Entravision Communications : Code of Business Conduct and Ethics

ENTRAVISION COMMUNICATIONS CORPORATION

CODE OF BUSINESS CONDUCT AND ETHICS

This Code of Business Conduct and Ethics (the "Code") of Entravision Communications Corporation ("Entravision", "we" or "our") provides basic principles to guide all officers, directors and employees of Entravision, along with Entravision's representatives, including consultants.

Entravision expects a high level of honesty and integrity from each of our officers, directors and employees, and expects them to conduct themselves in a professional manner in the best interests of the company and avoid even the appearance of improper behavior. This Code is in conjunction with and in addition to other Entravision policies and procedures. If a specific provision of this Code conflicts with a specific provision of another Entravision policy, you must comply with the more restrictive provisions. If a law conflicts with a policy in this Code, you must comply with the law. If you have any questions about these conflicts, you should ask your supervisor, your Human Resources representative or Entravision's Legal Department how to handle the situation.

Anyone who violates the standards in this Code will be subject to disciplinary action, up to and including termination of employment. If you are in a situation which you believe may violate or lead to a violation of this Code, follow the guidelines described in Section 15 of this Code.

1. Compliance with Laws, Rules and Regulations. Obeying the law, both in letter and in spirit, is the foundation on which Entravision's ethical standards are built. All officers, directors and employees must respect and obey the laws of the cities, states and countries in which we operate. Although not all officers, directors and employees are expected to know the details of every law, it is important to know enough to determine when to seek advice from supervisors, managers or other appropriate personnel. Entravision will, as practicable, hold information and training sessions to promote compliance with all applicable laws, rules and regulations.
2. Conflicts of Interest. A "conflict of interest" exists when a person's private interest interferes in any way - or even appears to interfere - with the interests of Entravision. A conflict can arise when an employee, officer or director takes actions or has interests that may make it difficult to perform his or her Entravision work objectively and effectively. Conflicts of interest may also arise when an employee, officer or director or members of his or her family receives improper personal benefits as a result of his or her position in Entravision. Loans to, or guarantees of obligations of, employees and their family members may create conflicts of interest.

It is a conflict of interest for an Entravision employee to work simultaneously for a competitor, customer or supplier. You are not allowed to work for a competitor as an employee, consultant or board member. The best policy is to avoid any direct or indirect business connection with our customers, suppliers or competitors, except on our behalf. Conflicts of interest are prohibited as a matter of Entravision policy, unless approved by Entravision's Chief Executive Officer and General Counsel. Conflicts of interest may not always be clear-cut, so if you have a question,

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you should consult with higher levels of management or Entravision's Legal Department. Any employee, officer or director who becomes aware of a conflict or potential conflict should bring it to the attention of a supervisor, manager or other appropriate personnel or consult the procedures described in Section 15 of this Code.

1. Insider Trading. Officers, directors and employees who have access to confidential information are not permitted to use or share that information for stock trading purposes or for any other purpose except the conduct of our business. All non-public information about Entravision should be considered confidential information. To use non-public information for personal financial benefit or to "tip" others who might make an investment decision on the basis of this information is not only unethical but also illegal. In order to assist with compliance with laws against insider trading, Entravision has adopted a specific Insider Trading Policy that governs trading in securities of Entravision by officers, directors and employees. If you have any questions, please consult Entravision's Legal Department.
2. Corporate Opportunities. Employees, officers and directors are prohibited from taking for themselves opportunities that are discovered through the use of corporate property, information or position without the consent of the Board of Directors of Entravision. No officer, director or employee may use corporate property, information or position for improper personal gain, and no officer, director or employee may compete with Entravision directly or indirectly. Employees, officers and directors owe a duty to Entravision to advance its legitimate interests when the opportunity to do so arises.
3. Competition and Fair Dealing. We seek to outperform our competition fairly and honestly. Stealing proprietary information, possessing trade secret information that was obtained without the owner's consent or inducing such disclosures by past or present employees of other companies is prohibited. Each officer, director and employee should endeavor to respect the rights of and deal fairly with Entravision's customers, suppliers, competitors and employees. No officer, director or employee should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts or any other unfair dealing practice.
4. Discrimination and Harassment. Entravision is committed to providing a work environment that is free of unlawful harassment, discrimination, and retaliation. Entravision has a strict policy prohibiting sexual harassment, as well as harassment and discrimination based on race (and traits historically associated with race, including, but not limited to hair texture and protective hairstyles such as braids, locks, and twists), religion, color, sex, age, pregnancy, national origin, ancestry, disability, medical condition, sexual orientation, gender, gender identity, gender expression, genetic information, marital status, veteran status, or any other status or condition protected by applicable law. Entravision's anti-harassment and anti-discrimination policy applies to all persons involved in the operations of Entravision and prohibits unlawful harassment by and of any employee and non-employee (i.e. applicant, unpaid intern, volunteer, and independent contractor) of Entravision. Unlawful harassment in any form, including verbal, physical and visual conduct, threats, demands and retaliation, is prohibited.

