, we have worked closely with employment points and reintegration agencies and had regular discussions with potential candidates. In 2023, we offered two work experience placements, with these candidates coming in via 'Groot Amsterdam'. One of these employees stayed with Spirit after the work experience period. She was able to further develop herself and regain her confidence. She has since started her own business, which is a wonderful example of the success of such placements.
In 2023, we employed five individuals of retirement age and placed one intern.
We have been in regular contact with organizations such as: AM Match, employers service point Amstelveen and Greater Amsterdam and have also advertised certain vacancies here. Although we had many discussions with potential candidates, we unfortunately were not always able to place them all. This had several reasons in 2023. At Spirit, we faced a tight labor market and noticed that clients often preferred minimal staffing. This was a result of the aftermath of Covid-19 and the increasingly versatile role of the host. While the latter is a positive development, supporting employees with a distance to the labor market requires a lot of attention, which is often necessary. Due to minimal staffing and scheduling issues, we could not always provide this support as we intended. Therefore, in 2023, we frequently made the conscious decision not to proceed with a placement because we could not guarantee the necessary support at that time.
Now that the teams are better organized and staffing is becoming more stable, this will be an important focus point for Spirit in 2024.

Tailored coaching and training programs are incredibly important in supporting the development of employees. Our staff members who will be supporting an employee with a distance to the labor market receive the HARRIE HELPT training from Spirit. Harrie is the personification of the ideal colleague-employee who provides guidance in the workplace to employees with additional support needs. Harrie stands for: Helpful, Realistic, Calm, Instructive, and Honest.

Creating work for vulnerable groups contributes to the objectives of our clients, thus strengthening our connection with our clients and enabling more business opportunities. Furthermore it has helped Spirit to meet the requirements of the Dutch Participatiewet.

SLA: To achieve optimum quality and professionalism. We draft a SLA (B-500a) together with our clients in which the Sales Man. records and establishes the KPIs (B-140b). By drafting the KPIs, the services will become transparent and made measurable. Complaints: If a customer has a complaint, this deserves special attention. The question whether the complaint is well-founded does not matter here: the customer determines whether his comment is a complaint or not! Complaints must be dealt with quickly and properly. All written/oral complaints must also be noted for further investigation. In 2023 we haven’t received a official complaint form our customers.

Spirit tests its customer satisfaction through Mystery Visits. To discuss the quality of the services, we hold quarterly tactical meetings. In 2022, the targets for 2023 were set as follows: Mystery Visits 85%, Tactical Meetings 85%, Facility Managers a response rate of 60% with a score of 8.5 (85%).
In 2023, we achieved the following:
• Mystery Visits: 92%
• Tactical Meetings: 87%
• Facility Managers: response rate of 19.05% with an average score of 7.4 (74%)

Customer satisfaction is of great importance; long-term contracts with our customers provide stability. Additionally, it contributes to positive word-of-mouth and a good reputation. Satisfied customers share their positive experiences with others, which can ultimately bring in new customers.
The feedback from our contact persons, which we collect annually, is very valuable to Spirit. It can provide crucial information for innovations and improvements in our services, contributing to the development and adaptation to the needs of the customer.
Satisfied customers also lead to a positive work environment for our employees. This increases employee satisfaction and reduces turnover. Therefore, it is an essential factor for Spirit's sustainable growth and continuity.

Annually, Spirit organizes a kick-off event for both office staff and supervisors, where the objectives for the new year are discussed. Additionally, team members are informed by our account managers and supervisors during team meetings at the locations.
To foster better engagement, Spirit offers not only career advancement opportunities but also team meetings, various training sessions, team outings, and the celebration of anniversaries. Spirit also conducts exit interviews with all departing employees to understand the reasons and underlying motives for their departure. Spirit provides opportunities for employees to advance to other roles within our organization or through Spirit Next Step to roles outside the organization.
Open and transparent communication with short lines of communication is very important to us at Spirit. Therefore, we hold regular team meetings and individual check-ins to keep employees informed about our goals, developments, and any challenges. By actively listening to our employees, they feel heard and valued. Annually, we seek their feedback through the Employee Satisfaction Survey (ESS), which is a very valuable moment for Spirit.
Recognition and reward are also very important. This ranges from a simple “thank you,” but we often also pair it with a small token of appreciation (such as a bar of sustainable chocolate with a fun expression on it) or a personally written card. Additionally, employees who have been with us for more than 3 or 5 years receive a loyalty bonus.
We promote a culture where feedback is encouraged. In the employee handbook, our employees are informed about the possibility to provide their feedback (anonymously) via a dedicated link in Insite.

