AXWAY_REGISTRATION_DOCUMENT_2017

AXWAY GROUP AND ITS BUSINESS ACTIVITIES

CORPORATE RESPONSIBILITY

CORPORATE GOVERNANCE

CONSOLIDATED FINANCIAL STATEMENTS

2017 ANNUAL FINANCIAL STATEMENTS

CAPITAL AND AXWAY SOFTWARE STOCK

INFORMATIONS ADMINISTRATIVES ETbJURIDIQUES

COMBINED GENERAL MEETING OFb6bJUNEb2018

Human Resources

2.1.6 Commitments in favor of:

Gender equality at Axway SoftwareǾSA On 13bDecember 2012, a collective agreement in favor of gender equality was signed, with the following objectives: ● ensure that the percentage of men and women having undergone training at least once during the year continues to reflect the percentage of men and women within the Company’s staff; ● prepare for return to work after a maternity leave, adoption, or a parental educational leave, or any other continuous absence of more than six months; ● narrow the gaps, through the use of the Syntec classification, between the average basic wage of men and women to plus or minus 5% over a three-year period; A Company-wide agreement introduced inb2007 stipulates the conditions for the entry into application of the individual wage increase guarantee for employees on maternity or adoption leave as required by the Law of 23bMarch 2006 on equal pay for women and men. Employment and integration of disabled workers A collective agreement was signed on 26bJune 2013 to promote the hiring and continued employment of disabled persons. It includes a certain number of objectives over the agreement’s three-year term: ● guarantee as many promotions for women as for men. Negotiations with the employee representative bodies began in late 2017 to renew this agreement.

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● appoint a spokesperson for disabled employees within the CHSCT; ● launch an awareness-raising, communication and manager-training campaign;

● hire three disabled workers;

● continue to employ disabled persons;

● outsource work to the protected sector. A new agreement with the UES (economic and social unit) was being negotiated in late 2017. Senior employability

At the start of the year, Axway Software introduced measures relating to the action plan for the generation contract. These measures aim, in particular, to encourage the employment of both the young and seniors, to help them to settle into the Company and to develop their employability throughout their career at Axway. Promoting and abiding by the stipulations of the International Labor Organization’s fundamental principles In addition to the issues concerning collective bargaining rights and abolishing employment discrimination described in Sectionb10.1.2.3 (“Relations with Employees”) and Sectionb10.1.2.6 (“Equal treatment”), Axway promotes the abolition of forced labor and child labor. Axway has chosen to set the mandatory minimum age for all its employees at 18, an age which is above the minimum age required by the International Labor Organization’s fundamental principles. In addition, the Group operates in countries that have ratified the international conventions of the International Labor Organization. It is therefore bound to comply with the laws and regulations in force as well as the international conventions ratified by the signatory countries, in which it operates. Moreover, the Group’s operations are not risky. As a result, the risk of violating international standards is very low. However, the Group wishes to highlight the importance of these commitments in its daily operations. This is why the Group is currently working on extending the scope of the Code of Business Conduct. This Code, which is currently applicable only to its external partners, such as customers, suppliers, subcontractors, would also apply to employees of the Group. Finally, in any case, all Axway entities are required to check the age of their new employees at the time of hiring.

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AXWAY - 2017 REGISTRATION DOCUMENT