All Entravision employees and non-employees have a responsibility for keeping our work environment free from unlawful harassment and discrimination. Entravision encourages all employees and non-employees to immediately report any incidents of harassment and discrimination prohibited by this policy so that complaints can be quickly resolved. Entravision

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encourages employees to contact their direct supervisor, although if an employee believes that their supervisor has subjected them to any form of harassment or discrimination prohibited under this policy, or they simply do not feel comfortable discussing the matter with their supervisor, the employee should feel free to contact:

1. the head of their department or division (including, for example, the Chief Operating Officer, Chief Revenue Officer, Chief Financial Officer, etc.); or
2. any member of Entravision's Legal Department; or
3. Entravision's Ethics & Compliance team at [e-mail].

In addition, Entravision has established a confidential reporting channel, the Entravision Integrity Helpline. This Helpline provides the opportunity to report an alleged violation of this policy, of any other Entravision policy or of a law or regulation anonymously and without fear of any retaliation being taken against the reporter.

The Helpline can be accessed at entravisionintegrityhelpline.comor by calling [phone] (English or Spanish language from the U.S. and Canada). If you are outside the U.S. or Canada you can access entravisionintegrityhelpline.comto get the toll free number to call from your location.

Entravision will not retaliate against any employee or non-employee for filing a complaint of harassment or participating in a harassment investigation and will not tolerate retaliation by management, employees, co-workers or non-employees.

1. Health and Safety. Entravision strives to provide each employee with a safe and healthy work environment. Each employee has responsibility for maintaining a safe and healthy workplace for all employees by following safety and health rules and practices and reporting accidents, injuries and unsafe equipment, practices or conditions. Violence and threatening behavior are not permitted. Employees should report to and be present at work in condition to perform their duties, free from the influence of drugs or alcohol. Using and/or being under the influence of illegal drugs in the workplace will not be tolerated, and it is also prohibited to use and/or be under the influence of any drugs or alcohol which raise any issues of safety and/or job performance.
2. Record-Keeping. Entravision requires honest and accurate recording and reporting of information in order to make responsible business decisions. For example, only the true and actual number of hours worked should be reported.

Many employees regularly use business expense accounts, which must be documented and recorded accurately. If you are not sure whether a certain expense is legitimate, ask your supervisor or your controller.

All of Entravision's books, records, accounts and financial statements must be maintained in reasonable detail, must appropriately reflect Entravision's transactions and must conform both to applicable legal requirements and to Entravision's system of internal controls. Unrecorded or "off the books" funds or assets should not be maintained.

Business records and communications often become public, and we should avoid exaggeration, derogatory remarks, guesswork or inappropriate characterizations of people and companies that

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could be misunderstood. This applies equally to electronic mail, internal memoranda and formal reports. Records should always be retained or destroyed according to Entravision's record retention policies. In accordance with those policies, in the event of litigation or governmental investigation please consult Entravision's Legal Department.