To create greater involvement within Spirit’s teams and implement this strategy, we can effectively increase employee engagement. This will lead to higher satisfaction, productivity and loyalty. And at the end you will see these results also in the quality of services.

Employee engagement contributes to less employee turnover, happy and satisfied employees. Beside that, it also results in satisfied clients and a long term partnership.

Spirit believes it is essential for employees to feel safe in the workplace. Employees should feel comfortable, have an ergonomically sound workspace, and be able to express themselves freely, including voicing any concerns.
All employees receive the code of conduct along with their contract. This is discussed during the end-of-probation interview and throughout the year in team meetings, ensuring employees are always aware of Spirit's conduct guidelines.
In 2023, we placed extra emphasis on the independent confidential advisor within Spirit. This person is accessible in various ways (both by phone and via a dedicated email address) and can be reached seven days a week. In our 2023 Employee Satisfaction Survey (ESS), we asked if employees felt free to approach the confidential advisor in case of an unpleasant situation. We scored 8.1 on this question.
In case of illness, ArboConcern contacts our employees after four days of sick leave. Additionally, we maintain regular telephone contact with the employees, even if there are (yet) no possibilities for reintegration. If we notice that employees are frequently sick (three or more sick leave reports in the past 365 days), HR reports this to the relevant account manager. The account manager contacts the employee to discuss whether there is a connection between the sick leave instances. If the employee continues to be frequently sick after this conversation, HR will have a follow-up discussion with the employee.
Spirit has carried out a risk assessment and evaluation (RI&E). With the RI&E we know the risks and can respond to them.

To create a healthy and safe working enviroment and a well informed + motivated team. Motivated employees results in a better quality of services.

Informing employees about vitality and safety prevents frequent illness or long-term reintegration support (and therefore extra costs).

At Spirit, we find it very important to explore growth opportunities for our employees. This can be either with external clients through "Spirit Next Step" or within Spirit itself. When positions become available at Spirit's head office, the vacancy is always first advertised to all our hosts and hostesses.

If positions become available for supervisor or assistant supervisor, we always look internally for suitable candidates first. The vacancy is announced within the teams so that they can also participate in the application process.

In 2023, we were able to offer 20 employees new positions. Providing career advancement opportunities within an organization has a significant positive impact on society. You can see it in job satisfaction and loyalty (ESS score of an average of 8.06), and it also inspires and motivates colleagues. Seeing colleagues advance is inspiring and motivating for other employees, creating a positive work environment.

In 2024, Spirit aims to provide at least 12 employees with the opportunity to advance internally.

Every year, we conduct an Employee Satisfaction Survey, Spirit Hospitality Services places great importance on the job satisfaction of our employees and their insights into the workplace. Therefore, we ask them to complete this survey each year. Completing the survey takes only a few minutes.

The feedback and ideas from our employees are very important to us, allowing us to make targeted improvements in the organization and expand on our strengths.

To encourage our employees to participate in the survey, we raffle a special surprise worth €100,- among the respondents each year.

The survey is accessible to all Spirit employees and is conducted entirely anonymously by a third party. Spirit only receives the anonymous results.

In 2023, we deliberately chose to add extra questions regarding the work/life balance whether employees know whom to contact if they experience unwanted behavior.

We raised awareness of the survey by involving supervisors more and providing QR codes to make it very easy to compete. This resulted in a high number of completed surveys, which Spirit is very pleased with.
In November 2023, a Employee Satisfaction Survey was distributed among all our employees.
In 2022 our feedback percentage was 43,5% (100 response of 231 invitees) and our average score was 7,59.
This year our feedback percentage was 58,54% (120 response of 205 invitees) and our average score was 8,06

In 2022, it became clear that there was room for improvement in communication and leadership on the work floor. This is why we included additional questions in our survey to gauge current experiences in these areas.

In 2023, our supervisors underwent training focused on leadership on the work floor. We also streamlined all communication channels and regularly check with employees to ensure everything is clear, whether during probationary reviews, performance appraisals, or team meetings.
The communication with contact persons is currently rated as over 8,1, and the guidance on the workfloor is rated as over 7,8. The focus for 2024 is primarily on refining the onboarding process: clear procedures, guidance and dedicated contact persons.

