< PreviousSecurity, Human Rights and Rights of Indigenous Peoples Over the last five years, GTE’s human rights work has focused on four primary pillars: •Policies that integrate human rights into GTE’s business culture. •Developing research, analysis and strategies to manage human rights risks. •Creating mechanisms to address any impacts on human rights from operations. •Strengthening trust between communities and GTE regarding human rights. The strategy was designed and implemented in partnership with renowned experts Shift, an organization with extensive experience embedding the UN’s Guiding Principles on Business and Human Rights into corporate business practices around the world. The Vice President, HSE & CSR has ultimate accountability for security, human rights, and the rights of Indigenous peoples at Gran Tierra Energy. Through a Human Rights Risk Assessment process, Gran Tierra evaluates how our activities may impact communities. We engage with local communities to understand their human rights concerns and address incidents through dialogue and remedial action, if appropriate. We have established a culturally appropriate, accessible, responsive, and transparent grievance mechanism that enables us to identify and address human rights incidents. Gran Tierra also has an open-door policy for dialogue with communities near its operations and a well-developed process for resolving any questions or concerns. See Community Relations section for more details. We integrate human rights into our business strategy using regular training, surveys, and commercial tools to ensure policy compliance with respect to our employees, contractors, and local venders. All employees and contractors receive human rights training. Employees are also trained in the prevention of human rights violations inside and outside the company. Contractors are required to train their employees to prevent such practices. Employees are supported by a full-time human rights attorney whose job is to ensure that the company’s activities comply with the Voluntary Principles for Security and Human Rights. All of our employees, contractors and suppliers have the obligation of knowing and respecting the Human Rights Policy. We conduct due diligence to understand the human rights factors that are material. Gran Tierra has put in place a high quality non-technical risk identification process, developed by Shift, as well as implementation plans for additional recommendations. Shift reviewed the national and local human rights context, company policies and previous social impact evaluations and then introduced our employees to a methodology for effectively assessing human rights risks. Gran Tierra is also participating in Shift’s Business Learning Program, designed to support companies that are committed to working to fulfill their responsibility to respect human rights. Companies must qualify for the program based on commitment to human rights and then Shift helps the company build the internal capacity to enhance approach to human rights. Human Rights page on Gran Tierra Energy’s website and the Human Rights section of the 2021 Sustainability Report contain additional case studies that highlight our approach to human rights in practice. 29 A Holistic View of Human Rights Analyst Corner SASB EM-EP-210a.3 + Human Rights Policy + 2021 Sustainability Report +Security, Human Rights and Rights of Indigenous Peoples As an operator in a new country, Gran Tierra must contend with industry legacy impacts that the region may have had. While we are a new company for local Ecuadorian populations in the Sucumbíos province, Gran Tierra’s international experience as a responsible business partner has prepared us well to meaningfully engage communities and manage Human Rights risks in Ecuador. Continued proactive relationship building efforts are key factors in the Company’s ability to demonstrate our respect for protecting Human Rights and our commitment to protecting health safety and the environment to our neighbours. Prior to any exploration and development work taking place in Ecuador, a Human Rights and Environmental training session was conducted for 35 leaders in the area of influence of GTE’s operations. The session was intended to share knowledge and provide tools to better understand the international rules and regulations that exist to help protect human rights, the environment, and natural resources. Access to information is a right that Gran Tierra promotes in the regions where we operate. In Ecuador, the Company has implemented a Transparency Committee as an innovative way to facilitate trust and relationship building between communities, local authorities, and GTE. The Committee guarantees a space for dialogue, transparency and community participation to validate regulations, agreements and commitments. One of the most important mechanisms for mitigating potential human rights issues and/or issues with Indigenous communities in Colombia is called Consulta Previa, a formal process to ensure that officially recognized ethnic groups are adequately informed, consulted and provide consent about activities which could impact them and