Compagnie des Alpes // 2021 Universal Registration Document

4 STATEMENT OF NON-FINANCIAL PERFORMANCE Labour issues

4.2.3.3.3 Improving employee satisfaction EMPLOYEE SATISFACTION SURVEY 2021

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. We also enable the acquisition of certifications relating to the skills necessary for reception and quality of service, office automation and management. These programmes have had some success, with more than 219 professional certifications obtained this year by Leisure park employees. In Belgium, we also have a collectively-managed training fund for the occupational sector in which our sites operate. It gives them access to grants to train seasonal employees in service jobs and mainly hospitality, as well as in safety and technical issues. In Ski areas, training continues to be focused on safety, authorisations as well as the development of skills to provide optimal service to our customers (hospitality, languages). Training actions focus on management training. In addition, over 225 CQPs (down 23%) were validated at the Ski areas, mainly in the operating business segments: grooming machine driver, fixed-grip cable car driver, self-disengaging cable car driver, ski lift driver, operations agent, snow maker and team manager. To enable staff to obtain a certificate of professional qualification at branch level (CQP – Certificat de Qualification Professionnelle ), Ski areas provide support, particularly in technical subjects. The objective is to confirm that specialist skills have been acquired, particularly in operating grooming machines, cable cars, etc.

10

100%

8

80%

6

60%

4

40%

TGSS rating

Response rate (%)

2

20%

0

0%

Leisure parks

Holdings and Supports

Response rate (%)

Average score 2021

Over four years ago, we introduced employee satisfaction surveys in the Group as part of our quest to prevent psychosocial risks and ensure quality of work life. This simple and practical method of measuring satisfaction, and the resulting action plans, provide an opportunity for collective reflection on well-being in the workplace. This year, a project group made it possible to propose a revised survey on a platform allowing more agility for managers, the results being able to be returned more quickly and the action plans implemented before the end of the season. The average Compagnie des Alpes employee satisfaction score was stable this year at 7.5/10 with a response rate of 41% (5,264 employees). due to the white season in the ski resorts, there was no survey within the Ski areas. QWL and psychosocial risk prevention initiatives continued over the financial year. Many sites adopted a participative approach in order to develop action plans through workshops fostering collective intelligence and work in project mode. In this context and by way of example, Parc Astérix is continuing its management plan, the aim of which is to reduce the irritants reported in the context of employee surveys. in particular, work schedules have been reviewed to seek a better balance between private and professional life.

Thus, during the year, the Group’s employees obtained 448 recognised professional certifications (including 30% by seasonal workers), which are useful and rewarding, enabling them to develop their employability, i.e. an additional 30% this year.

4.2.4 OTHER LABOUR CHALLENGES

4.2.4.1 Gender equality at work

Holdings and supports

Percentage of women 2020/2021

Group Ski areas Leisure parks

% of women in FTEs

42% 39% 38% 48%

28% 34% 24% 38%

48% 46% 46% 54%

39% 32% 41% 59%

% of women managers in the average headcount % of women on permanent staff at 30/09 % of women among high season temporary staff

Gender equality is a priority for Compagnie des Alpes. The Group considered this issue and as a result it has created a practical guide for all our French employees in order to promote gender equality.

By circulating this guide, we hope to highlight existing stereotypes and statistics and promote the strategic importance and critical success factors of a gender equality policy. Fact sheets on all topics related to gender equality such as recruitment, training, compensation and communication, will be made available to all.

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Compagnie des Alpes I 2021 Universal registration document