Spirit is able to offer its employees a pension plan as per January 1st 2024, which brings a lot of joy to the employees.

Spirit shared the MTO feedback with all account managers, supervisors and planners.
The scores in 2021, 2022 and 2023 (*questions are new in 2023)
Job offer is in line with expectations: 7,67 – 7,59 – 7,96
Quick response to questions: 8,02 – 7,71 – 7,46
Receive schedule on time:
Communication with contact person is good: 8,21 - 7,99 – 8,14
Receive sufficient information to perform work: 8,02 - 7,69 – 7,79
Salary processing is correct: 8,28 – 8,22 – 8,64
I know where I can ask my questions: 8,13 – 7,73 – 7,84
Sufficient support on the work floor: 7,89 – 7,69 – 7,79
Leadership is good: 7,97 – 7,69 – 7,99
*Working environment suits to find balance work/prive: 8,1
*I experience my workplace as a safe environment: 8,53
*I feel free enough to report undesirable behaviour or situation: 8,18

The feedback and ideas from our employees are very important to us, allowing us to make targeted improvements in the organization and expand on our strengths. Spirit also avoids dissatisfaction and high turnover. This can help us with satisfied clients, less recruitment / onboarding an training costs.

The building of Circl is designed and constructed according to sustainable and circular principles. Circl has been created to be energy efficient and easy to disassemble, to make as little impact as possible on the planet. Many of the things used to build Circl have already had a previous life. Other raw materials – from the wood used in its construction to the aluminium on its outer walls – can be put to new uses in the future.
To participate in this circular appearance, the hostesses from Spirit wear 100% recycled sweaters.

Circl is a living lab - a place where anyone and everyone with good ideas about sustainability and circularity can find the space they need.
The hostesses from Spirit are also part of this.

By wearing 100% recycled sweaters Spirit has less impact on the environment.

Reducing CO2 emissions is very important for Spirit Hospitality Services. Our greatest impact can be achieved in the area of travel movements, including the commuting of our employees and the travel movements to and from our client locations.

Since 2021, we have been offering our employees the option to use a Swap bike. Over the past few years, this has enabled several employees to commute by bicycle instead of public transport.
We encourage employees to travel to work by public transport or bicycle instead of by car. Our fleet consists of BlueMotion cars, and where possible, carpooling is practiced. Since 2022 Spirit has gradually transitioned to hybrid and even electric cars. This transition takes longer due to ongoing contracts, but we expect to be fully transitioned to hybrid/electric cars by 2029.
2022: 15 lease cars: 1 electric, 3 hybrid
2023: 16 lease cars: 1 electric, 7 hybrid

After office hours, the climate system, PCs, and printers automatically switch to energy-saving mode.
The head office has double glazing and sunblinds.
Since 2022, waste has been separated into plastic, paper, food, and residual waste.

Spirit used less electricity, gas, and water in 2023 compared to 2022. Spirit rents a space of 314.30 square meters within a larger office building, making it difficult to track our consumption on a monthly basis. However, we have taken many steps to reduce the use of electricity, gas, and water, which is reflected in the annual invoices.

Consumption in euros:
Electricity: 2022 EUR 7621,93 and in 2023 EUR 3457,97
Gas: 2022 EUR 1485,30 and in 2023 EUR 1028,04
Water: 2022 EUR 248,22 and in 2023 EUR 181,02

Since 2022, Spirit has decided to give employees environmentally friendly gifts for summer and Christmas. In 2022, this was a 'No More Plastic Bag' made from recycled bed linen and tablecloths.
In 2023, we gave a circular cup. The outer insulating layer of this cup is made from used recycled single-use paper coffee cups. This cup is 100% recyclable. During the summer, we gifted Loveli care products. All Loveli products are made from plants, and their packaging is fully sustainable and sometimes even biodegradable (compostable). Loveli is a company with a beautiful vision regarding 'natural' and sustainability, and we shared this message to raise awareness among all our employees.

