2021 Universal Registration Document

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

Our social responsibility [NFPS]

Furthermore, the recent events of racial inequality and social injustice that have garnered a global reaction has made Diversity, Equity and Inclusion even more important as BIC looks to be a positive change agent throughout the many communities it operates in. 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. The Diversity, Equity & Inclusion Credo, which was signed by the CEO and the CHRO in May 2019, reinforces BIC’s commitment to Diversity, Equity, and Inclusion by appreciating that the blending of different backgrounds, experiences and perspectives 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 the Group’s entities worldwide and has been translated into the main languages used in the Group. As part of its Diversity, Equity & Inclusion strategy, BIC has made a number of declarations, including: signing the UN Standards of Conduct for Business “Tackling ● Discrimination against Lesbian, Gay, Bi, Trans, & Intersex People” (1) ; social media posts from the CEO and CHRO to recognize ● Global Pride Month 2021 and International Women’s Day; in January 2021, Gonzalve Bich, BIC’s CEO, joined the “CEO ● Action for Diversity and Inclusion TM ” (2) , the largest CEO-driven business commitment of its kind. By taking this pledge, Gonzalve Bich is committing to take action to ensure the Company’s culture celebrates and welcomes diverse perspectives and experiences and encourages open conversations about DE&I. The global DE&I strategy has set a series of strategic objectives and KPIs to measure progress in the areas of belonging, attraction, promotion and influence: Belong: create a culture where all team members feel comfortable that they can bring their full selves to work. The objective is to determine a baseline for the inclusion metric as measured through quarterly pulse surveys. Notable achievements in 2021 include: launch of two pulse surveys measuring engagement, inclusion, ● trust, and manager effectiveness. All business units have developed action plans to address key areas and improve participants sense of belonging, engagement, etc.;

To recognize the critical role that each BIC team member plays in the success of the Company, October 2021 saw the launch of the Sharing Horizon free share plan. Under this plan, the Company granted five shares to each of our more than 11,000 team members around the world, making every team member a shareholder of the Company and a partner in our future success. The acknowledgement of the performance of individuals and teams is a key component of BIC’s compensation policy. Salary increases for managers are based on individual merit (except in certain countries where legal obligations require general increases). BIC has two forms of short-term variable compensation: periodic (monthly or quarterly) variable compensation for the ● sales teams, based on quantitative criteria concerning the effectiveness of their commercial performance; annual variable remuneration for the Group’s non-sales ● managers, based on the achievement of collective financial performance goals combined with an individual performance element. This policy applies to all BIC managers across the Company, up to and including the CEO and is designed to encourage a profitable growth year-on-year. Key managers may also benefit from the BIC long term incentive plans, based on shares in the Company (stock options, performance share plan, granted shares), with a vesting period over several years. As stated in the BIC Code of Conduct, the Group values diversity, equity and inclusion (DE&I) and does not tolerate discrimination and harassment based on grounds such as: age; ● race; ● religion; ● color; ● ethnicity; ● national origin; ● disability; ● sexual orientation; ● gender; ● gender identity; ● gender expression; ● marital status; ● and any other characteristics of which legal protection is afforded by local law. The Group wants to create an environment in which employees, suppliers, business partners and its communities feel valued and respected. At BIC, cultural and individual diversity is considered an essential part of team culture. PROMOTING DIVERSITY, EQUITY, 3.4.6 AND INCLUSION

https://www.unfe.org/wp-content/uploads/2017/09/UN-Standards-of-Conduct-Summary.pdf (1) https://www.ceoaction.com/pledge/ceo-pledge/ (2)

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• BIC GROUP - 2021 UNIVERSAL REGISTRATION DOCUMENT •