1. Confidentiality. Officers, directors and employees must maintain the confidentiality of confidential information entrusted to them by Entravision or its customers, except when disclosure is authorized by Entravision's Legal Department or required by laws or regulations. Confidential information includes all non-public information that might be of use to competitors, or harmful to Entravision or its customers, if disclosed. It also includes information that suppliers and customers have entrusted to us. The obligation to preserve confidential information continues even after employment ends. In connection with this obligation, every employee should have executed a confidentiality agreement when he or she began his or her employment with Entravision.
2. Protection and Proper Use of Entravision Assets. All officers, directors and employees should endeavor to protect Entravision's assets and ensure their efficient use. Theft, carelessness and waste have a direct impact on Entravision's profitability. Any suspected incident of fraud or theft should be immediately reported for investigation. Entravision equipment should not be used for non-Entravisionbusiness, though incidental personal use may be permitted.

The obligation of officers, directors and employees to protect Entravision's assets includes its proprietary information. Proprietary information includes intellectual property such as trade secrets, patents, trademarks, copyrights, broadcasting formats and play lists, as well as business, marketing and service plans, customer and client lists, databases, records, salary information and any unpublished financial data and reports. Unauthorized use or distribution of this information would violate Entravision policy, and may also be illegal and result in civil or even criminal penalties.

1. Gifts, Meals, Entertainment and Travel. The purpose of business entertainment and gifts in a commercial setting is to create good will and sound working relationships, not to gain unfair advantage with customers. No gift or entertainment should ever be offered, given, provided or accepted by any Entravision officer, director or employee, or any of their family members, unless it: (i) is not a cash gift, (ii) is consistent with customary business practices, (iii) is not excessive in value, (iv) cannot be construed as a bribe, payoff or other form of corrupt payment and (v) does not violate any laws or regulations. Small non-cashgifts or tokens of esteem or gratitude may be an appropriate way to display respect. Items of nominal value, promotional items, and reasonable meal, entertainment and travel expenses may be offered, given, provided or accepted so long as they are in full compliance with all applicable laws, this Code and Entravision's other policies. For guidance regarding expenses involving government officials or government entities, please consult Entravision's Anti-CorruptionPolicy and policies regarding business expenses. Please contact Entravision's Legal Department if you are not certain of whether any gifts or proposed gifts are appropriate.
2. Payments to Government Personnel. The U.S. Foreign Corrupt Practices Act prohibits corruptly offering to pay, paying, promising to pay, or authorizing the payment of money or anything of value to a non-U.S. government official in order to influence any act or decision of the government official in his or her official capacity or to secure any other improper

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advantage in order to obtain or retain business. No officer, director, employee or third party acting on Entravision's behalf may authorize, pay, promise, or offer to give anything of value to any government official, government agency, or political party in order to influence improperly such government official to act favorably towards Entravision. For additional guidance, please consult Entravision's Anti-Corruption Policy and policies regarding business expenses.

In addition, the U.S. government has a number of laws and regulations regarding business gratuities which may be accepted by U.S. government personnel. The promise, offer or delivery to an official or employee of the U.S. government of a gift, favor or other gratuity in violation of these rules would not only violate Entravision policy but could also be a criminal offense. State and local governments, as well as foreign governments, may have similar rules. For additional guidance, please consult Entravision's Anti-Corruption Policy.

1. Waivers of the Code of Business Conduct and Ethics. Any waiver of this Code for executive officers or directors may be made only by the Board of Directors of Entravision (or a committee thereof) and will be promptly disclosed as required by law or regulation of The New York Stock Exchange.
2. Reporting any Illegal or Unethical Behavior. Employees are encouraged to talk to their supervisor, to the Ethics & Compliance Department at [e-mail] any member of the Legal Department about observed illegal or unethical behavior and when in doubt about the best course of action in a particular situation. Entravision does not permit retaliation for reports of misconduct by others made in good faith by employees. Employees are expected to cooperate in internal investigations of misconduct. Any employee may submit a good faith concern regarding questionable conduct without fear of dismissal or retaliation of any kind.

If you want to keep your identity secret, you can report anonymously via the Entravision Integrity Helpline at entravisionintegrityhelpline.com. Alternatively, Entravision has established a toll- free helpline to provide the opportunity to report any alleged legal or policy violations anonymously. The Helplinecan be accessed at entravisionintegrityhelpline.comor by calling

1. 297-5152(English- or Spanish language from the U.S. and Canada). If you are outside the U.S. or Canada you can access entravisionintegrityhelpline.comto get the toll free number to call from your location.

