EURAZEO_REGISTRATION_DOCUMENT_2017

EURAZEO’S CORPORATE SOCIAL RESPONSIBILITY

Social information

COLLECTIVE AGREEMENTS SIGNED IN FRANCE IN 2017 Issues addressed in agreements signed in 2017 (Eurazeo and its investments) Agreements bearing on wage increases and more balanced sharing of value creation Effective wages, duration and organization of working hours

2

Profit sharing

1

Incentive bonuses

9 3 5

Employee savings plan (PEE) and collective pension plan (PERCO)

Mandatory annual negotiations

Agreements bearing on the Company’s internal bodies Health, Safety and Working Conditions Committee (HSC)

1 1 1

Conditions governing the election of representative bodies of the personnel

Establishment of the works council

2

Agreements bearing on the protection and working conditions of employees Organization of working hours

2 2 3

Complementary coverage of health expenses

Gender equality

Employee surveys and social barometers Conducting social barometers at least every three years is part of the CSR roadmap recommended to investments as part of the CSR strategy, and one of Eurazeo’s “CSR essentials” (see Section 2.2, p. 97). Eight investments (Eurazeo, Eurazeo PME, Groupe Flash, Léon de Bruxelles, Novacap, Péters Surgical, Sommet Education and Vignal Lighting Group) have conducted employee surveys over the last three years; three of them did so in 2017. The entities Asmodee in the United Kingdom and Orolia in Switzerland have also surveyed their employees over the last three years. In 2015, Eurazeo for the first time conducted a survey on the quality of work life in partnership with Great Place to Work, a human resources consultancy. The response rate was over 84% for Eurazeo and Eurazeo PME employees combined.

In a context of accelerated transformation, Neovia wished to assess the level of commitment and expectations of its managers worldwide. In February 2017, it accordingly launched its first commitment survey of 800 managers across the group. The study saw a response rate of 88.2%. The results obtained were used to define Neovia’s commitment model: high level of managerial commitment and good confidence in the Company’s strategy and future. The survey also revealed areas for improvement that are the subject of action plans in conjunction with the HR teams in the various geographies and at the headquarters.

HEALTH AND SAFETY 2.3.6 Workplace health and safety conditions, occupational diseases and agreements signed

2017

Workplace accidents (permanent and non-permanent workforce)

Eurazeo and its investments

Fatalities

0

Accidents with lost time

194

Frequency rate (1)

16

Working days lost due to accidents

6,893

Severity rate (2)

0.6

The coverage rate for Eurazeo and its investments was 100% in 2017. Travel-related accidents are excluded from workplace accident indicators. Frequency rate: accidents with time lost/actual number of hours worked x 1,000,000. (1) Severity rate: days lost due to accidents/actual number of hours worked x 1,000. (2)

109

Eurazeo

2017 Registration document