INDEPENDENT LIMITED ASSURANCE STATEMENT To: The Interested Parties of Stantec Inc. Introduction and objectives of work
Apex Companies. LLC (Apex) has been engaged by Stantec Inc. (Stantec) to provide limited assurance of selected environmental, workforce and health and safety metrics included in Appendices A, B and C of its 2025 Sustainability Report and to provide assurance of specific indicators reported for conformance to their respective standards. This Assurance Statement applies to the Subject Matter included within the scope of work described below.
This information and its presentation in the 2025 Sustainability Report ('the Report') are the sole responsibility of the management of Stantec. Apex was not involved in the drafting of the Report. Our sole responsibility was to provide independent assurance on the accuracy of the Subject Matter.
The scope of our work was limited to assurance over the following information included within the Report for the period January 1, 2025 to December 31, 2025 (the 'Subject Matter'):
2025 Workforce Metrics
Number and percentage of employees by employment type and contract, broken down by region and gender
Percentage of employees by employment category, broken down by region and gender
Percentage of employees by employment category and age
In US and Canada, percentage of employees by self-identified minority status, as well as share of management
Rate of voluntary and total turnover, broken down by region, gender, age, and self-identified minority status
Percentage of new employee hires and people who left, broken down by region and gender
Average hours of training per year per employee, broken down by employment category and gender
Percentage of employees receiving regular performance and career development reviews, broken down by employment category and gender
Base salary and base salary plus bonus ratio of females to males in each country of significant operations, broken down by employment category
Annual base compensation ratio and percentage increase for our highest-paid employee to the median, broken down by countries of significant operations
Annual total compensation and percentage increase for highest-paid employee to the median in each country of significant operations
2025 Health and Safety Metrics
Total number of recordable injuries
Total recordable incident rate (TRIR)
Total number of lost time cases
Lost time incident rate (LTIR)
Near-miss (close call) incidents
Fatalities
Fatality Rate
Hours worked
WATER • ENVIRONMENTAL • HEALTH & SAFETY • COMPLIANCE & ASSURANCE • INFRASTRUCTURE
Apex Companies, LLC • (800) 733-2739 • https://www.apexcos.com
2025 Sustainability Report
Select disclosures related to the GRI Standards - material issues of economic performance; procurement practices; anti-corruption and anti-competitive behaviors; materials; energy; water and effluents; biodiversity; waste; supplier environmental assessments; employment; labor/management relations; occupational health and safety; training and education; diversity and equal opportunity; freedom of association and collective bargaining; child labor; compulsory and forced labor; security personnel trained in human rights, customer health and safety; marketing and labeling; customer privacy; market presence; indirect economic impacts; tax; non-discrimination; forced or compulsory labor; rights of indigenous peoples; local communities; supplier social assessments; public policy; additional topics of energy and Greenhouse Gas (GHG) emissions (Scope 1 and 2); and general disclosures for Global Reporting Initiative (GRI 2 General Disclosure) in Stantec's 2025 Sustainability Report;
Select disclosures related to Sustainability Accounting Standards Board (SASB) Standards for the Engineering & Construction Services industry (version 2023-12);
Evaluation of the Subject Matter against the principle of Completeness as defined in the related GRI Sustainability Reporting Standards (version 2022-06); and
Evaluation of nature and extent of Stantec's adherence to the SASB Standards Application Guidance
Our assurance does not extend to any other quantitative data included in the Report.
Reporting BoundariesThe following are the boundaries used by Stantec for reporting sustainability data:
Operational Control
Worldwide
The Subject Matter needs to be read and understood together with the following as described in the Report:
GRI Standards
SASB Standards
Limitations and ExclusionsExcluded from the scope of our work is any verification of information relating to:
Activities outside the defined verification period;
Activities outside of Stantec Inc;
Positional statements (expressions of opinion, belief, aim or future intention by Stantec and statements of future commitment;
Individuals classified as contract labor (excluded from workforce data);
Individuals whose data is not managed in Stantec's human resources system, including new acquisitions (excluded from percentages in responses to GRI 2-7 and GRI 2-8).
This limited assurance engagement relies on a risk-based selected sample of sustainability, workforce and health and safety data and the associated limitations that this entails. This independent statement should not be relied upon to detect all errors, omissions or misstatements that may exist.
ResponsibilitiesThis preparation and presentation of the Subject Matter in the Report are the sole responsibility of the management of Stantec.
Apex was not involved in the drafting of the Report or of the Reporting Criteria. Our responsibilities were to:
obtain limited assurance about whether the Subject Matter has been prepared in accordance with the Reporting Criteria;
form an independent conclusion based on the assurance procedures performed and evidence obtained; and
report our conclusions to the Interested Parties of Stantec.
