Code of Conduct

Macro Tech Ventures Sdn. Bhd. (formerly known as Dropee) and its subsidiaries and related companies ("Borong", "the Company")

This public edition of the Borong Code of Conduct summarises the standards of integrity, ethics and professional behaviour that Borong requires of its directors and employees. It is published so that our customers, vendors, partners, financiers and other stakeholders can understand the standards to which we hold ourselves. A more detailed internal Code of Conduct governs day-to-day employment matters and disciplinary procedures.

1. Our Commitment

The objective of this Code is to define the guidelines on integrity, ethics and professionalism that regulate the standard of conduct of everyone who works at Borong. Through this Code, we commit to:

• Create an atmosphere of mutual respect and deter offensive behaviour;
• Maintain a recognised, industry-leading ethics and compliance culture;
• Treat all people inside and outside the Company with fairness, dignity and respect;
• Be open, honest and ethical in all our dealings; and
• Be an economic, intellectual and social asset in every country and community where we do business.

This Code applies to all directors and employees of Borong, whether full-time, part-time, fixed-term contract, contract for service, probationary or interns, in their work and in their interactions with colleagues, customers, vendors, partners and the public.

2. Ethical Leadership and Tone from Management

Borong's Board of Directors and senior management are responsible for establishing and reinforcing a strong culture of integrity, professionalism and accountability throughout the organisation. Leadership sets the tone for ethical behaviour by ensuring that business decisions, internal processes and external engagements are conducted in a manner consistent with the Company's values and this Code. Through clear communication, responsible governance and consistent leadership behaviour, management demonstrates that ethical conduct and transparency are fundamental to Borong's long-term success and reputation.

Senior leaders are expected to lead by example, acting with honesty, fairness and professionalism in their interactions with employees, customers, suppliers and other stakeholders. This leadership approach ensures that ethical principles are embedded in the Company's operational practices and decision-making processes, and that no commercial objective is ever pursued at the expense of integrity.

3. Our Values

Customer Centric. We place our customers and users at the heart of every decision we make. We actively listen to their needs, understand their challenges, and strive to deliver products, services and experiences that create value. By focusing on customer satisfaction and long-term relationships, we aim to build trust and exceed expectations.

Ownership. We take full responsibility for our actions, decisions and results. Every team member is encouraged to take initiative, solve problems, and follow through with commitment and accountability. We step up, take charge, and ensure that tasks are completed with integrity and dedication.

Innovation. We embrace creativity and continuously challenge the status quo. By encouraging new ideas, experimentation and forward thinking, we seek better ways to improve processes, products and services. We remain open to change and committed to learning and adapting in a fast-moving environment.

Collaboration. We believe that the best outcomes are achieved when we work together. We foster an open and respectful environment where diverse perspectives are valued and teamwork is encouraged across departments and functions. Through strong communication and mutual support, we work toward shared goals and collective success.

Excellence. We set high standards for ourselves and for the work we deliver. Excellence means paying attention to detail, maintaining professionalism, and striving for continuous improvement. We are committed to delivering quality outcomes and taking pride in everything we do.

4. Professional Conduct and Compliance with Law

Knowledge of law. All employees must understand and comply with all applicable laws, rules and regulations of any government, regulatory organisation, licensing agency or professional association governing their professional activities. Where requirements conflict, employees must comply with the stricter standard. Employees must not knowingly participate or assist in, and must dissociate themselves from, any violation of such laws, rules or regulations.

Independence and objectivity. All employees must use reasonable care and judgment to achieve and maintain independence and objectivity in their professional activities. Employees must not offer, solicit or accept any gift, benefit, compensation or consideration that could reasonably be expected to compromise their own or another person's independence and objectivity.

No misrepresentation. Employees must not knowingly make any misrepresentation in relation to Borong's business dealings, transactions, analyses, recommendations or other professional activities.

No misconduct. Employees must not engage in any professional conduct involving dishonesty, fraud or deceit, or commit any act that reflects adversely on their professional reputation, integrity or competence.

5. Non-Discrimination

To foster a respectful and harmonious working environment, Borong does not tolerate discrimination at the workplace. This applies at every level of the organisation and to every aspect of the workplace environment and employment relationship, including recruitment, selection, promotion, transfers, training, salaries, benefits, termination, rates of pay, overtime, hours of work, holidays, discipline and performance evaluations.

