Compagnie des Alpes // 2020 Universal Registration Document

4 STATEMENT OF NON-FINANCIAL PERFORMANCE Labour issues

4.2.3.3 Employee commitment Increasing commitment and motivation is a priority within the Group, because we believe that satisfaction and quality of life at work are the basis of the capacity for innovation. To this end, we are implementing initiatives such as integration, the awarding of professional certifications and the measurement of employee satisfaction. 4.2.3.3.1 Promoting integration Our operational segments require specific on-the-job training that we provide to our seasonal employees. Most importantly, they must be good with people and able to extend a warm welcome to our visitors, while ensuring their safety and offering them a unique experience. We therefore mainly recruit candidates interested in our business segments, with a capacity to develop these qualities. Each year we offer a springboard to candidates who are often looking for their first job, and either have no qualification or are retraining. Integration is then an important step to which special attention is given. The Leisure parks organise induction days enabling new employees to discover and adapt to the leisure sector. This takes the form of a team-building welcome day, during which teams rally together to welcome new employees, providing them with the necessary information on the strategy, organisation, development projects and functioning of the site, in an enjoyable and educational manner (e-learning, site visits, recreational activities in relation to the duties carried out, quizzes, etc.). On such occasions, discussion and an exchange of experience is encouraged between long-standing and new employees. We promote interactivity by showcasing our employees and offering them a dynamic presentation of our activities. The integration of our employees is proof of the attention we pay to their well-being at work from the moment they arrive. These days are regularly reinvented. This year, Futuroscope focused on workshops based on real-life situations and three “Welcome” modules led by management. Moreover, this year Parc Astérix rolled out a mobile app to enable employees to better communicate, facilitate car-sharing and conduct surveys, which contributes to both the quality of life at work and the integration of new employees. 4.2.3.3.2 Developing professional qualifications In order to secure career paths and guarantee the employability of our employees, we are implementing significant measures to promote the acquisition of professional certifications. In 2015 we introduced a pre-hiring certified training programme in the form of a POEC (préparation opérationnelle à l’emploi collective – operational preparation for collective employment) for the new seasonal workers of the Leisure parks. This programme aims to improve the skills of the teams in order to improve the quality of visitor reception in the parks, and increase visitor satisfaction. At the end of the programme, which is in place at several sites (Parc Astérix, Walibi Rhône-Alpes and Futuroscope), successful candidates obtain a double branch-level certification, a CCP (Certificate of Professional Competence) and a CQP (Certificate of Professional Qualification) in one of the following three business segments: rides/ installations, fast food and shop sales. This has been extended to the hotel and catering and show management business segments.

While the absenteeism rate has remained stable in recent fiscal years, the number of occupational accidents fell by 21% this year*. This decrease can be explained by the results of actions carried out for several years. It is also partly due to shortened seasons (following the health measures). For several years now, all the Ski areas of the Group have adopted the QSE (Quality-Safety-Environment) procedure aimed at establishing an Integrated Management System (IMS) based on the OHSAS 18001 Safety standard. Today, many of the sites have included these practices in their organisation and procedures, even if they have not obtained certification. The sites are trialling initiatives with a greater focus on behaviour: checks on safety behaviour at the workstations, security rules inserted into the uniforms, casualty reports, etc.

CHANGE IN ABSENTEEISM RATE (ALL ABSENCES) AND ABSENTEEISM RATE FOLLOWING OA

40,000

0% 1% 2% 3% 4% 5%

30,000

20,000

10,000

NA Absenteeism rate

NA

0

Number of training hours

2017/2018

2016/2017

2015/2016

2018/2019

2019/2020

Absenteeism rate (all absences included)*

Absenteeism rate following occupational accidents* Number of safety at work training hours

* Excluding absenteeism at Chaplin's World.

In the Leisure parks , workplace health and safety compliance are part of an internal Compagnie des Alpes audit plan. Specialist firms have conducted a comprehensive workplace health and safety compliance review of four Leisure parks sites (Walibi Belgium, Bellewaerde, Walibi Holland and Parc Astérix) in recent years. The results and improvement recommendations are monitored as part of the existing governance (Compagnie des Alpes Executive Management of the site, general and operational management). In addition, analysis work in collaboration with occupational medicine was carried out, in particular with the Musée Grévin, in order to identify risks and implement more appropriate action plans. This approach makes it possible to improve the annual assessment in terms of safety and working conditions, and to enrich the annual prevention programme. As part of the management of the exceptional health situation related to Covid-19, Compagnie des Alpes has mobilised to train employees in barrier gestures and alert them to the spread of the virus. An e-learning module has therefore been developed and made available to all French subsidiaries. This module, made available to the sites, consists of three videos and a quiz that validates the knowledge acquired on the right actions to adopt. Through this e-learning training, we have raised awareness among our employees, remotely, and maintained their vigilance against the virus, particularly in their work environment. Some sites have chosen to train their employees through other initiatives such as Futuroscope, which has a total of 2,445 hours of training on the risk of Covid-19. These modules are also relevant for the 2020/2021 season.

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Compagnie des Alpes I 2020 Universal registration document