2021 Universal Registration Document

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

Our social responsibility [NFPS]

the 100 team members from the Allyship Program participated ● in the deployment of the Group’s DE&I strategy, by organizing local events to celebrate Regional and International Diversity days such as International Women’s Day and Pride Month, and many others. In total, 7 external speakers, 4 social media movements, and 19 regional events/awareness campaigns took place; launch of mandatory Inclusive Leader learning journey for our ● allies, general managers, plant managers, directors and above. There will be two more courses launched in 2022 on Being and Inclusive Leader and Building an Inclusive Culture. Attract: increase representation of women and other underrepresented minorities (as defined by country leadership teams) beginning at entry level through external recruitment and internal promotions. Notable achievements in 2021 include: design and launch the new employment brand that highlights ● key attributes that will attract and retain female talent; partner with a women owned consultancy firm called ● WRK/360 to facilitate a series of listening sessions with 70 level 3 and below women in 22 countries. Feedback has been leveraged to inform the leadership and development of the new leadership signature series to be launched throughout the year in 2022. Promote: increase diversity in Director and above roles to better represent the workforce focusing on female representation in

level 4 and above positions to 40% in 2027. Notable achievements in 2021 include: design Human Capital Management System – SuccessFactor – ● to improve its talent identification and management process and the data to support these processes; deliver gender balanced slate of candidates in lever four and ● above positions with 44% of all hires being female; participate in the “Black Leadership” academy, led by ● McKinsey & Company, to support black executives and leaders around the world. It comprises two distinct programs: the “Black Executive Leadership Program”, designed for • targeted managers, the “Management Accelerator” that targets leaders at the • beginning or middle of their careers. Influence: improve visibility, demonstration and celebration of BIC’s commitment DE&I externally. Notable achievements in 2021 include: continued participation in the “Break the Ceiling Touch the Sky ● Summit” in New York (U.S.) and Dubai which offered companies an opportunity to learn DEI best practices and connect with women leaders from around the world; senior Leader involvement and speaking engagements in ● Network of Executive Women, Break the Ceiling Touch the Sky and Enactus.

PERCENTAGE OFWOMEN IN THE PERMANENTWORKFORCE BY LEVEL – BIC

2021

2019

2020

Board of Directors

50%

45%

50%

Level 4 and above (Executives, including Executive Committee)

24%

26%

29%

Level 3 (Senior Managers)

37%

39%

40%

Level 1 and 2 (Managers & Professionals)

38%

39%

40%

Non-managers

51%

49%

46%

PERCENTAGE OFWOMEN IN THE PERMANENTWORKFORCE BY REGION – BIC

2021

2019

2020

Europe

33%

38%

38%

North America

42%

44%

47%

Latin America

49%

49%

51%

Middle East and Africa

47%

38%

37%

India

60%

56%

48%

Asia-Pacific

40%

47%

43%

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• BIC GROUP - 2021 UNIVERSAL REGISTRATION DOCUMENT •