their fundamental rights. We are committed to conducting Consulta Previa and engage with communities impacted by our operations to learn about their lives, beliefs, institutions, and spiritual well- being, as well as the lands that they occupy or use in any way. We are also committed to respecting their economic, social, and cultural development. At the heart of Gran Tierra’s success in building strong relationships is respect for and understanding of the communities that we interact with. Gran Tierra works with communities to design environmental, social, and cultural management measures to address potential issues, including infrastructure, heritage conservation and development projects that would benefit the community, Industry and government authorities closely observe the process to determine long-term feasibility and best practices for future consultations. In 2021, Gran Tierra Energy successfully restarted 13 Prior Consultation processes that were paused in 2020 due to the pandemic, thanks largely to the trust maintained with Indigenous groups and communities even during the worst stages of the pandemic. Three Prior Consultation processes were successfully completed during 2021, including one with the Inga Reservation located in Puerto Limón. This two-year process was concluded in November with the completion of a new ancestral gathering space, administrative, residential and meeting building, along with community recreational facilities. Protecting Human Rights in Ecuador Free, Prior and Informed Consent with Indigenous Communities 30 Analyst Corner SASB EM-EP-210a.3 +Analyst Corner Security, Human Rights and Rights of Indigenous Peoples This was the end result of extensive community discussions regarding their desire to build facilities to support and encourage ethno-tourism while providing the capacity to host visitors interested in learning more about Indigenous culture. The Indigenous Development Programs page on Gran Tierra Energy’s website and the Human Rights section of the 2021 Sustainability Report contain many additional case studies that highlight our approach to developing meaningful relationships with Indigenous communities. As an operator in a country with significant cultural heritage and archaeological potential, Gran Tierra Energy implements Colombia’s Preventive Archaeology Program in all of our projects. This allows us to identify and plan for the specific archaeological characteristics of the areas where we want to build new civil works or infrastructure. In turn, this helps to assure the protection, conservation, and recovery of the country’s archaeological heritage. Gran Tierra Energy’s Environmental Management Plan calls for the following measures to be taken: •Prior to the beginning of earthworks or excavation in any area that has not been disturbed earlier for the development of well pads or roads a preliminary assessment of cultural/archaeological values in the area to be disturbed will be conducted by a qualified specialist. •If significant sites exist or are suspected, appropriate measures to protect or document these sites and recovery of any artifacts will be implemented. •In areas of suspected high archaeological value, a local archaeologist will be employed to provide on- site support in identifying chance discoveries and developing an appropriate approach to avoiding or preserving them. In addition, as a prerequisite to receiving an environmental license, Colombia authorities require developers to prepare a site-specific archaeological management plan. 31 Protecting Cultural Heritage Case Study: Cultural Heritage Gran Tierra Energy, in partnership with Corpoamazonia, the Colombia Institute of Anthropology and History (ICANH) and the Friends Foundation of the Art Collections of the Bank of the Republic, built a museum in Putumayo that will serve local communities as a permanent archaeological exhibition to preserve and protect artifacts and present the cultural diversity and history of the Putumayo department. To learn more, see: Suruma Museum. SASB EM-EP-210a.3 + 2021 Sustainability Report + Case Study: Cultural Heritage +Security, Human Rights and Rights of Indigenous Peoples Our Human Rights Policy commits the Company to implement policies and practices with private security contractors that enable the training of their employees with respect to human rights, so that their behaviors and actions are aligned with the Universal Declaration of Human Rights and the Voluntary Principles on Security and Human Rights, and other international standards related to the measured use of force. Gran Tierra is committed to comply in full with the due diligence standards enshrined in the Voluntary Principles on Security and Human Rights. For more detail, see What are the Voluntary Principles on Security and Human Rights? Over the past four years, Gran Tierra has had 0 human rights-related grievances. In 2021, Gran Tierra Energy successfully restarted 13 Prior Consultation processes that were paused in 2020 due to the pandemic, thanks largely to the trust maintained with Indigenous groups and communities even during the worst stages of the pandemic. Three Prior