BIC - 2019 Universal Registration Document

OUR ENVIRONMENTAL, SOCIAL, AND SOCIETAL RESPONSIBILITY

Our social responsibility to our teammembers [NFPS]

3.4.7

PROMOTING DIVERSITY

Performance ❯ The average annual cost (including payroll taxes) of each team member totaled: 36,512 euros in 2019, increasing by 8% versus 2018, at actual exchange rates. Analysis using constant exchange rates shows an increase of 9% compared with 2018. Overall, this variance in the average annual cost of each teammember is due to: a 6% increase in average fixed remuneration; ● an 11% increase in variable remuneration; ● a 1% decrease in payroll taxes and other benefits. ● Information on Senior Management remuneration is provided on page 150. An analysis of the external competitiveness of BIC managers’ base salaries is conducted on a periodic basis. This competitiveness analysis conducted at end-2017 shows that, on average, BIC managers’ base salaries are positioned at their local market median.

Challenges ❯ In keeping with the Group’s vision of offering “simple, inventive and reliable choices for everyone, everywhere, every time”, its goal is to represent the communities in which it operates and the consumers whose everyday lives it seeks to improve. This ambition entails: taking action to ensure that its teams reflect as closely as ● possible the diversity of the Group’s customers and consumers around the world; welcoming its team members and giving them a sense of ● responsibility through a culture of inclusion founded on practices of responsible leadership and management; encouraging the diversity and dynamism of its teams as drivers ● for innovation and a key factor for its success. Approach ❯ The new BIC Diversity & Inclusion Credo, which was signed by the CEO and the CHRO in May 2019, reinforces BIC’s commitment to Diversity and Inclusion by appreciating that the blending of different backgrounds, experiences and perspective in a collaborative environment which values open perspectives, will make the organization stronger and better prepared for the challenges ahead. It is shared by all of the Group’s entities worldwide and has been translated into the main languages spoken in the Group. As part of its Diversity & Inclusion strategy, BIC conducted a campaign entitled “Celebrate Diversity” throughout the year, with special diversity days, weeks and months. The campaign was launched to: reinforce the organization’s commitment to Diversity and ● Inclusion and create an environment that values open participation from diverse viewpoints and where everyone can unlock their true potential build goodwill with team members and make BIC an attractive ● place to work for candidates; enhance BIC’s reputation on a topic that companies are ● increasingly becoming vocal about. Launched on March 8, 2019, to coincide with International Women’s Day, the program encouraged all team members to show their support for gender equality. On May 21, 2019, World Day for Cultural Diversity, BIC launched an LGBTQ pride month. On the same day, Gonzalve Bich announced the Group’s endorsement of the UN global Standards of Conduct for Business, conceived to combat discrimination against LGBTI people in the workplace. Unconscious bias training In June 2019, 50 of BIC’s senior executives met for a leadership summit. One of the many items on the agenda was an interactive training exercise on unconscious bias, which enabled the team to gain better self-awareness and understand how past experience shapes each person’s mindset and personality, and how that can impact the effectiveness of their leadership behaviors. Progress made in 2019 and performance ❯ Celebrating diversity

COMPARISONOF MANAGERS’ SALARIESWITH THE MARKET – STATISTICAL BREAKDOWNOF COMPARISON RATIOS (IN 2017)

114

101

91

Quartile 1

Median

Quartile 3

The difference in pay between team members reflects responsibilities, experience, performance, potential and considers the characteristics of local markets.

105

• BIC GROUP - 2019 UNIVERSAL REGISTRATION DOCUMENT •