Employment discrimination involving the denial of equal opportunities or treatment is prohibited on the grounds of a person's race, cultural background, ethnicity, citizenship, marital status, age, gender, religion, pregnancy or other protected characteristics. The right to freedom from discrimination extends to all employees, including full-time, part-time, temporary, probationary and contract staff. Differential treatment may be considered acceptable only where it is based on a bona fide occupational requirement or another specific exception recognised under the law in force. Employees found to have practised discrimination are subject to disciplinary action.

6. Harassment-Free Workplace

It is the policy of the Company to promote a safe and healthy working environment that fosters mutual respect, where every individual, irrespective of status or position, is treated with dignity.

Sexual harassment. Employees are strictly prohibited from engaging in any form of harassment, humiliation or intimidation of a sexual nature. Sexual harassment is any unwanted conduct of a sexual nature, whether verbal, non-verbal, visual, psychological or physical, that is unwelcome to the recipient. It includes unwelcome sexual advances; requests for sexual favours; verbal or physical conduct of a sexual nature such as sexual jokes, degrading remarks, leering or unwanted physical contact; inquiries or comments about an individual's sex life; and the display of sexually offensive material. It also includes conduct that creates a hostile or offensive work environment, or where submission to or rejection of such conduct is used as the basis for an employment decision. Sexual harassment can occur between individuals of different sexes or of the same sex.

Workplace harassment, bullying and mobbing. Workplace harassment is unwelcome conduct or comments, directed at an individual or made generally, that contribute to an environment that is hostile or lacking in respect or dignity. It includes insulting, intimidating, demeaning or otherwise offensive behaviour; inappropriate or unwelcome comments on a person's physical characteristics or appearance; bullying and cyberbullying; isolation, shunning, gossip, rumours and name-calling; physical intimidation; and any other conduct that affects an individual's dignity or psychological or physical integrity.

Employees who fail to maintain a harassment-free workplace are subject to sanctions.

7. Conflicts of Interest

A conflict of interest arises where the personal interests of an employee, or those of their family or associates, conflict or appear to conflict with the interests of the Company. In carrying out their duties, employees must always prioritise the interests of the Company over personal, family or third-party interests. Employees are prohibited from abusing their position for the benefit of themselves, their family or other parties; from carrying out business activities that compete with or relate directly to the Company's activities; and from holding positions in companies or institutions that conduct or intend to conduct business with, or compete with, Borong, without disclosure and written consent. Any actual or potential conflict of interest, including concurrent outside employment, must be disclosed to the Chief Executive Officer.

8. Anti-Bribery and No-Gift Policy

Borong maintains a zero-tolerance position against bribery and corruption, consistent with the Malaysian Anti-Corruption Commission Act 2009, including Section 17A on corporate liability. Borong practises a strict no-gift policy: directors and employees must not give, offer, solicit or accept gifts of any kind or of any value in connection with Borong's business or their position in the Company. Gifts that cannot reasonably be refused or returned must be declared immediately and surrendered to the Company. Facilitation payments are prohibited in all circumstances. Company funds, assets, facilities and resources must not be used for political contributions or to benefit any political campaign, party or politician in any country, and employees must not use their position to influence others to make such contributions. The full requirements, including the treatment of business hospitality and dealings with public officials, are set out in the Borong Anti-Bribery & Anti-Corruption Policy.

9. Speaking Up

Borong expects internal and external stakeholders alike to report possible or actual violations of this Code. Doing so helps to identify and eliminate misconduct and grievances, and protects our people and the Company against the risks and damage that misconduct causes. Concerns may be reported, confidentially and anonymously if needed, by email to report@borong.com or by letter addressed to the Head of People & Culture. The Company does not tolerate any retaliation against complainants or whistleblowers. The full reporting framework, including investigation standards and whistleblower protections, is set out in the Borong Whistleblowing Policy.

10. Accountability

Borong maintains processes to ensure adherence to this Code, including management oversight, supervision and internal reporting channels. All reported violations are investigated and responded to in a fair, consistent and timely manner, taking into account the presumption of innocence and giving the persons concerned a fair opportunity to be heard. Substantiated violations may result in disciplinary action, up to and including termination of employment, and referral to the relevant authorities where required by law.