Consultation processes were successfully completed during 2021, including one with the Inga Reservation located in Puerto Limón. Performance 32 Workforce Health & Safety Analyst Corner Training Private Security Contractor Importance to Gran Tierra and Approach A strong culture of health and safety leads to more efficient operations by reducing downtime, improving efficiency, and driving institutional learning. Thousands of workers at all levels identify risks and improve standard operating procedures, creating a safer work environment and reducing the time needed to carry out activities. A safe working environment leads to the strengthening of a culture of zero injuries, or accidents and stronger community relationships. Government, financial and community stakeholders see more efficient operations with less risk to health, safety and the environment, which contributes to the resilience of our business by increasing stakeholder support and attracting local workers. Gran Tierra has a simple objective with regard to health and safety: zero accidents to ensure that no one gets hurt as a consequence of our operations. To achieve this objective, we systematically identify and assess risks and take actions to eliminate or reduce areas of safety or occupational health concern. We implement proven safety management systems, procedures, and tools with the goal of reducing accident and injury rates to zero. Human Rights Policy + SASB EM-EP-210a.3 +Workforce Health & Safety Placing a high value on safety comes from the very top of the company, is integrated into all company functions and is effectively communicated to all employees. Gran Tierra’s HSE Policy guides all our efforts with respect to workforce health and safety. Misión Vida, our overarching Health and Safety plan, standardizes safety protocols across Gran Tierra and outlines a comprehensive system of training, risk management, emergency response, event reporting and investigation. This framework has been in place for four years providing a consistent pathway towards safety improvement and performance. Oversight and accountability for Gran Tierra Energy’s health and safety performance is driven by senior management and the Board of Directors. The Vice President, HSE & CSR has ultimate accountability for health and safety at Gran Tierra Energy. 33 Analyst Corner SASB EM-EP-320a.2 + SASB EM-EP-540a.2 + Misión Vida Program and Health and Safety Training Misión Vida’s foundation is based on a framework for changing attitudes about safety by recognizing the impact that one’s current mental and emotional condition can have on perception and decision-making. This understanding then leads to increased safety- consciousness on the job. Through Misión Vida, Gran Tierra developed a job-specific health and safety training plan, based on analysis of company and industry risks. It includes: •Basic training for all employees, regardless of their position •Additional training modules for workers involved in high-risk tasks •Job-specific training modules that reflect the role being fulfilled •Emergency response training for personnel designated as emergency responders •Under this training program that started in 2017, 32 health and safety training modules have been developed, with more than 62,000 hours of training completed by thousands of Gran Tierra employees. HSE Policy +Workforce Health & Safety The Misión Vida program helps Gran Tierra identify high impact areas and design tools and programs to improve them, all while changing hearts and minds about safety and includes the following key learning tools: •Emergency Response Training includes weekly training, drills and refresher courses for first responders. In 2021, the Company conducted 345 tabletop or in-person emergency simulations which assessed preparedness to deal with various emergency scenarios. •The Hand Injury Prevention Program (HIP) has reduced hand injuries by 80%, achieving one year of operations without any hand injuries. HIP uses virtual reality training and an analysis of first-person video footage of real-life work activities to improve hand safety procedures and reduce the possibility of accidents. •HSE InfluenSER showcases and celebrates leaders as safety advocates in communities and across the workforce, converting employees into ambassadors carrying this message across every touchpoint of the business. Videos showcasing 9 leaders were shared with 1,200 workers. •Golden Rulesis a safety-based virtual reality video game created to simulate potentially hazardous situations. All field operations workers are required to complete the training modules as part of their safety induction. Golden Rules includes virtual reality training programs. •Safe Driving Program mandates that everyone driving for us attend multiple courses covering defensive and preventative driving techniques for every foreseeable road situation. A comprehensive driving plan has been developed in addition to existing training that focuses on driver and instructor training, detailed planning before each trip, use of an in-vehicle monitoring system, random in-route audits, road hazard assessments and self-assessments for