EURAZEO_REGISTRATION_DOCUMENT_2017

EURAZEO’S CORPORATE SOCIAL RESPONSIBILITY

Progress and highlights of the year

Diversity, a factor of performance Cross-mentoring program: a project for diversity Eurazeo launched an internal diversity network in 2014. Known as “Eurazeo Pluriels”, its aim is to advance diversity at Eurazeo, in all of its investments and across its entire sphere of influence. As part of this internal network, Eurazeo ushered in a new cross-generational, mixed and inter-company mentoring program in late 2016. This initiative, which continued in 2017, marked a fresh chapter in Eurazeo’s ongoing commitment to promoting diversity. The program aims to support employees in their professional development, to allow them to share their experience with a skilled mentor who is not a superior and lastly to develop their professional network. Its specificity is its inter-company approach. 15 of Eurazeo’s investments are part of this process. The program aims wherever possible to establish male-female mentor-mentee pairs. Printemps de la Mixité Since 2015, Eurazeo has been a partner of “Printemps de la Mixité”, an event that brings together employees from major French companies in the Spring each year. Its primary objective is to promote gender equality through lectures and workshops. In 2017, several Eurazeo and Eurazeo PME employees took part in the event. Human Rights Watch Human Rights Watch is a leading independent international organization dedicated to the protection and defense of human rights. Human Rights Watch works actively to empower women and promote gender equality. Eurazeo has a long-standing commitment to the organization. Virginie Morgon, Chairwoman of Eurazeo’s Executive Board, currently co-chairs the Human Rights Watch’s Support Committee.

Governance feminization Eurazeo participates annually in the ranking conducted by Ethics & Boards on the number of women on the governing bodies of the largest listed French companies (SBF120). In 2017, Eurazeo took the 21st spot in the ranking of governance feminization in large companies, a gain of 35 places compared with 2016 and 54 places compared with 2015. The move up the rankings is attributable to the appointment of a woman to the Supervisory Board and the Compensation Committee, and the increased number of women among managers.

CHANGE IN EURAZEO’S RANKINGS IN THE NUMBER OF FEMALE DIRECTORS OF LARGE COMPANIES

2

0

21

20

40

56

60

75

77

80

100

120

2014

2015

2016

2017

105

Eurazeo

2017 Registration document