Assessment StandardsWe performed our work in accordance with Apex's standard procedures and guidelines for external Assurance of Sustainability Reports and International Standard on Assurance Engagements (ISAE) 3000 Revised, Assurance Engagements Other than Audits or Reviews of Historical Financial Information (effective for assurance reports dated on or after Dec. 15, 2015), issued by the International Auditing and Assurance Standards Board. A materiality threshold of ±5-percent was set for the assurance process.
As part of our independent verification, our work included:
Assessing the appropriateness of the Reporting Criteria for the Subject Matter;
Conducting interviews with relevant personnel of Stantec;
Reviewing the data collection and consolidation processes used to compile Subject Matter, including assessing assumptions made, and the data scope and reporting boundaries;
Reviewing documentary evidence provided by Stantec;
Agreeing a selection of the Subject Matter to the corresponding source documentation;
Reviewing Stantec's systems for quantitative data aggregation and analysis;
Assessing the disclosure and presentation of the Subject Matter to ensure consistency with assured information;
Reperforming a selection of aggregation calculations of the Subject Matter;
Reperforming greenhouse gas emissions conversions calculations; and
Evaluating the design of internal systems, processes and controls to collect and report the Subject Matter.
ConclusionOn the basis of our methodology and the activities described above:
Nothing has come to our attention to indicate that the Subject Matter has not been properly prepared, in all material respects, in accordance with the Reporting Criteria; and
It is our opinion that Stantec has established appropriate systems for the collection, aggregation and analysis of quantitative data included in the scope of work.
A summary of the Subject Matter for 2025 is attached.
Apex is an independent professional services company that specializes in Health, Safety, Social and Environmental management services including assurance with over 30 years history in providing these services.
Apex has implemented a Code of Ethics across the business to maintain high ethical standards among staff in their day-to-day business activities.
No member of the assurance team has a business relationship with Stantec, its Directors or Managers beyond that required of this assignment. We have conducted this verification independently, and there has been no conflict of interest.
The assurance team has extensive experience in conducting assurance over environmental, social, ethical and health and safety information, systems and processes, has over 20 years combined experience in this field and an excellent understanding of Apex's standard methodology for the verification of greenhouse gas emissions data.
Attestation:Megan O'Neil, Lead Assuror Trevor Donaghu, Technical Reviewer
ESG Program Manager ESG Director
Apex Companies, LLC Apex Companies, LLC
Atlanta, Georgia Pleasant Hill, California
April 16, 2026
This independent limited assurance statement, including the opinion expressed herein, is provided to Stantec and is solely for the benefit of Stantec in accordance with the terms of our agreement. We consent to the release of this statement to the public or other organizations, but without accepting or assuming any responsibility or liability on our part to any other party who may have access to this statement.
Employee Numbers and DemographicsEmployees | % | Female | % | Male | % | |
Total Company | 33,791 | 100.0% | 12,742 | 37.7% | 21,049 | 62.3% |
Full Time | 30,548 | 90.4% | 11,052 | 36.2% | 19,496 | 63.8% |
Part Time | 3,243 | 9.6% | 1,690 | 52.1% | 1,553 | 47.9% |
Permanent | 31,913 | 94.4% | 12,112 | 38.0% | 19,801 | 62.0% |
Temporary | 1,878 | 5.6% | 630 | 33.5% | 1,248 | 66.5% |
