EURAZEO_REGISTRATION_DOCUMENT_2017

2 Social information

EURAZEO’S CORPORATE SOCIAL RESPONSIBILITY

COMPENSATION AND BENEFITS 2.3.3

2017

Compensation and benefits (permanent and non-permanent workforce, in millions of euros)

Eurazeo Eurazeo and its investments

Total payroll (1)

21

297

Amount of incentive scheme or collective bonus outside legal obligations

1

7.5

Percentage of employees receiving payments under an incentive scheme or collective bonus outside legal obligations

75% 75%

71%

Percentage of employee shareholders

3.5%

The coverage rate for Eurazeo and its investments was 100% in 2017. On the total workforce (permanent and non-permanent). (1)

The compensation policy in respect of the members of the Eurazeo Executive Board is consistent with the AFEP-MEDEF recommendations (see Section 3.2.2, p. 170). The fixed and variable compensation of all employees is reviewed annually, and analyzed in relation to a review of compensation in the markets where Eurazeo operates. Employees are also eligible for collective compensation in the form of incentive bonuses. Eurazeo firmly believes in allowing employees to benefit from growth in the Company’s earnings, and encourages the sharing of value creation, notably by granting free shares and/or stock options

within its team and among its investments. 2020 CSR strategy criteria are also taken into account for the calculation of the variable compensation of all Eurazeo Executive Board members. Eurazeo invites all of its investments to share value created or Company profits with employees beyond the circle of managers. At the end of 2017, 12 investments had introduced systems to allow employees to share in the Company’s value creation or results.

ORGANIZATION OF WORKING HOURS 2.3.4

2017

Working hours (% of permanent workforce) Percentage of full-time employees Percentage of part-time employees Number of temporary employees hours

Eurazeo Eurazeo and its investments

88% 12%

86% 14%

1,354 0.7%

679,611

Absenteeism rate (1)

6%

The coverage rate for Eurazeo was 80-100% in 2017; for Eurazeo and its investments, it was 71-100% in 2017. Absenteeism rate: number of hours of absence (paid or unpaid)/actual number of hours worked. The absenteeism rate is calculated on the total (1) workforce (permanent and non-permanent).

LABOR RELATIONS 2.3.5 Eurazeo is attentive to the implementation of policies and measures promoting quality labor relations within its investments. It aims to promote voluntary initiatives such as employee surveys and social barometers, which are a tool for the expression of social dialogue in companies. Labor relations and review of collective agreements Eurazeo has a team of 101 employees (total workforce). Dialogue is therefore based on proximity between management and employees, and the ability to hold discussions in an atmosphere of trust and transparency. Elections for employee representatives were held, and representatives from each category were elected. Following these elections, a works council was established, and operating and social activity budgets were allocated. Eurazeo opted for a single employee representative when the works council was established. Coordination meetings between the Works Council and management are held every month.

Two company agreements signed with the works council in 2015 are still in force. The first was on professional equality between women and men; the second relates to the intergenerational contract mechanism. Both are valid for a period of three years. The Eurazeo incentive agreement applies from 2016 to 2018. Eurazeo did not sign any new company agreements in 2017. Among the investments comprising the reporting scope laid down by the Grenelle II law, 30 collective agreements were signed in 2017 in France in the following investments: Asmodee, Dessange International, Eurazeo PME, Grape Hospitality, Léon de Bruxelles, MK Direct, Novacap, Péters Surgical and Vignal Lighting Group. Through agreements signed in 2017, the investments were able to provide additional incentives to their employees via an increase in the payroll and through bonus agreements. The agreements signed aim to make a positive contribution to the well-being of employees and the balance between their private and professional lives.

108

2017 Registration document

Eurazeo