Compagnies des Alpes // 2019 Universal Registration Document

4 STATEMENT OF NON FINANCIAL PERFORMANCE Labour challenges

4.2.3.3.3 Improving employee satisfaction EMPLOYEE SATISFACTION SURVEY 2019

Three 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 re fl ection on well-being in the workplace. The average Compagnie des Alpes employee satisfaction score increased this year to 7.5/10 with a response rate of 36% (7,697 employees). QWL and psychosocial risk prevention initiatives continued over the fi scal year. Many sites adopted a participative approach in order to develop action plans through workshops fostering collective intelligence and work in project mode. Parc Astérix trained ambassadors to run workshops on topics such as working conditions, management and organisation with a view to identifying collective solutions. The aim of this collaborative approach is to improve employee satisfaction.

10

100%

8

80%

6

60%

4

40%

2

20%

0

0%

Ski Areas

Leisure parks

Holdings and Supports

Response rate (%)

Average score 2019

4.2.4 OTHER LABOUR CHALLENGES

4.2.4.1 Gender equality at work

Ski areas

Leisure parks

Holdings and Supports

Percentage of women

Group

% of women among FTEs 2018/2019 % of female managers 2018/2019

42% 39% 35% 48%

31% 29% 23% 39%

49% 46% 43% 54%

46% 34% 42% 75%

% of women among permanent employees 2018/2019 % of women among high season temporary sta ff

Gender equality is a priority for Compagnie des Alpes. The Group considered the issue and will soon disseminate a practical guide to 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. The proportion of women in the Group changed as follows over the last fi ve fi scal years:

CHANGE IN MANAGER NUMBERS IN THE GROUP

0% 20% 40% 60% 80% 100%

2017/2018

2016/2017

2014/2015

2015/2016

2018/2019

Women managers Women in the Operations Commitee (COMOP)

CHANGE IN THE PERCENTAGE OF WOMEN IN THE GROUP

Managers in average headcount

100% 80% 60% 40% 20% 0%

The percentage of women in relation to both total headcount and management has been stable for several years. This situation is due to the low sta ff turnover, particularly among permanent sta ff . It should be noted that the percentage of women managers is the same as the percentage of women in the workforce across the Company. The percentage of women on management bodies remained stable at 29% for the Executive Committee and 16% for the Operations Committee (comprising mainly the site directors and Executive Committee directors) as of 30 September 2019.

2014/2015

2017/2018

2016/2017

2015/2016

2018/2019

Women in average headcount

Women, non-permanent, in high season Women Permanent

85

Compagnie des Alpes I 2019 Universal registration document