Eurazeo / 2018 Registration document

EURAZEO’S CORPORATE SOCIAL RESPONSIBILITY Non-Financial Performance Statement

GEOGRAPHIC BREAKDOWN OF PERMANENT WORKFORCE (EURAZEO AND ITS PORTFOLIO COMPANIES)

9%

France

10%

Europe excluding France

16%

65%

North and South America

Asia/Pacific

Africa and Middle East

Working conditions and freedom of association 2.2.2.2

Description of the potential areas of risks or opportunities

OBJECTIVES

RISK FACTORS

RISK ASSESSMENT METHODS Assessment of measures undertaken to ensure • compliance with regulations (e.g.: hours worked) and proper working conditions for all employees (e.g.: signing of agreements) Study on lack of job security (e.g.: non-permanent • employees, part-time workers, etc.) Measurement of commitment (social barometer) •

Unfamiliarity with local and international laws • and regulations Use of subcontractors in at-risk countries • High-intensity business sector with low qualified labor • Industrial activity in at-risk countries •

Promote respect for the fundamental rights and the provision of decent work

RISK MANAGEMENT Formalization and roll-out of a Code of conduct • Acquisition due diligences: integration of social aspects • Performance of a social barometer every three years •

OBJECTIVES

OPPORTUNITY FACTORS

Be mindful of employee working conditions, beyond the legal requirements, create • well-being, greater commitment and boost appeal as an employer

Offer employees working conditions likely to boost their commitment and performance

EXAMPLE OF INITIATIVE In Switzerland, Sommet Éducation set up a partnership with the CRST (Regional Occupational Health Center). This innovative approach includes • the prevention of psychosocial risks with the set-up of a confidential healthline, individual interviews with a psychologist, analysis of the working environment and management of long absences (more than 30 days), with support when returning to work.

Policy applied at Eurazeo level As an employer, Eurazeo must ensure that all of its employees work in a healthy and stimulating environment that respects human dignity. Eurazeo is particularly mindful of its employees’ working conditions. Eurazeo employees are guaranteed the right to associate and to organize in accordance with the applicable labor law. Eurazeo will respect employee representative bodies and the right to collective bargaining. The policies on these topics are set up by the Human Resources and Risk Departments.

At Eurazeo, dialogue is based on proximity between management and employees, and the ability to hold discussions in an atmosphere of trust and transparency. The current measures are as follows: two members of the Eurazeo Supervisory Board represent • employees; a Social and Economic Committee represents 100% of employees • in France and holds monthly meetings for an ongoing dialogue. In 2015, Eurazeo for the first time conducted a survey on the quality of work life. The Eurazeo employee response rate exceeded 84%. This survey will be repeated: the next one is currently being organized and will be deployed in 2019.

94

Eurazeo

2018 Registration Document