Our objective of having employees travel by public transport or by bicycle has not always been achieved and has also been adjusted in recent years. It is a very important topic, but Spirit notices that the goal cannot always be achieved because other choices have to be made. This may, for example, be due to high demand on schedules and a tight labor market. As a result, Spirit is sometimes forced to hire an employee(s) who may be forced to travel by car because he/she lives further away. These are conscious choices and are always fed back to the customer.
The target for 2023, to have employees travel by public transport of bicycle, is set at 59%.
In 2022 we were at 57% (43.7% kilometers + 28.09% public transport + 28.21% by bicycle or on foot).
In 2023 we were at 62% (37% car, 36% public transport + 6% scooter + 21% by bicycle or on foot)

By reducing CO2 emissions, we can achieve a reduction in global warming.

For our clients, reducing CO2 emissions is incredibly important. With our objectives, we contribute to this transition.

We continue reducing the number of prints by:
- Further digitalizing the internal Processes;

As of May 2018 our invoices are sent digitally. In 2020 we saved 1656 pieces of paper and 828 enveloppes. All contracts are also sent digitally. In 2020 we saved 1492 pieces of paper and 746 enveloppes. In 2022 all communication such as contracts, contract changes, schedules, payslips, annual statements, invoices, etc. is done digitally, with which we work 100% digitally and do not use any paper.
In 2022 Spirit placed plants in the office space to improve air quality and reduce the CO2 level.

Reduction of paper use results in less CO2 emissions and less costs. (purchase of paper and printer costs + transport)

At Spirit, we understand that careers are constantly evolving. Through Spirit Next Step, we offer our employees the opportunity to advance. Thanks to our intensive contact with our professionals, we know better than anyone where they can add value. We compare the skills of our employees with the desired competencies from external vacancies. If there is a match between an external vacancy and one of our professionals, we act quickly.

All our employees were informed about this new division and the growth opportunities through Next Step in 2023. We assist candidates who meet specific criteria in taking the next step in their careers. We guide candidates towards roles such as Office Manager, Management Assistant, or Facility Worker.

We are very pleased with the two placements we were able to achieve in a short period in 2023.

Providing career advancement opportunities within an organization has a significant positive impact on society. You can see it in job satisfaction and loyalty (ESS score of an average of 8.06), and it also inspires and motivates colleagues. Seeing colleagues advance is inspiring and motivating for other employees, creating a positive work environment.

In 2022, in collaboration with Achmea, it was decided to purchase new outfits (Alba) for Spirit's receptionists at all Achmea locations sourced from a supplier focused on sustainable work wear.
Our goal for Spirit is to ensure that by 2024, 90% of the new company clothing we acquire will be produced responsibly and with sustainable materials.

Sustainable outfits are safe for people and the environment, avoiding any materials that contain carcinogens, toxins, or other harmful chemicals. It is made through sustainable practices that reduce water consumption and waste production and is made using natural energy and avoiding pollution. Also the supplier has an ethical policy in place to ensure decent working condition and avoid risks such as exploitation of child labour and lack of living wage.

Our goal for Spirit is to ensure that by 2024, 90% of the new company clothing we acquire will be produced responsibly and with sustainable materials.

Spirit employees receive training proper to the function they are going to perform with clients. Spirit registers all training and education in its employee/client management system. All new candidates that join Spirit are trained to work according to the Spirit standards. During the weekly planning meetings organised by our HR department, the personal development and possible dilemma's with external staff are discussed, and plans are made to make improvements. awareness among our receptionists.Clients are provided with services that are performed according to the Spirit high standards. Employees receive training that develops their knowledge and skills, thereby enhancing their chances in the labour market. If the employees feel confident it reflects directly in their attitude and the service thy provide. At each location, employees are required to complete various training programs. These trainings are essential for enhancing their job performance and contribute to their personal development, potentially advancing their careers. Examples of training programs include: 1. Handling Difficult Behavior at the Reception 2. Vitality Workshops, such as Health WorkshopEach year, all Spirit supervisors undergo a multi-day training to further develop their skills in leadership, handling specific situations, and personal growth. Every new employee receives BHV (emergency response) training. They first complete an e-learning module, followed by a practical day of training, after which they receive their BHV certification. Additionally, they participate in a hospitality training and, depending on their job location, also a Predictive Profiling training.In some cases, employees receive customized training if it is determined to be necessary. This can include basic English or business Dutch writing skills. This decision is always made in consultation with HR. If it is found that such training will help employees feel more comfortable and perform their jobs with greater confidence, the available options will always be explored. After a 3-day onboarding program, employees take a knowledge test to ensure they have absorbed all the necessary information and can apply it in practice. This test helps identify any areas that might need additional attention. Where needed, they will receive extra on-the-job coaching. After a one-month probation period, a probation review meeting is held to discuss and assess their progress. y.

