BIC - 2018 Registration document

OUR ENVIRONMENTAL, SOCIAL, AND SOCIETAL RESPONSIBILITY

Our social responsibility to our employees [NFPS]

Performance ❯ In 2018, 11,459 employees received training (or 68% of headcount present on December 31, 2018) with an average of three days per employee.

Increasing BIC University’s impact BIC continues to invest in its organizational capacities in order to make BIC University’s training available to everyone everywhere. “BIC U everywhere for everyone”: in 2018, the implementation of BIC University at BIC-Cello (India) continued with the identification and development of internal and external resources (training for trainers and selection of external service providers) plus greater visibility of BIC U through BICUonline. “BIC U aligned with business priorities”: in 2018, the BIC Performance Management process was completely revamped and BIC University trained all team members and people managers impacted by the new process. 2,967 people were trained by 71 trainers. “Quality first”: in 2018, the impact of the programs for the Company was evaluated by employees, using the ForMetris tool, at a rate of 75%. This is above the market average, confirming the ForMetris levels of the past several years. “BIC U remains a melting pot for BIC”: the ProChange program, for example, uses a BIC toolkit developed and evolved by internal experts from all categories and all continents. Technical/functional training The technical training for BIC’s specific industrial operations is developed locally: each entity invests in a program to build the technical and functional skills it needs. For the past several years the Group has been striving to perpetuate its key technical skills. For example, in Tarragona (Spain), the Lighter category is recruiting new employees through apprenticeship programs in partnership with two schools. In France, the “Training for Industrial Professionals” (TIP) program trains young people in the technical functions of mechanics, tool setting and plastics technology, for which there is a shortage on the labor market. Since 2016, 13 apprentices have been recruited as part of this program in those three categories, and 10 trainees have completed their training in Tarragona (Spain) and at Violex (Greece). In Manaus (Brazil), BIC University enables employees to receive training and earn certification. In addition, the Manufacturing School has been relaunched with the objective of developing technical skills and competencies for team members in technical careers. The main changes were: a new training matrix was created taking into account the needs per job, new content was created to meet those needs, and 10 internal voluntary facilitators were certified with the appropriate methodology and competencies to multiply knowledge and train others. The School’s primary goal is to be recognized as a key program for professional and technical career growth, relying on BIC know-how and the facilitators´ knowledge and experience. 40 team members across categories were enrolled in the first module, which focused on Problem Solving. A new Languages Program was also launched in 2018 in order to improve English skills across categories and support areas. Individual assessments were carried out to identify proficiency levels and organize the classes. There are now five classes for 36 team members running at BIC after work, in partnership with an English business school.

NUMBER OF TRAINING DAYS – BIC GROUP – PERMANENT AND TEMPORARY WORKFORCE

27,517

21,020

20,414

19,511

17,732

ND

2018

2016

2017

BIC Group, Cello Pens included BIC Group, Cello Pens excluded

NUMBER OF TRAINING HOURS (PER THEME) – BIC GROUP 2018 – PERMANENT AND TEMPORARY WORKFORCE

Wellness 13,905

23,738 BIC culture

27,827 Leadership skills

Technical training 154,564

3.4.7.

THE REMUNERATION SYSTEM

Challenges and approach ❯ BIC seeks to develop a fair and motivating remuneration system that can make the Group both competitive and appealing to potential employees. BIC Group’s remuneration policy is determined every year by the Human Resources Department in agreement with the Leadership Team. It is based on three principles: pay for individual and/or collective performance; ● internal equity; ● external competitiveness. ●

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• BIC GROUP - 2018 REGISTRATION DOCUMENT •