2021 Universal Registration Document

NON-FINANCIAL PERFORMANCE STATEMENT: OUR ENVIRONMENTAL, SOCIAL AND SOCIETAL RESPONSIBILITY

Our social responsibility [NFPS]

3.4.4

TEAMMEMBER

The South America region offered several different wellness initiatives such as: providing a day off for a team member’s birthday, and flexible ● working hours; in Brazil: short Friday on summer, activities during the health ● and safety week, a virtual gym and mindfulness virtual sessions; in Argentina: activities during the health and safety week, ● additional paternity days, snack machine with healthy offers and a recreation room; in Mexico, the implementation two key projects to improve ● workspaces. The Cuautitlan plant reconfigured its offices to take better advantage of open spaces and natural lighting. The site renewed its desks and office furniture to improve workstation ergonomics. The Saltillo plant, as part of the expansion project, improved the offices and common areas such as the cafeteria and locker room. An Employee Assistance Program (EAP) has been in operation for several years in the United States (at BIC CORPORATION), in France (the PASS program), in the Asia-Pacific region and in Latin America. Set up for the benefit of BIC team members and their families, this service offers a 24-hour helpline plus the possibility of face-to-face meetings with professionals.

DEVELOPMENT [NFPS]

3.4.4.1

Challenges, risks and opportunities

related to teammember development [NFPS]

[NFPS Risk 9] BIC has identified risks related to the skills of its team members among its primary CSR risks. This was especially true of the most experienced. BIC relies on the specific skills of its experienced team members, in particular in industrial operations. The loss of experienced team members could slow the Group’s development plans and prevent the Group from implementing its strategy. For BIC managing these risks is an opportunity to develop programs that favor the employability of our team members within and outside the Company. In 2021, although the ongoing Covid-19 pandemic continued to be a significant disruption to the learning offerings as well as a limited number of internal trainers, learning experiences were designed and delivered across the organization. This did necessitate a review of the training catalogue and validate alignment to business priorities and teammember development needs. and outlook [NFPS] The People & Culture team took on an initiative to assess and evolve the learning strategy driven by the transformation of the organization and team member expectations of development opportunities. A study was launched that included external industrial insights of L&D best practices as well as internal discussions. The findings included: redesign of existing offerings to be more agile and more fully ● integrated; prioritization of eLearning A+ content that is customized ● based on individual teammember development priorities; align instructor led training offerings to business priorities and ● internal subject matter expertise; transition from one-time live sessions to more robust learning ● paths incorporating both eLearning, live sessions, assessments and learning activation. The build of these learning paths is now underway and a number of them expected to go live in 2022. As a result of this study, the LEAD Program was launched in March 2021. 20 high potential team members were chosen to participate in this immersive 12-month program on an accelerated leadership journey. Developed in partnership with ExecOnline and their extensive network of elite business schools in the United States. Furthermore, 2021 saw the launch of 2 nd cohort of the Global Mentoring Program, where leaders of the organization were partnered with high potential team members in a mentorship relationship for a semester. This has become a staple program, driving capability growth and peer to peer feedback. Policies, actions taken, results 3.4.4.2

ABSENTEEISMRATE FOR ILLNESSES LESS THAN THREE MONTHS OLD (EXCLUDING ON-SITE ACCIDENTS ANDMATERNITY) – BIC PERMANENTWORKFORCE

1.4%

1.19%

0.9%

2021

2019

2020

The slight decrease in the absenteeism rate from 2020, not including occupational accidents and maternity leave, is primarily the result of a decrease in Covid-19 cases.

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• BIC GROUP - 2021 UNIVERSAL REGISTRATION DOCUMENT •