BIC_REGISTRATION_DOCUMENT_2017

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

2.4.7.

PROMOTING DIVERSITY

In 2017, women accounted for 40% of permanent employees in the Group. They accounted for 36% of the workforce in Europe, 42% in North America, 45% in Latin America and Asia, 47% in Middle East - Africa and 50% in Oceania. Compared to 2016, the highest variance is in North America due to the sale of Graphic activities, where the proportion of women in the headcount was particularly high. In North America, women accounted for 53% of permanent employees BIC Group is committed to promoting employment for the disabled. Its entities conduct short-term and long-term initiatives in this direction at the local level. The commitment of BIC in favor of diversity is reflected particularly by local training and employment assistance for disabled workers. in 2016 and 42% in 2017. Disabled employees

Challenges ♦ As an international company, BIC considers diversity to be an intrinsic part of its corporate culture, as well as a key factor for its sustainable growth, in addition to legal or ethical considerations. This growth is explained by the Group’s development in new subsidiaries, notably in the Middle East and Africa, and also by the anchoring of the diversity policy in the Group’s recruitment processes. Diversity also contributes to making the Group more attractive to its consumers and partners and to team members who prefer to work for a responsible company that makes an effort to reflect the society that it serves. Approach ♦ The BIC Charter of Diversity, which was signed by the CEO and the Group’s Human Resources Director in 2011, demonstrates BIC’s desire to take action to promote diversity. It is shared by all the Group’s entities worldwide and has been translated into the main languages spoken in the Group. As part of its approach, BIC takes all different types of diversity into account: gender diversity, disabled employees, minorities, seniors and younger workers, etc. Actions are organized locally every year to address these topics, depending on local contexts and initiatives. Progress made in 2017 and performance ♦ Male/female equality

NUMBER OF DISABLED WORKERS ON THE PERMANENT WORKFORCE – BIC GROUP (EXCLUDING CELLO PENS)

247

223

134

PERCENTAGE OF WOMEN IN THE PERMANENT WORKFORCE – BIC GROUP (EXCLUDING CELLO PENS)

2017

2015

2016

46%

45%

In 2017, disabled workers at the Group’s largest sites totaled 134 (excluding indirect jobs associated with outsourcing). They numbered 52 in Europe (similar to 2016), 26 in North America (138 in 2016, of which 111 in Graphic activities), 50 in Latin America and 6 in the rest of world (Middle East, Africa and Oceania). Intergenerational equity The aging of the population and its consequences will be a major issue in the years to come, especially in regions like Europe and the U.S. To ensure the transmission of skills and continuity of the Company’s know-how, an analysis of the age structure and seniority has been made in the Group's factories. In this context, BIC seeks to promote: cooperation among generations; ● professional motivation for seniors, and their employability ● throughout their careers; the transmission of knowledge and skills. ●

48%

47%

40%

42%

39%

37%

37%

20%

13% 40%

14% 30%

30%

2017

2015

2016

% Group Non managers Managers Leadership Team Managers Board of Directors

85

BIC GROUP - 2017 REGISTRATION DOCUMENT