Derichebourg // 2020-2021 Universal Registration Document

3

Extra-financial performance Being a committed employer

Recruitment 3.3.2.1 The skills of the men and women who make up the Company are a key performance driver. The Group is faced with a shortage of profiles and the need to retain talent. Recruitment and career management are therefore essential parts of our human resources policy. A recruitment website has been set up (for the subsidiaries of the Multiservices division) to share profiles and manage a pool of internal or external applications, for greater responsiveness. Partnerships have been forged with schools, notably with the Institut de gestion sociale (IGS) for the creation of specific HR training, with Audencia for the training of future local managers, and with other schools providing technical training to support recruitment needs in operational sectors. Several actions are conducted simultaneously to find candidates able to fill vacant positions within teams: promote internal mobility by supporting employees who change or wish to change jobs; conduct function weighting and remuneration benchmarking across all key positions in order to offer remuneration which is aligned with the market; recruit junior profiles, apprentices or professionalization contracts, supported by internal tutors; recruit people that are changing careers; continue the “young talents” operation to integrate young masters-level graduates, with the aim of training them for operating manager positions; communicate with schools to increase awareness of the Derichebourg Group and its activities; communicate via social networks. Within Derichebourg Multiservices, a recruitment guide has been created to support the entire HR Department and managers in each stage of recruitment, from identifying needs to offering an employment contract. Supporting skills development 3.3.2.2 The Group has made skills management a major focus of its HR policy to encourage the career development of its employees, and to retain them by offering them more career development prospects. The aim is to lay down a Career Path and Employment Management (GEPP) policy that takes account of occupational changes and the growth of organizations in order to: support the modernization of the Company and plan ahead for future needs; match employees’ skills with the needs of the Company; enhance the efficiency of organizations; guide the skills development policy; identify potential employee development.

As such, Derichebourg Multiservices has chosen to create its own Academy to promote, deploy and facilitate these topics. Derichebourg Academy is an internal training body that positions itself as a partner for both the businesses and employees. In its variation, it is a rich and varied multi-modal training offer (face-to-face, virtual classroom, e-learning, webinars, conferences, co-development, coaching, etc.), offering both targeted modules and professional development paths. It also provides career opportunities and is a career observatory. Training is delivered by our community of internal trainers, and also with the help of external partners. We have a full training offering through the Derichebourg Passport: an on-demand service offering training in a specific area and thus developing skills. More than 100 training initiatives organized around 12 topics are now available to employees; a career path and professional development path giving employees the opportunity to develop their skills in a given field. These courses are available in two formats: internal courses and courses in partnership with schools. With regard to the careers component, two major challenges were identified this year: making existing jobs visible and giving everyone the means to shape their own career. A total of 128 jobs have been identified within Derichebourg Multiservices and included in the job mapping. This work was supported by the circulation of employee profiles and two major events: the careers week in March 2021 and the VIS MON JOB scheme in September 2021. Employees can use the educational resources available on the Academy website to support them through each stage of building a career plan: e-learning (building a project, creating a skills portfolio, etc.), webinar, working documents, etc. Progress reviews are conducted every year for managers, supervisors and technicians to identify potential employees and support them through individual training programs. The French entities conducted 65.1% of annual interviews during this fiscal year. This rate is up compared to last year (56.3% in 2019-2020) due to the improved deployment of this approach in the Environment division. Internal mobility is an essential way of meeting the career focus. Therefore, an internal mobility charter has been signed by the General Management for Derichebourg Multiservices. An Employment Site is accessible to all employees to allow each one to apply for open positions within the Group. The Group is particularly committed to an employee professionalization and certification approach. Indeed, for several years, the following opportunities have been available to employees: willing employees can pursue Certificates of Professional Qualification (CPQ) that are specific to their role (cleaning, sorting etc.) or to management (team leader) with a view to obtaining an accreditation. In the fiscal year 2020-2021, 48 people on permanent contracts or professionalization contracts have obtained or are in the process of obtaining a CQP;

DERICHEBOURG 2020/2021 Universal Registration Document 61