United States | 13,098 | 38.8% | 5,232 | 39.9% | 7,866 | 60.1% |
Canada | 9,390 | 27.8% | 3,625 | 38.6% | 5,765 | 61.4% |
United Kingdom | 3,678 | 10.9% | 1,339 | 36.4% | 2,339 | 63.6% |
Australia & New Zealand | 2,660 | 7.9% | 893 | 33.6% | 1,767 | 66.4% |
European Union | 1,596 | 4.7% | 593 | 37.2% | 1,003 | 62.8% |
India | 1,540 | 4.6% | 497 | 32.3% | 1,043 | 67.7% |
Latin America | 956 | 2.8% | 312 | 32.6% | 644 | 67.4% |
Middle East | 603 | 1.8% | 139 | 23.1% | 464 | 76.9% |
East Asia | 270 | 0.8% | 112 | 41.5% | 158 | 58.5% |
Does not include individuals classified as contract labor
Percentage of employees by employment category, broken down by ageAge: Under 30 | Age: 30-50 | Age: Over 50 | |
Total | 21.4% | 54.0% | 24.7% |
Executives | 0.0% | 26.8% | 73.2% |
Senior Management | 0.0% | 33.6% | 66.4% |
Mid-Level Managers | 0.5% | 58.3% | 41.2% |
Professionals | 19.3% | 63.8% | 16.8% |
Entry Level | 62.0% | 29.9% | 8.1% |
Percentages exclude individuals whose data is not managed in Stantec's human resources system, including new acquisitions and contracted labor
Diversity of employees by employment category, broken down by region and genderTotal | Canada | United States | United Kingdom | European Union | Australia & New Zealand | India | Remaining Geographies | |||||||||
Female | Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | Male | |
Total Company | 38% | 62% | 39% | 61% | 40% | 60% | 36% | 64% | 37% | 63% | 34% | 66% | 32% | 68% | 31% | 69% |
Executives | 24% | 76% | 19% | 81% | 29% | 71% | 29% | 71% | 0% | 100% | 0% | 100% | 100% | 0% | 0% | 100% |
Senior Managers | 24% | 76% | 30% | 70% | 25% | 75% | 17% | 83% | 40% | 60% | 22% | 78% | 0% | 100% | 23% | 77% |
Mid-Level Managers | 29% | 71% | 29% | 71% | 31% | 69% | 27% | 73% | 35% | 65% | 23% | 77% | 19% | 81% | 19% | 81% |
Professionals | 41% | 59% | 41% | 59% | 45% | 55% | 44% | 56% | 45% | 55% | 42% | 58% | 23% | 77% | 27% | 73% |
Entry-Level | 48% | 52% | 50% | 50% | 52% | 48% | 46% | 54% | 52% | 48% | 46% | 54% | 40% | 60% | 43% | 57% |
Percentages exclude individuals whose data is not managed in Stantec's human resources system, including new acquisitions and contracted labor
Self-identified Minority Status as a Percent of Workforce Self-identified Minority Status as a Percent of WorkforceUnited States Canada
Race/ethnicity | Share of Workforce | Share of Management |
Asian/Pacific Islander | 8.99% | 6.95% |
Black | 2.60% | 1.46% |
Latino | 8.50% | 6.18% |
Indigenous | 0.27% | 0.20% |
Two or more | 1.96% | 1.54% |
White | 58.52% | 65.92% |
Choose Not to Answer | 18.83% | 17.75% |
Self-Identified Response (Aboriginal) | Share of Workforce | Share of Management |
Indigenous | 1.9% | 1.7% |
Not Indigenous | 77.1% | 85.1% |
Choose Not to Answer | 21.0% | 13.2% |
Region | Total Employees | Female Employees | Male Employees | Age: Under 30 | Age: 30-50 | Age: Over 50 | Self-identified Minority | |
Voluntary Turnover Total Turnover | Total Company | 11.0% 14.3% | 10.1% 12.9% | 11.5% 15.1% | 16.4% 19.8% | 10.7% 13.6% | 8.3% 12.9% | 9.3% 12.8% |
Voluntary Turnover Total Turnover | Canada | 9.0% 12.0% | 8.3% 10.7% | 9.5% 12.8% | 13.4% 16.4% | 8.3% 10.8% | 8.1% 12.3% | 9.2% 9.8% |
Voluntary Turnover Total Turnover | United States | 9.1% 12.0% | 7.8% 10.5% | 9.9% 13.0% | 13.0% 15.4% | 9.1% 11.7% | 6.8% 10.6% | 9.1% 12.7% |
Voluntary Turnover Total Turnover | United Kingdom | 17.2% 19.1% | 16.5% 18.2% | 17.6% 19.7% | 19.4% 21.3% | 16.7% 18.2% | 15.1% 18.4% | Not reported |
Voluntary Turnover Total Turnover | European Union | 18.0% 25.7% | 19.5% 28.6% | 16.9% 24.0% | 31.6% 46.2% | 13.4% 17.6% | 10.9% 19.3% | Not reported |
Voluntary Turnover Total Turnover | Australia & New Zealand | 15.6% 21.9% | 15.6% 19.9% | 15.6% 22.9% | 23.8% 31.2% | 15.1% 20.5% | 8.9% 16.8% | Not reported |
