EXEL industries - 2019 Universal Registration Document

Management report 3

Statement of Non-Financial Performance

Breakdown of workforce worldwide

2018

2019

France

44.3%

42.4%

Europe excluding France

39.3%

40.9%

North America

8.4%

8.4%

Australia

2.6%

3.2%

CIS

2.4%

2.4%

Asia

2.4%

2.1%

South America

0.4%

0.4%

Africa

0.2%

0.2%

In terms of geographical distribution, the Group operates internationally, with nearly 56% of its workforce outside of France. The proportion for Europe excluding France (in particular, in Denmark) and Australia slipped slightly after workforce downsizing initiatives in these areas. Note on the number of employees: The workforce is given as of September ƭ 30, 2019: these are all the employees on fixed term contracts (including apprentices) and permanent contracts in the Group on September ƭ 30, 2019, regardless of their working time. This is the fi gure used in the breakdown by age, gender, and geographical area. Concerning the average number of employees: this is the average number of employees present on the last day of each month over a 12-month period, disregarding any part-time work, and including temporary employees (including apprentices) and permanent employees. a c - c Apprenticeships, work-study programs and attracting new types of work relationships The apprenticeship policy is part of the four historical areas of focus in terms of corporate social responsibility. A target announced by Group senior management of 3% of the workforce was put into effect a few years ago. The trend in the number of temporary workers was constant, with real growth. We are bordering on meeting the 3% target with a rate of 2.9% and 107 c apprentices. We have set ourselves the goal of exceeding 3% of the workforce in work-study programs for fi scal year 2018/2019. Most of the companies have working relations with schools at all levels to o ff er internships and apprenticeship contracts. Some of the companies donate demonstration equipment to schools. We are seeing the emergence of engineering and service sta ff in work study positions and a real attraction for this type of training, recruitment and societal commitment. The employees are involved in tutoring and follow up the training. They sit on recruitment panels and end-of-study presentation panels and are present on forums. HOLMER, for example, has devoted one full-time employee, physical resources and machines to running a permanent group of some 30 c apprentices and is involved in the “Kids & Technology” project. Also, a council representing young workers has been in place for several years at HOLMER. 3.4.4.1.1 Increasing our attractiveness

In France, the apprenticeship tax is primarily distributed to local educational establishments. Work-study of all kinds is being promoted in more and more countries, including in some which did not have a culture of using people’s skill in this way. Moreover, we are coming across more and young entrepreneurs who are not interested in old-fashioned work relationships but occasionally come o ff ering their (often highly specialized) skills for very speci fi c projects. This is especially true in the area of partnerships with single-person start-ups. b c - c Employing the disabled Our welcoming, humanistic companies care a great deal about diversity. The Group employs disabled people, either directly or through work- based support centers (ESATs in France) and Local SocialWorkshops. Employment vacancies at HOZELOCK EXEL are published with the SAMETH employment service for disabled workers. At SAMES KREMLIN, a program has been under way for three years with an external consultancy to change people’s views of disability. This comprehensive program has a ff ected the entire Stains plant, and the objectives of reaching the minimum required number of disabled employees have been reached. This partnershipwas extended to the Meylan site this year and so now covers the two SAMES KREMLIN sites in France. In the Group, other sites are making progress in the same way. We continue to observe positive change in the number of disabled people working in the Group. There are now 78 c “units” reported as compared with 75 c last year. More broadly, all of the Group companies participate in this recognition of di ff erences. c c - c Gender balance and diversity EXEL Industries group welcomes differences and believes that diversity and gender balance only add to the success of a business. The people of EXEL Industries have awealth ofvaried, complementary backgrounds. EXEL Industries is a family-scale, people-focussed groupwith international ambitions, and sowelcomes people of every origin. The Group cares very much that its subsidiaries be managed by executives from the countries where they are located. Gender balance: complementarity and an indispensable source of bene fi ts The ratio of female employees in the Group rose somewhat in 2019 to 18.5%, and 17% of managers are women.

EXEL Industries Group I 2019 Universal Registration Document

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