drivers. Additional safety programs and practices include implementing management software for newly acquired facilities, psychosocial risk preventive activities (such as reducing workplace stress and maintaining a supportive workplace environment) and using a risk-based approach to direct resources to address risks where they are the greatest. The approach includes dozens of targeted audits and inspections, “Job Safety Analysis Meeting Reviews” with contractors and safety walk-arounds to different work sites. Our safety culture is expanded to Gran Tierra Energy’s contractors and vendors who receive support to set expectations and help them meet safety objectives. We work closely with contractors on our sites and insist that they also implement effective safety management processes. Monthly contractor safety meetings provide a forum to discuss safety issues, share best practices, and recognize outstanding safety performance among peers to foster a culture of pride and accountability with vendors. These monthly safety meetings for contractors have been an important tool for educating contractors about Gran Tierra’s safety policies and procedures. The meetings are attended by senior-level operations and health and safety staff of each contractor and during the meetings the previous month’s performance and safety efforts are discussed. Misión Vida Program and Health and Safety Training Education and Accountability Throughout the Supply Chain 34 Analyst Corner SASB EM-EP-320a.2 + SASB EM-EP-540a.2 +Workforce Health and Safety Having implemented a robust COVID-19 response at the start of the pandemic, with a policy that encompasses human rights in line with the Inter-America Commission on Human Rights (IACHR) recommendations, Gran Tierra navigated 2021 with minimal impact on operations from COVID-19. As the public health situation shifts into more of an endemic scenario, operations have been adapted to allow business to resume while continuing to protect employees, contractors, and the surrounding communities. By December 2021, 99.6% of our workforce had been vaccinated on a voluntary basis. Hotels were dedicated quarantine centres ensuring employees received two negative tests before entering the field during the first half of the year. The Company developed a comprehensive system for managing COVID-19 including: •Dedicating camps and hotels for isolating positive cases and close contacts. •Purchasing vaccines for 1,523 inoculations across the workforce, prioritizing field workers in higher risk areas. •Reporting and tracking any possible outbreaks to help support the health authorities and surrounding communities. •Forming an expert medical team to provide counsel, including an epidemiologist, doctors and staff dedicated to testing and sampling in each major operation area. Over the past three years, we have maintained a Total Recordable Incident Rate (TRIR) for employees of 0. TRIF for contractors has been steadily decreasing. Continued Management of COVID-19 Performance 35 Analyst Corner SASB EM-EP-320a.1 + 0 0.02 0.04 0.06 0.08 0.1 0.12 0.14 201920202021 Contractor TRIR Figure 12: Contractor TRIR 9 Figure 13: Contractor LTIF 10 0 0.01 0.02 0.03 0.04 0.05 0.06 0.07 0.08 0.09 201920202021 Contractor -LTIF 201920202021 Fatality rate – employees0.000.000.00 Fatality rate – contractors0.010.000.00 Table 6: Fatality RatesAnalyst Corner SASB EM-EP-320a.1 + Workforce Health and Safety Our Near Miss Frequency Rate (NMFR), which includes employees and contractors, decreased in 2021. The average hours of health and safety training per employee, which includes employees and contractors, has been increasing steadily over the past three years. We have had no process safety events for Loss of Primary Containment (LOPC) of greater consequence (Tier 1) over the past three years. 36 0 0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 0.9 201920202021 Near Miss Frequency Rate Figure 14: NMFR 11 Figure 16: Hours Worked Figure 17: Safety Inspections Conducted Figure 15: Average Hours of Health and Safety Training per Employee 0 2 4 6 8 10 12 201920202021 Average Hours of Health and Safety Training per Employee 0 2,000,000 4,000,000 6,000,000 8,000,000 10,000,000 12,000,000 14,000,000 16,000,000 18,000,000 201920202021 Hours Worked 0 500 1,000 1,500 2,000 2,500 3,000 3,500 4,000 4,500 201920202021 Number of Inspections Safety Inspections Conducted Table 7: Tier 1 Process Safety Events Rates for Loss of Primary Containment 201920202021 000 SASB EM-EP-540a.1 +Human Capital Management 37 Importance to Gran Tierra and Approach Performance Strengthening Leadership Local Hiring and Workforce Development Gran Tierra’s employees and contractors are, and always will be, the bedrock of the Company’s success. The talent, dedication and effort of our staff is what enables GTE to develop and produce an important energy resource which will continue to fuel human progress for decades. The resilience of Gran Tierra’s employees, and the relationships that have been created and maintained with communities have helped the Company come through very difficult operating environments stronger than ever. After acquiring and integrating