EXEL Industries // 2020 Universal registration document

Statement of Non-Financial Performance 4 Actions undertaken

The GroupWorks Committee brings together the representatives of the biggest companies worldwide. In addition, the Chief Executive O ffi cer of the Group also invites members of the Works Committee to the Annual General Meeting. For the past three years, the Group’s Board of Directors has included a director representing employees, elected by the members of the Group Works Council. e - Self-set schedules – New group and individual arrangements Throughout the Group, part-time work that is actively sought and not imposed has become increasingly important. Only overtime due to seasonality can be turned down as not applicable, to meet our strong seasonal surges, but such arrangements are increasing. Overall, for the Group as awhole, the number of part-time employees was 116 as of September 30, 2020, a signi fi cant increase year on year. Newwork-time arrangements are being discussed in our companies, with formal conversations about self-set schedules and home o ffi ces; experiments are being conducted at certain sites. Of course, Covid-19 made it possible to form an extremely clear opinion on telework by measuring all the positive impacts, but also sometimes the negative ones. This period has seen us “grow” on the subject, and everyone is nowmeasuring good telework practices, bearing in mind that our industrial companies, which have many positions for which telework is not an option, must ensure a fair balance of such practices within our companies. a - Customized training: aiming at the improved e ff ectiveness of the Company Training requirements are identi fi ed in individual interviews between the manager and the employee, and the entity’s strategy. The training plans are annual and speci fi c to each entity, and may involve the Human Resource Departments where these exist. The courses are approved by the Executive Management teams, in line with the Company strategy. On the spot or delayed evaluation systems are  safety is the prime topic covered in each company. Educating all personnel on this topic from the moment they join the Company is of top importance. This training involves new hires but also individuals working for set periods of time, such as seasonal and temporary workers. A new indicator was introduced last year to determine the severity and frequency rates of workplace accidents with lost time among temporary workers. The frequency rate with lost time of 36 among temporary workers and the severity rate of 0.59 give meaning to the commitment made by companies to steadily improve the training, welcome andmonitoring of temporary workers. The Group has established framework agreements in which action plan objectives for on-boarding temporary workers, training and other actions are posted;  management: in addition to current initiatives in this area, the Covid-19 outbreak has also encouraged companies to support managers remotely through the video-conferencing tool to manage their teams; being set up in certain entities. The main topics covered are: 4.4.1.2 Maintain and develop skills

 Assistance in promoting gender balance on the shop fl oor  Anticipation on the fabrication lines of certain heavier products so as to adapt the workstation. Last year, SAMES KREMLIN, the Group’s fi rst company concerned, created and reported its Gender Parity Index, using extremely rigorous methodology . It came in at 85/100, well above the accepted threshold of 75 points. The reading of 85/100 was con fi rmed in 2020. This approach has now been extended to EXEL Industries’ other French companies. Also, all of our companies meet the minimum requirements for compliance with legal commitments on gender issues. For other countries, our companies obviously respect legal commitments applicable on the issue. Ethnic diversity, acting locally The organization of the Group comprises a union of enterpriseswhich, along with respect for local cultures, has historically favored locating our sites in rural areas and integrating them into local industrial life and society. Our companies are a major source of employment in these rural areas (direct or indirect, permanent or temporary jobs), and are connected to local job centers. Increasingly richer partnerships with these players (in particular in the practical tests of employees and the measurement of knowledge and skills) make it possible to diversify the welcome provided for our young employees. Other companies in more di ffi cult regions have long been open to the youth of our neighborhoods and help them along, working with local networks, associations and partnering employers. d - Meaningful employer-employee discussions Mature, peaceful employer-employee relationships lead to constructive dialog whose purpose is to improve the Company and the people who make it up. In addition to the compulsory meetings and negotiations in the countries concerned, regular meetings are held with personnel representatives, managers or even with the teams directly where a complete range of subjects are discussed: working conditions, remuneration, presentation of the Company’s strategy and results, etc. Certain agreements are signed on a voluntary basis at the level of each entity, without being extended to Group level, in keeping with our SME federation policy. Fifty-six agreements are in force in the various Group companies. But above all, the current environment stemming from Covid-19 expanded opportunities for discussion and agreement between management and social partners in our companies. For many months, continuous and consensual exchanges were conducted at our sites around the world in order to protect and preserve the health and safety of our employees. Numerous agreements or commitments were made on individual protection measures, telework, travel conditions, continued employment and solidarity between employees who are required to work or are unable to work when they are deemed “vulnerable”. Important agreements have also been signed concerning welfare guarantees and supplemental insurance, new agreements on fl ex- time, renewals of agreements on profit-sharing, and the right to disconnect outside work. Value No. 7: “Pride in belonging” is experienced through festive events such as long-service awards, open days bringing together families and sometimes retirees. Covid-19 naturally put a damper on this type of operation fromJanuary on, but links were nevertheless maintained during the period, between employees on the one hand and between managers and their teams on the other hand, sometimes through the creation of virtual events.

EXEL Industries group I 2020 Universal Registration Document

40