Voluntary Turnover Total Turnover | India | 11.0% 12.9% | 12.0% 14.9% | 10.5% 11.7% | 16.3% 17.4% | 7.7% 9.7% | 9.6% 14.4% | Not reported |
Voluntary Turnover Total Turnover | Remaining Geographies | 11.3% 17.5% | 10.1% 14.7% | 11.7% 18.7% | 14.5% 21.5% | 11.7% 16.7% | 6.7% 16.6% | Not reported |
Data Table Page 1 of 2
New HiresRegion | Total Employees | Female Employees | Male Employees | |
New Hires People Who Left | Total Company | 100.0% 100.0% | 36.9% 34.1% | 63.0% 65.9% |
New Hires People Who Left | Canada | 24.0% 24.6% | 39.8% 34.8% | 60.2% 65.2% |
New Hires People Who Left | United States | 23.7% 31.9% | 39.8% 34.6% | 60.2% 65.4% |
New Hires People Who Left | United Kingdom | 15.0% 15.8% | 38.0% 34.6% | 62.0% 65.4% |
New Hires People Who Left | European Union | 2.9% 3.6% | 51.0% 48.0% | 48.0% 52.0% |
New Hires People Who Left | Australia & New Zealand | 8.5% 13.4% | 37.3% 30.8% | 63.0% 69.2% |
New Hires People Who Left | India | 11.4% 4.1% | 30.0% 38.1% | 70.0% 61.9% |
New Hires People Who Left | Remaining Geographies | 14.5% 6.6% | 28.2% 26.0% | 71.8% 74.0% |
Employment Category | Percentage of Employees Receiving Regular Performance and Career Development Reviews | ||
Total | Female | Male | |
Total Company | 89% | 90% | 89% |
Executive Level | 92% | 95% | 91% |
Senior Level | 86% | 87% | 85% |
Middle Level | 89% | 90% | 89% |
Professional Level | 90% | 91% | 89% |
Entry Level | 90% | 91% | 90% |
Employment Category | Average Hours of Training per Year per Employee | ||
Total | Female | Male | |
Total Company | 29.4% | 27.9% | 30.2% |
Executive Level | 1.5% | 3.8% | 0.8% |
Senior Level | 6.4% | 8.9% | 5.7% |
Middle Level | 19.0% | 20.4% | 18.5% |
Professional Level | 28.4% | 27.2% | 29.2% |
Entry Level | 49.1% | 36.9% | 60.2% |
Numbers and rates of recordable and lost time work-related injuries, as well as near miss (close call) incidents. Does not include individuals classified as contract labor.
Total number of recordable injuries | 87 |
Total recordable incident rate (TRIR) | 0.33 |
Total number of lost time cases | 32 |
Lost time incident rate (LTIR) | 0.12 |
Near miss (close call) incidents | 1,308 |
Fatalities | 0 |
Hours worked | 52,716,360 |
Employment Category | Total | Canada | United States | United Kingdom | Australia | New Zealand | India | |||||||
Base F:M - Total | Base + Bonus F:M -Total | Base F:M -Total | Base + Bonus F:M - Total | Base F:M -Total | Base + Bonus F:M - Total | Base F:M - Total | Base + Bonus F:M -Total | Base F:M - Total | Base + Bonus F:M - Total | Base F:M -Total | Base + Bonus F:M Total | Base F:M - Total | Base + Bonus F:M Total | |
Total Company | 0.85 | 0.84 | 0.84 | 0.83 | 0.83 | 0.82 | 0.80 | 0.80 | 0.79 | 0.78 | 0.81 | 0.80 | 0.69 | 0.69 |
Executives | 1.05 | 1.03 | 0.85 | 0.78 | 1.07 | 1.04 | 1.82 | 2.61 | N/A | N/A | N/A | N/A | N/A | N/A |
Senior Managers | 0.93 | 0.94 | 0.95 | 0.97 | 0.93 | 0.93 | 0.93 | 0.93 | 0.97 | 1.00 | 0.88 | 0.87 | N/A | N/A |
Mid-Level Managers | 0.92 | 0.92 | 0.91 | 0.91 | 0.90 | 0.90 | 0.87 | 0.88 | 0.89 | 0.89 | 0.96 | 0.97 | 0.76 | 0.75 |
Professionals | 1.00 | 1.00 | 0.94 | 0.94 | 0.95 | 0.95 | 0.93 | 0.93 | 0.92 | 0.92 | 0.90 | 0.90 | 0.92 | 0.92 |
Entry-Level | 1.04 | 1.03 | 0.97 | 0.96 | 0.96 | 0.95 | 0.99 | 0.99 | 1.00 | 1.00 | 1.01 | 1.01 | 0.79 | 0.79 |
Country | Ratio | Percent Increase |
Total Company | 15.3 | 0.88% |
Canada | 17.5 | 1.26% |
United States | 5.8 | 5.44% |
United Kingdom | 9.7 | -0.80% |
Australia | 4.1 | 1.03% |
New Zealand | 3.0 | 2.79% |
India | 15.1 | 0.29% |
Data Table Page 2 of 2
Annual Total Compensation Ratio and Increase (ratio and percent increase for annual total compensation for highest-paid employee to the median)Country | Ratio | Percent Increase |
Total Company | 42.6 | 1.98% |
Canada | 49.1 | 2.89% |
United States | 9.7 | 1.36% |
United Kingdom | 19.3 | -1.06% |
Australia | 4.9 | 0.81% |
New Zealand | 3.3 | -0.35% |
India | 17.8 | 1.33% |