Compagnies des Alpes // 2019 Universal Registration Document

4 STATEMENT OF NON FINANCIAL PERFORMANCE Labour challenges

In 2015 we introduced a pre-hiring certi fi ed 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 is intended to enable teams to acquire the skills in line with our needs to improve hospitality at the parks and, most importantly, Very High 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 Quali fi cation) 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 o ff er certi fi cate courses providing the necessary skills for hospitality and service quality, o ffi ce technology and management. We have had some success with the programmes and have delivered more than 335 professional quali fi cations at the Leisure parks, an increase of 11% this year. 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). Our training activities primarily focus on the Quality of Life at Work and raising awareness of the action to combat harassment. Region-speci fi c initiatives were also introduced: for example, in Val- d’Isère, STVI (the Val-d’Isère ski area operating company) in partnership with other companies and local authorities, pursued a POEC plan to train fi rst-time seasonal workers in the basic skills required for tourism jobs. SAP (Société d’Aménagement de La Plagne) also established a POEC approach for its fi rst-timers. In addition, over 272 CQPs were awarded at the Ski areas, mainly in the operating business segments: grooming machine driver, fi xed- grip cable car driver, self-disengaging cable car driver, ski lift driver, operations agent, snow maker and team manager. To enable sta ff to obtain a certi fi cate of professional quali fi cation at branch level (CQP – Certificat de Qualification Professionnelle ), Ski areas provide support, particularly in technical subjects. The objective is to con fi rm that specialist skills have been acquired, particularly in operating grooming machines, cable cars, etc.

While the absenteeism rate has remained stable in recent fi scal years, the number of occupational accidents fell by 8% this year. For several years now, all the Ski areas of the CDA 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 certi fi cation. 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. In the Leisure parks, workplace health and safety compliance is part of an internal Compagnie des Alpes audit plan. Specialist fi rms 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). 4.2.3.3 Employee commitment and motivation One of the priorities of our labour policy is to commit and motivate our employees. This has a signi fi cant impact on their well-being at work and their ability to innovate and change and ultimately guarantee the best possible customer satisfaction. We do this through integration initiatives, awarding professional quali fi cations and by measuring employee satisfaction within the Group. 4.2.3.3.1 Promoting integration Operational jobs require one-to-one training, which we provide to our seasonal workers. Most importantly, they must be good with people and able to extend a warm welcome to our visitors, while ensuring their safety and o ff ering them a unique experience. We therefore mainly recruit employees interested in our business segments, with a capacity to develop these qualities. Each year we o ff er a springboard to candidates who are often looking for their fi rst job, and either have no quali fi cation or are retraining. Once we have hired our seasonal workers to work at one of the Leisure parks, we then organise an integration day to help them fi nd out more about, 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 themwith the necessary information on how the site is organised and how it works, in an enjoyable and educational manner (e-learning, treasure hunts, site tours, 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. Here again we favour practical exercises and an interactive presentation of our activities. So we place great importance on employee well-being right from the integration stage. 4.2.3.3.2 Developing professional qualifications To o f fer our employees career security and guarantee their employability, we have put signi fi cant measures in place to award professional quali fi cations.

Through the Group, this fiscal year, 607 employees obtained a recognised professional quali fi cation which enhanced their skill set and improved their employability, an increase of 33%.

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Compagnie des Alpes I 2019 Universal registration document