Providing good training for our employees has important effects:
1. Increased Productivity and Quality of Work: Well-trained employees can perform their tasks more efficiently and with higher quality. This leads to better products and services, which increases customer satisfaction.
2. Sustainable Employment: By equipping employees with relevant skills and knowledge, they become more valuable to us as an employer. This can lead to more career options and reduced turnover.
3. Personal Development and Satisfaction: Employees who have the opportunity to receive training feel valued and motivated. This contributes to their personal growth and well-being, which has a positive effect on their mental and physical health.
4. Innovation and Adaptability: By providing our employees with good training and keeping them updated on changes and new technologies, they are ultimately better able to adapt.
Thus, it not only benefits the employees but also our organization.

Well trained employees take care of well organized and professional receptions services. This results into a good partnership with our clients.

Salaries of our employees are carefully reviewed every year at the end of the year. This is also when salary increases are processed and communicated to employees. Additionally, Spirit employees enjoy various (social) benefits:
• Travel allowance and possible travel time compensation
• Training for all new employees, such as First Aid and Hospitality
• Free padel lessons for team members at the Head Office
• Pension Plan for supervisors (and all team members starting in 2024)
• Team outings
• Referral bonus
• Use of Swap bike
• Summer/Christmas gift for all team members
• Anniversary gift (5 and 10 years with Spirit)
• Ergonomic adjustments
• Personal invitations to the Hermitage Amsterdam
• Career advancement opportunities through Spirit Next Step
Each team participates in at least one activity together every year, which can take place on weekends or after work. The team itself has input on the chosen activities, often linked to a team meeting. Additionally, there are many extra activities that employees can join, such as a wellness day, a sports day, plastic fishing, or access to fun events at the Hermitage in Amsterdam. Spirit places great importance on team involvement, team-building activities, and linking these to social themes.
Spirit finds it essential that all employees have a comfortable and ergonomically responsible workspace. While this workspace is usually provided by the client, employees sometimes need additional items to improve ergonomic comfort. These items are purchased in consultation with HR. Examples include a computer screen, a specific mouse, or a particular stool.
Since April 2023, the two waiting days for sickness absence have been eliminated for employees with a permanent contract. This change was implemented as a token of appreciation for their dedication and loyalty to Spirit. Additionally, we reward our employees for their commitment, motivation, flexibility, and loyalty with a loyalty bonus if they have been employed by Spirit for three years or more. The amount of the bonus depends on the number of years of service

With these benefits Spirit Hospitality Services aims to create happy and healthy employees. By providing good wages and benefits Spirit presents itself as a good employer.

Good wages & social benefits results into satisfied, motivated employees and less employee turnover. Because of this, the customers will also be satisfied with our quality of services provided.

Spirit aims to take the following actions in 2024 to further reduce our carbon footprint:
- 50% of employees travel by public transport and/or bike. Avergae maximum commuting distance is 15 kilometers
- we aimed that before the end of 2029, all the new lease cars to be purchased, are hybrid or electric
- encourage employees to work from home more often, reducing mileage by 5%
- at least 50% of the first job interviews will take place via Skype/Teams.
- we are going to look for a solution to get rid of our loose water bottles (with a deposit). These water bottles are used a lot within Spirit

Timeframe

Dec 31, 2024

Status

In Progress

Spirit Hospitality Services started a collaboration with Groot-Amsterdam, AM match, Werkgeverspunt Amstelveen and Gemeente Amsterdam to find at least 4 suitable candidates with a distance to the working market. When we place a candidate with a distance to the labour market a collague on this account will be trained (HARRIE helpt training) to personally guide and coach candidates with a distance to the labor market on the work floor.

Timeframe

Dec 31, 2022

Status

In Progress

• Download TIM certificate File SHS TIM 20240816 _Certificate.pdf is available in online report.

ISO 9001 for providing hospitality and outsourcing services

Valid until

Jan 9, 2025 Expired

• Download ISO 9001 Certificate File 2022 Certificaat ISO 9001 - Spirit.pdf is available in online report.

• FIRA Assurance statement ESG report File SHS Statement Aug24.pdf is available in online report.

Spirit Hospitality Services is registered as a learning company.