EURAZEO_REGISTRATION_DOCUMENT_2017

EURAZEO’S CORPORATE SOCIAL RESPONSIBILITY

Social information

EQUAL TREATMENT AND PROMOTION OF DIVERSITY 2.3.8

as of 12/31/2017

Diversity (permanent staff) Percentage of women

Eurazeo Eurazeo and its investments

51% 51% 42% 33%

47% 39% 25% 24%

Percentage of women among managers in the permanent workforce Percentage of women on the Supervisory Board (SB) or Board of Directors (BD)

Percentage of women on the primary decision-making body (1)

The coverage rate for Eurazeo was 100% in 2017; for Eurazeo and its investments, it was 98-100% in 2017. Companies may have several different kinds of decision-making bodies, the names of which may vary depending on the Company. At Eurazeo, the (1) primary decision-making body is the Executive Board, comprised of three members.

2

Eurazeo promotes gender equality in its investments, notably within their governance bodies. Eurazeo’s CSR strategy includes the goal of achieving 40% representation of women on Boards of Directors or Supervisory Boards by 2020, in accordance with the Copé-Zimmermann Law (see Section 2.2, p. 97). This quantitative goal applies to Eurazeo, as well as to all investments, regardless of their size or thresholds in respect of legal requirements. Measures to promote equal employment Eurazeo believes that gender equality is a factor in the performance and competitiveness of businesses. As such, since 2008, it has lent its support to the Rising Talents program, a unique network of 150 high-potential young women created through the Women’s Forum for the Economy and Society. In October 2014, Eurazeo launched Eurazeo Pluriels with the aim of promoting diversity within its sphere of influence. Eurazeo Pluriels organizes events designed to raise awareness about gender equality among investments, and to draw up improvement plans with targets. Professional equality initiatives are discussed on p. 105. Measures to promote the integration of people with disabilities In 2015, Eurazeo established a Code of Ethics, signed by all employees. Among other provisions, it prohibits any form of discrimination based on gender, age, origin, religion, sexual orientation, physical appearance, health status, trade union membership or disability. In 2017, Eurazeo hired a production company employing disabled staff to produce films devoted to CSR. Groupe Flash has three disabled workers, two of whom are managers. One of them has the use of a specially equipped company car. In 2017, Fintrax UK has participated in the Change100 programme. Change100 is a paid summer internship programme designed to bring together leading employers with talented students and graduates with disabilities. It aims to remove barriers experienced by disabled people in the workplace, and to allow them to achieve their potential. Since 2016, Péters Surgical France has been committed to raising awareness about disability diversity. Campaigns have been conducted

with all employees, and a support unit has been set up. In 2017, the company joined Agefiph (the French body tasked with managing funds earmarked for the professional integration of the disabled) and took part in the “21st Week for the Employment of Disabled People.”

Elis employs 578 people with disabilities on its sites in France. The sites undertake initiatives to welcome and train people with disabilities so as to help them stay in their jobs. Measures to promote the employment of people with disabilities have been taken within the framework of agreements on professional equality between men and women and quality of life at work. Actions are also carried out to include people with mental disabilities. They include coaching by a tutor and specific monitoring of managers to ensure the safety of these people. Six sites provide work for people with significant disabilities. Policy against discrimination, and for the promotion of and compliance with the fundamental conventions of the International Labour Organization (ILO) Eurazeo 's Code of Ethics promotes respect for human rights and formalizes Eurazeo’s commitments in relation to its employees, business partners, shareholders and investments on these topics. Eurazeo also promotes compliance with the ILO conventions, and encourages its investments to join the United Nations Global Compact and to adopt a code of conduct or ethics. Eurazeo, a signatory since early 2014, submitted its Communication on Progress (COP) at the advanced level within a year of signing the Compact. Four investments in the Grenelle II law reporting scope are also signatories of the Global Compact: Eurazeo PME, Groupe Flash, Novacap and Vignal Lighting Group.

AccorHotels , Elis and Europcar are signatories of the United Nations Global Compact.

111

Eurazeo

2017 Registration document