2021 Universal Registration Document

CORPORATE GOVERNANCE

Corporate Officer remuneration

Comparability The overall remuneration package, and the mix between fixed and at-risk remuneration, is determined in the context of the local and global markets in which BIC competes for talent and the level of responsibility and impact of the team member. The competitiveness of the remuneration package is benchmarked both locally and globally, with our industry peers but also more broadly with companies of similar scope.

Method of determining competitiveness of the remuneration for Executive Corporate Officers The Executive Corporate Officer and senior executives of BIC are located essentially in France and the United States. The Company seeks to ensure that our remuneration policy is both attractive and in line with the markets in which our top executives are based. To ensure appropriate global benchmarks that match BIC’s global business, WillisTowersWatson, a leading global remuneration consultancy, has been engaged to provide peer group surveys in France and the United States. The peer groups used as a reference in prior years included companies that were significantly larger than BIC, be it in terms of revenue, headcount and market capitalization. During 2021, the Remuneration Committee has worked closely with WillisTowersWatson and the Board of Directors to propose a revised panel of companies to be used for the peer group surveys. The revised comparison panels are based on direct business competitors and other listed companies with which BIC competes for senior executive talent. The companies chosen to constitute the peer group have a global scope and transformation challenge that is considered similar to that BIC. The peer group panels for the Executive Corporate Officers are as follows: France: Albioma , Alten, Aperam, CGG, Derichebourg, Elior, Elis, Eramet, Eutelsat, Fnac Darty, GTT, Imerys, Korian, Lagardere, ● Maisons du Monde, Mcphy Energy, Metropole Television, Nexans, Solutions 30, Spie, TechnipEnergies, TF1, Trigano, Vallourec, Valneva, Virbac; United States: Acco Brands Corporation, Central Garden & Pet Company, Church & Dwight, Crocs, Edgewell Personal Care, ● Energizer Holdings, Hasbro, Helen of Troy, Lifetime Brands, Mattel, Revlon, Reynolds Consumer Products, Spectrum Brands, Tupperware Brands, WD-40, Weber, YETI.

Competitive position of the Chief Executive Officer

Long-Term Incentive

Total Direct Remuneration

COMPARATIOOF EACH COMPENSATION ELEMENT

Base Salary Target Total Cash

Chief Executive Officer (2020 reminder)

83%

96%

56%

90%

Chief Executive Officer (2021)

79%

81%

39%

54%

The percentages in the table above reflect the compa-ratio, which is a comparison versus the median of the peer group data on the United States market for each component of the compensation package. A ratio of 100 would indicate that the incumbent remuneration level is at the median level of the survey data. While each component of remuneration is benchmarked, overall focus is on the comparatio for Total Direct Remuneration (TDR = salary + bonus + LTI). The median of the Total Direct Remuneration is not equal to the sum of the separate component medians (Target Total Cash, Long-Term Incentive) as the pay mix differs among companies in the benchmark. For Gonzalve Bich, Chief Executive Officer, the results shown for 2021 are based on the revised CEO peer group mentioned above. The 2020 benchmark was based on the Willis Towers Watson general industry survey, but as was indicated in the URD the total Direct Remuneration was further off market compared to the custom peer groups used in 2020. As disclosed in previous years, the Board of Directors had defined a plan to align the global remuneration of the CEO to the market practice over several years based on his performance and that of the Company. Due to the Covid-19 related conditions, the plan was put on hold and no change to remuneration was made in 2021. As a company, BIC targets market median, with a minimum comparatio at 80 for team members new to their position, moving towards comparatio at 100, in line with performance in the role. The Board of Directors considers that, as the mandate of Chief Executive Officer will be renewed at the Shareholders Meeting of 2022, the plan to align his remuneration to market should be restarted and this proposal is outlined in Paragraph 4.2.1.2.2.

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• BIC GROUP - 2021 UNIVERSAL REGISTRATION DOCUMENT •