DERICHEBOURG - Universal registration document 2019-2020

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CSR report (serving as statement of extra-financial performance) Being a committed employer

Specifically, many of the subsidiaries in the Multiservices division had lost 15 points due to the indicator relating to the number of salaries increased on return from maternity or adoption leave. The Human Resources Department has therefore implemented very strict procedures alongsidematernity leave, and has automaticallyincreased salaries for employees returning from maternity leave in accordance with the provisions in force. In doing so, the 2020 reference period is aiming for 100%under this indicator. Whilst progress in gender equalitymust be made by capitalizingon our qualities, in-depth work on weaknesses is necessary within the approach. In this respect, the overall average of the subsidiaries is driven downwards by the difference in the breakdownof promotions between women and men, and the absence of women in the Company'shighest salary levels. As a result, DerichebourgMultiserviceshas openeda priority project on professional career development. Staff reviews are essential and negotiationson professional equality will target qualitative promotion. The internal job bank should enable 100% of job offers to be publishedon the site and made accessibleto employees. In addition to the financial view of professionalequality, Derichebourg Multiservices is committed to acting in an overall equality approach. Thus women subject to risks of violence in the Company should be systematically informed of the “protection” system in the conflict managementprotocol.

The subsidiaries also endeavor to make training fairer and more accessible: e-learning training, monthly information sessions by webinars through the Derichebourg Academy platform, a space dedicatedto gender equalityaccessible via the intranet,etc. In the first quarter of 2021, the diversity reference contacts appointed by the HumanResourcesDepartmentwill be given professionaltraining and will be responsible for communicating about this action via a referencecharter that will notablybe includedin the new hire pack. Lastly, the subsidiarieswill communicateeven further about diversified recruitmentby showcasingin particularportraitsof women in technical and managerial roles. For this, access for women to qualificationssuch as the MBS (Montpellier Business School) and HEC will be subject to specificattention.

Breakdown of workforce, employment of young and olderpeople

As part of its older workers policy, the Group offers its workers the option of attendinga retirementmeetingwith Humanis (Derichebourg Propreté) or AG2R (DerichebourgEnvironnement).The purpose of this meeting is to review the workers’ careers, support them in their different initiatives or simply to provide them with information. These individual retirementinformationmeetingsare offered to all employees from the age of 45.

Environmental Services

Business Services

Holding companies

Total

2020

2019

2020

2019

2020

2019

2020

2019

Proportion of employees over the age of 55

20.5% 21.6% 27.2% 23.5% 18.0% 17.2% 26.4% 23.2%

The proportion of employees over the age of 55 across the whole Group was slightly up year-on-year.This development is linked to the retention of experiencedemployees in the workforce in order to pass on knowledgeto youngerpeople.

Within the Group, a knowledge transfer system has been introduced: every apprentice joining the Group has a mentor. The latter is their adviser within the Company and will guide them throughout their training. Several mentorship training sessions are held during the year in order to provide mentors with the range of tools they need to support the youngworkers.

Environmental Services

Business Services

Holding companies

Total

2020

2019

2020

2019

2020

2019

2020

2019

Proportion of employees under work-study contracts

0.4% 0.7% 0.3% 0.3% 3.3% 1.4% 1.1% 0.4%

Six young graduates were selected and joined the Derichebourg Environnementdivision. They are currently going through a one-year onboardingprocess comprisingon-site training in trade-specificaspects (operations, purchasing, transport, sales, etc.), as well as periodic assessments. Remaining in and return to work The BusinessServicesdivisionhas set up a personalizedsupport scheme to facilitate the return to work of employeesundergoinga job change followinga restructuringoperationor a disability.

Operation “Jeunes Pousses” for young graduates To ensure the renewal of its operational managers, the Derichebourg Environnementdivision launched the recruitmentnationwideof young graduates from engineering and business schools in 2019. This operation was an opportunity to highlight all jobs in the recycling chain, communicateabout the Group, and enter into partnershipswith schools. Over 600 applications were received. The selection process involved several interviewsconductedby an external recruitmentfirm and by the Operationsand HR teams of the regional subsidiaries.

DERICHEBOURG p 2019/2020 Universal Registration Document 39