three Colombian oil companies, Gran Tierra has focused on building “one team” committed to fostering cohesion across all of the Company’s operations with the goal of maximizing efficiency and prioritizing safety practices. Our focus is on attracting, recruiting and retaining employees that possess the required technical skills and are aligned with the GTE culture. The Vice President, Corporate Services has ultimate accountability for labour relations at Gran Tierra. In 2021, GTE continued to maximize local hiring of skilled employees from nearby areas. Colombian law requires 100% of unskilled workers and at least 30% of qualified skilled workers be local. We have not only met the unskilled workers target but also nearly tripled the level of skilled workers in our operations as well. 77% of skilled workers come from the local municipalities closest to our operations. The high percentage of local workers is a testament to the training and certification programs GTE continues to invest in, along with three key Company values: •Trust & transparency •Treating all people with respect & dignity •Respectful, two-way communication In addition, the Company is focused on preparing promising employees to take on greater responsibility through development programs that open pathways for them to progress within the company, with a strong focus on training and developing women both inside and outside of the company. An integral part of GTE’s culture is centred around coaching and mentoring employees to help them grow within their roles so that they can advance in the company. Gran Tierra Te Enseña (Learn with Gran Tierra) is an important development program that evolved out of independent training sessions across several departments and increased the transfer of internal knowledge throughout the company to help other employees further develop their skills. Gran Tierra Energy has profiled several employees on our website offering the employee perspective on what it’s like to work at Gran Tierra Energy. See Working for Gran Tierra Energy for more information. 77% of skilled personnel come from the local municipalities closest to our operations; more than double the 30% required under Colombian law. Women make up 39% of Gran Tierra’s employees, compared to an industry average of 22%. In Colombia, women make up 41% of Gran Tierra’s employees in the country. 319Direct Employees (All Regions) 1,806Putumayo/Cauca 970Cesar/Santander (MMV) 105Bogotá 3,200 workers 100% 77% 41% UNSKILLED LABOUR IS PERFORMED BY LOCAL WORKERS SKILLED WORKERS IN 2021 WERE LOCAL GTE’S DIRECT EMPLOYEES IN COLOMBIA ARE WOMEN COLOMBIA Analyst Corner SASB EM-EP-210b.1 +ESG Performance Table 38 2021 SASB REPORT This SASB Report provides performance results for 2021, and where available, presents data for the previous two years to allow for trend analysis and to provide additional context for Gran Tierra Energy’s performance results. All ESG data is consolidated in this ESG Performance Table. Data presented in this report includes data for the entire company. Any data limitations are explicitly noted where relevant. Financial data is stated in U.S. dollars unless noted otherwise. The SASB Indicator Code and TCFD Recommended Disclosure have been included in the table for ESG metrics that are included as recommended accounting metrics in the Sustainability Accounting Standards Board’s Oil and Gas – Exploration & Production Sustainability Accounting Standard and the TCFD Recommendations. Community Relations Number of non-technical delays SASB EM-EP-210b.2 Number1015881 Duration of non-technical delays SASB EM-EP-210b.2 Days74.9179.7270 Economic value generated and distributed24 Millions of $ $872.5$299.2$488.6 Payments to suppliers, contractors and other third parties$623.2$181.2$218.5 Payments to governments (taxes, royalties)$152.6$53.0$151.9 Payments to employees (salaries and benefits)Millions of $$22.7$18.9$18.6 Investment in communitiesMillions of $$8.8$4.1$5.2 Payments to providers of capital (debt, interest, dividends)Millions of $000 Social investmentMillions of $$3.7$1.9$4.6 Temporary local employment Number of contracts 6,6693,6973,200 Spending on suppliers (Colombia only) Millions of $ $583.3$175.8$212.8 Regional$103.2$30.6$33.9 Country$476.9$142.5$175.5 International$3.2$2.7$3.3 ESG Metric ESG REPORTING FRAMEWORK UNITS201920202021 Activity Oil production SASB EM-EP-000.A Thousand barrels per day (Mbbl/day) 36.6422.5826.45 Gas production SASB EM-EP-000.A MCF393,330235,422132,722 Synthetic oil production SASB EM-EP-000.A Thousand barrels per day (Mbbl/day) N/AN/AN/A Synthetic gas production SASB EM-EP-000.A Million standard cubic feet per day (MMscf/day) N/AN/AN/A Number of offshore sites SASB EM-EP-000.B Number 000 Number of terrestrial sites SASB EM-EP-000.C 231523 Business Ethics and Transparency Proved reserves in countries that have the 20 lowest rankings in Transparency International’s Corruption Perception Index SASB EM-EP-510a.1 Percentage (%)000 Probable reserves in countries that have the 20 lowest rankings in Transparency International’s Corruption Perception Index SASB EM-EP-510a.1 Percentage (%)000 GovernanceNext >