People

BATM’s people are vital to sustaining success. In order to recruit and retain the best talent, the Group must ensure that, across its businesses, it is an employer of choice and that its employment policies and practices are sensitive to employees’ priorities and requirements.

BATM has employees in six countries, including scientists, engineers, sales & marketing personnel and those in corporate functions, and aims to adhere to certain principles in terms of employee engagement and employment practices across the Group. During 2025, efforts were focused on ensuring greater communication, fostering better synergy, strengthening team connections and celebrating successes.
In particular, the Group undertook a significant exercise to launch a new brand identity founded on the commonality between the Group’s core businesses and to bring them under a unified brand identity. It also included a redefining of the Group’s purpose in a way to unite BATM’s people across the business.

Engagements

BATM understands the importance of maintaining open and transparent communication with its workforce, and listening to its people and taking into account their feedback. To support employee engagement, the Group has a dedicated human resources function comprising a network of human resources departments at subsidiary level each headed up by a VP-level executive who are overseen by the Global VP Human Resources.

The senior management within the Group’s businesses regularly communicate with employees on areas including Group strategy and progress. The Group holds periodic roundtable discussions for employees to meet with management to share their views, raise any concerns and make suggestions on how the workflow in their departments could be improved. The Group also holds off-site team building events and company celebrations. In 2025, this included a significant event to celebrate the launch of the Group’s new brand, which brought together employees from around the world.

BATM prioritises training and development for its workforce, which was continued during 2025. The Group has training schemes focused on product training, skills enhancement and the achievement of additional career-enhancing qualifications, and often supplies in excess of two weeks training per year for individual employees. In 2025, this included two comprehensive training workshops on artificial intelligence for all of the Group’s employees worldwide, which the Group intends to continue to invest in.

Diversity, Equality & Inclusion

BATM recognises the benefits to its business of supporting diversity, equality and inclusion for long-term sustainable success. The Group is committed to providing a working environment in which all employees feel valued and respected and are able to contribute to the success of the business.

The Group promotes equal opportunities within all of its businesses and aligns its approach with international human rights standards. BATM believes its employees should be able to work in an environment free from discrimination, harassment and bullying, and that employees, job applicants, customers and suppliers should be treated fairly regardless of:

• race, colour, nationality, ethnic or national origins;
• gender, sexual orientation, marital or family status;
• religious or political beliefs or affiliations;
• disability, impairment or age.

As detailed further on page 34 of the Corporate Governance Report, as a company incorporated in Israel, BATM is subject to the Israeli Law of Equal Opportunity at Work (1988), which forbids discrimination on the basis of (among others) race, nationality, state of origin and gender, including in hiring job candidates. The law states that if an employer asks an employee or candidate for such details, it will be assumed that the employer has violated the non-discrimination provision. The Group operates in compliance with this law. 

Health, Safety & Wellbeing

BATM prides itself on providing high levels of standards on the health and safety of its employees. The Group has, and adheres to, health and safety guidelines across the Group, and has welfare programmes. The Group provides clothing for employees working in manufacturing areas. In the Group’s corporate headquarters, employees have access to a gym.
There were no health and safety incidents reported and the Group did not receive any regulatory fines or penalties in relation to health and safety matters during the year.

Anti-bribery & Corruption

BATM promotes responsible business behaviour. The Group has an anti-bribery and corruption policy that provides guidance, details prohibited activities and outlines responsibilities and whistleblowing mechanisms.

The whistleblowing procedure is managed by an independent administrator who is a partner at an Israeli professional services firm, Chaikin, Cohen and Rubin. Employees are encouraged to approach the administrator if they have concerns about possible wrongdoing including potential or actual breaches of applicable laws and regulations and fair business conduct. The approach can be anonymous, if the employee chooses. The Group has undertaken not to take subsequent disciplinary action against a complainant unless the report was subsequently judged to have been made in bad faith or to be malicious.

During 2025, there were no instances of whistleblowing reports, bribery, corruption or business interruptions as a result of regulatory activity.

Communities

BATM strives to be a responsible corporate citizen within the local and wider communities in which it operates by behaving in a socially responsible manner and supporting local businesses and charities. While it does not have a formal Group-wide approach, a notable initiative during 2025 was the Group’s collaboration with iSchool, a non-profit organisation that seeks to reduce social gaps and provide equal education for all regardless of socio-economic background or geographical limitation. Employees who volunteer for the six-month programme receive guidance and training from iSchool and then provide weekly online tutoring to students.

Environment

The Group has continued to take steps towards assessing and managing its impact on the environment, incorporating climate-related risks and opportunities into its business planning and reporting thereon, as detailed in the TCFD Report that follows. Developing awareness of environmental guidelines at operating facilities, upgrading energy and lighting systems and developing waste management procedures are examples of some of the initiatives to improve the Group’s environmental impact that have already been made.