BIC_REGISTRATION_DOCUMENT_2017

OUR ENVIRONMENTAL, SOCIAL, AND SOCIETAL RESPONSIBILITY Our social responsibility to our employees

Breakdown of the workforce by 2.4.1.3. category Permanent headcount by category (excluding Cello Pens)

PERMANENT EMPLOYEES BY ACTIVITY (EXCLUDING CELLO PENS)

1,844 19%

1,856 19%

1,534 19%

December 2015

December 2016

December 2017

Variation 2017/2016

1,701 18%

1,768 18%

1,333 17%

Managers

2,680 (28%) 2,830 (29%) 2,560 (32%)

-9.6%

Non-managers 6,960 (72%) 7,026 (71%) 5,378 (68%)

-23.5%

Managers accounted for 32% of permanent Group employees in 2017. For BIC Group, the main characteristic of a manager is that he/she coordinates a range of resources for which he/she is responsible, with a degree of autonomy and responsibility necessary for the achievement of objectives on at least an annual basis. Management might refer to a team, a project, a process, a technique, or a customer or supplier portfolio. Recruitment and terminations 2.4.1.4. (excluding Cello Pens) For recruitment purposes, the Group has, over recent years, developed a mobility policy and an active internal promotion policy backed by career management tools (Individual Development Plan, Succession Plan, talent accelerators, etc.). The Group recruited 298 external candidates for management positions, and 574 for worker and staff positions, a 37% decrease compared with 2016. In 2017 the external recruitment rate was 11% for managers and 8% for other employees. The Group enhances awareness of the Company in the international employment market through the use of tools such LinkedIn. The Group also partners with internationally renowned specialized recruitment companies. Over recent years, the Group has reinforced its managers’ expertise in recruitment techniques and has developed a more efficient selection and tracking process.

6,095 63%

6,232 63%

5,071 64%

2017

2015

2016

Distribution, Marketing and G&A Manufacturing and R&D Sales and Customer Service

The workforce, across each activity, has remained constant in recent years, reflecting the stability of BIC’s system of organization. The indicators and figures given below are based on permanent BIC Group permanent employees (excluding Cello Pens). Breakdown of the workforce 2.4.1.2. by age All ages are represented in BIC.

73% 75%

VOLUNTARY TURNOVER – PERMANENT WORKFORCE

8%

8%

8%

7%

7%

7%

2014

2015

2016

6%

6%

2010

2013

2011

2012

2017

14% 14%

11% 12%

Voluntary turnover in the Group, excluding Cello Pens, was 6%, representing 569 resignations and retirements. For the perimeter excluding BIC Graphic, voluntary turnover was 7.2%. In 2017, the highest voluntary turnover in the Group took place in Asia (16%) and Oceania (18%). For several years, Europe has a low voluntary turnover (5.2%) due to staff stability in factories. The low, stable voluntary turnover rate is another sign of the employees’ engagement and adherence to the Group’s values. For the perimeter excluding BIC Graphic, the Group carried out 314 terminations in 2017, 69% of which took place in Latin America, specifically in Mexico (84) and Brazil (93). BIC has seen rapid growth in both countries, resulting in the adjustment of the workforce. Within this context, many reorganizations are ongoing and have generated job eliminations and the dismissals of profiles not adapted to the changes.

Under 30 years

30 to 55 years

Over 55 years

2016

2017

75

BIC GROUP - 2017 REGISTRATION DOCUMENT