2021 Universal Registration Document

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

Our social responsibility [NFPS]

NUMBER OF TRAINING DAYS – BIC – PERMANENTWORKFORCE

Finally, a project to design a new Learning Management System (LMS) has been launched for deployment in 2022. The Group invested in a Learning Experience Platform (LXP), which will be available in 2022 as well. It will provide each employee with personalized content and an expanded library of training courses. The LXP will make possible custom content to be provided per team member with a library that covers multiple providers and publishers across the learning landscape. With that in mind, the focus of 2021 was the continued rollout of the core curriculum for key audiences, Diversity, Equity and Inclusion (DE&I) awareness initiatives as well as several functional training courses launched across the organization designed by internal and external subject matter experts mapped to the Horizon Plan that including Revenue Growth Management, finance eLearning and marketing capability growth.

24,202

16,629

12,085

2021

2019

2020

The decrease in total number of training hours is due to limited offerings during the 2021-2022 learning strategy redesign project.

NUMBER OF TRAINING HOURS (PER THEME) – BIC - 2021 – PERMANENTWORKFORCE

Technical Training

Personal Effectiveness

Management Skills

Crisis Management

Business Skills for Tomorrow

Health and well-being training

46,405

6,498

5,472

2,356

7,298

28,650

Mobility and succession plans

offer team members the best options for their own development and for the business. Open positions are shared globally in an effort

The “Open Positions Review” sessions facilitated by the Group to make optimal use of available talent. In addition to the Open Talent Development team are designed to facilitate the mobility Positions Review discussions, BIC conducts a formal detailed process. Open positions are discussed at these meetings along with review of high potential team members and potential succession to role requirements and potential matches suggested in an effort to key positions.

INTERNAL DEVELOPMENT: PROMOTIONS – BIC

2021

Recruitment

2020

External Recruitment

825

1,473

Inter-Company Move

16

95

Promotions

270

223

3.4.5

THE COMPENSATION SYSTEM

BIC seeks to develop a fair and motivating compensation system that can make the Group both competitive and appealing to current and potential teammembers. BIC’s compensation policy is determined annually by the Human Resources Department in agreement with the Executive Committee. It is based on three principles: pay for individual and/or collective performance; ●

internal equity; ● external competitiveness. ●

BIC guarantees a level of remuneration that respects minimum salaries determined by local laws and which is regularly measured against both local and international companies. The difference in pay between team members reflects responsibilities, experience, performance and potential and considers the characteristics of local markets.

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• BIC GROUP - 2021 UNIVERSAL REGISTRATION DOCUMENT •