Eurazeo / 2018 Registration document

EURAZEO’S CORPORATE SOCIAL RESPONSIBILITY Non-Financial Performance Statement

2.2.2 Introduction 2.2.2.1 Description of the potential areas of risk or opportunities

SOCIAL AND EMPLOYEE-RELATED MATTERS

Eurazeo seeks to improve the protection and well-being of employees and share value created or company profits with them. Four indicators are used to measure the progress achieved: number of employees with access to social insurance; • reduction in the number of days of absence; • number of employee shareholders; • existence of an incentive scheme or collective bonus. • Due diligence procedures for portfolio companies Eurazeo incorporates labor-related aspects into acquisition due diligences as described in Section 2.1.1.1. Post-acquisition action plans are monitored over several years, as described in the chart of CSR strategy deployment (Section 2.1.1.2). The investments are encouraged to practice responsible management of human resources, particularly in the following areas: quality of life at work, which encompasses working conditions, • social dialogue, career management, and welfare and social protection, including access to healthcare services, provident insurance and preparation for retirement; employability throughout working life, from training to skills • development. Eurazeo ensures that the conditions are in place to allow shareholder value to grow, in accordance with best practice in terms of human resources management, regardless of the sector and the country in which the Company operates.

Eurazeo identified five major issues arising from social and employee-related matters on its business and within its portfolio companies: working conditions and freedom of association (Section 2.2.2.2); •

equal treatment (Section 2.2.2.3); • health and safety (Section 2.2.2.4); • attractivity and employability (Section 2.2.2.5); • societal impact (Section 2.2.2.6). •

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The materiality of these issues mainly varies according to the business sector and the breakdown of employees across the world. The risks, opportunities, policies and procedures relating to these issues are described in the relevant sections of this document. Policy applied at Eurazeo level Eurazeo realizes that its growth and performance rely on its employees. It has endeavored to set up a constructive dialogue and working environment that promote respect from each and everyone. Hence, the HR tool digitization strategy initiated in 2018 supports Eurazeo's growth mainly by making HR documents paperless and through the use of new software, the set-up of an intranet and publication of newsletters. Eurazeo presents its employee-related values and policy in its Code of conduct and CSR strategy.

Results and performance indicators Eurazeo:

17 nationalities

104 permanent employees 81% of managers

46% of women in the permanent workforce

Average seniority of 6 years

Average age of 39 years old

Eurazeo and its portfolio companies:

2018

Eurazeo and its portfolio companies

Eurazeo

Total number and breakdown of employees Permanent workforce Percentage of women in the permanent workforce Percentage of managers in the permanent workforce

104

10,616

46% 81%

45% 20%

7%

8%

Percentage of non-permanent workforce in relation to the total number of employees (1)

The coverage rate for Eurazeo was 100% in 2018; for Eurazeo and its portfolio companies, it was 92-100% in 2018. The total number of employees includes the permanent (employees with open-ended contracts) and non-permanent (employees with fixed-term contracts) (1) workforce.

Eurazeo

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2018 Registration Document