For more information, please see the "Employee Complaint Procedures for Accounting and Auditing Matters" policy, posted on Entravision's website at https://investor.entravision.com/governance/governance-documents/default.aspx.

15. Compliance Procedures. We must all work to ensure prompt and consistent action against violations of this Code. However, in some situations it is difficult to know if a violation has occurred. Since we cannot anticipate every situation that will arise, it is important that we have a way to approach a new question or problem. These are the steps to keep in mind:

• Make sure you have all the facts. In order to reach the right solutions, we must be as fully informed as possible.
• Ask yourself: What specifically am I being asked to do? Does it seem unethical or improper? This will enable you to focus on the specific question you are faced with,

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and the alternatives you have. Use your judgment and common sense; if something seems unethical or improper, it probably is.

• Clarify your responsibility and role. In most situations, there is shared responsibility. Are your colleagues informed? It may help to get others involved and discuss the problem.
• Discuss the problem with your supervisor. This is the basic guidance for all situations. In many cases, your supervisor will be more knowledgeable about the question, and will appreciate being brought into the decision-making process. Remember that it is your supervisor's responsibility to help solve problems.
• Seek help from Entravision resources. In the case where you do not feel comfortable approaching your supervisor with your question, you can discuss it confidentially with the Ethics & Compliance Department at [e-mail] any member of Entravision's Legal Department.
• Always ask first, act later. If you are unsure of what to do in any situation, seek guidance before you act.

1. Oversight and Management of the Code. The General Counsel has responsibility for the oversight and management of this Code and has authorized the Ethics & Compliance Department to assist in this responsibility. The General Counsel shall report directly to the Chief Executive Officer and the Audit Committee of Entravision's Board of Directors (i) at least annually, regarding the implementation and effectiveness of the Code and (ii) promptly, on any matter involving criminal conduct or potential criminal conduct.
2. Availability of the Code. Consistent with rules of The New York Stock Exchange, this Code will be included on Entravision's website at https://investor.entravision.com/governance/governance-documents/default.aspxand will be made available upon request sent to Entravision's Secretary.
3. Whistleblower and Labor Protection. Nothing contained in this Code, any agreement you have entered into with Entravision, or any other Entravision policy limits your ability, with or without notice to Entravision, to: (i) file a charge or complaint with any federal, state or local governmental agency or commission (a "Government Agency") such as the Equal Employment Opportunity Commission, the National Labor Relations Board or the Securities and Exchange Commission (the "SEC"); (ii) communicate with any Government Agency or otherwise participate in any investigation or proceeding that may be conducted by any Government Agency, including by providing information or documents not subject to attorney- client privilege; (iii) exercise any rights under Section 7 of the National Labor Relations Act, which are available to non-supervisory employees, including assisting co-workers with or discussing any employment issue as part of engaging in concerted activities for the purpose of mutual aid or protection; (iv) share compensation information concerning you or others (provided that this does not permit you to disclose compensation information concerning others that you obtain because your job responsibilities require or allow access to such information); (v) discuss or disclose information about unlawful acts in the workplace, such as harassment or discrimination or any other conduct that you have reason to believe is unlawful; or (vi) testify truthfully in a legal proceeding. Any communications and disclosures related to these matters

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must be consistent with applicable law and the information disclosed must not have been obtained through a communication that was subject to the attorney-client privilege (unless disclosure of that information would otherwise be permitted consistent with such privilege or applicable law). Entravision will not limit any right you may have to receive an award pursuant to the whistleblower provisions of any applicable law or regulation for providing information to the SEC or any other Government Agency. Any provisions of any agreement between Entravision and any current or former employee that is inconsistent with the above language or that may limit or interfere with the ability of any person to receive an award under the whistleblower provisions of applicable law will not be enforced by Entravision.

If you have any questions regarding any matters under the Code, please feel free to contact Entravision's Legal Department at [phone] or Ethics & Compliance at [e-mail].

Adopted: April 8, 2024

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