Eurazeo / 2018 Registration document

EURAZEO’S CORPORATE SOCIAL RESPONSIBILITY Non-Financial Performance Statement

2018 was marked by the launch of a welcome program for new Director interviews the new employee to get his or her first employees even more complete. Upon his or her arrival, the new impressions on the work management, organization and atmosphere employee receives a welcome booklet during an HR interview that at Eurazeo as well as his or her own contribution. An assessment is explains how the company operates. An induction program is then carried out with the employee's immediate manager to assess organized whereby the new employee meets with employees from the difficulties and success of integration as well as the next steps in various departments to discuss and understand the diversity of jobs terms of development (e.g: advancement, training, etc.). performed. Three months after joining Eurazeo, the Human Resources

Due diligence procedures for portfolio companies Eurazeo incorporates aspects relating to working conditions and the right to associate into acquisition due diligences as described in Section 2.1.1.1. Post-acquisition action plans are monitored over several years, as described in Section 2.1.1.2. Eurazeo is attentive to the implementation of policies and measures promoting quality labor relations within its portfolio companies. It aims

to promote voluntary initiatives such as employee surveys and social barometers, which are a tool for the expression of social dialogue in companies. Eurazeo’s objective is to ensure that 100% of portfolio companies conduct a social barometer survey at least once every three years (see Section 2.1.3, page 85).

2

Results and performance indicators Eurazeo: Eurazeo SE signed its first incentive agreement in 1998 and has since renewed it every three years. The current Eurazeo SE incentive agreement applies to fiscal years 2016 to 2018. In 2015, two new company agreements were signed: the first involves the action plan on professional equality between women and men; • the second relates to the intergenerational contract mechanism. • These 3-year corporate agreements will be renewed in early 2019 for fiscal years 2019 to 2021. Only the intergenerational contract mechanism agreement will not be renewed as it was canceled in September 2017.

Eurazeo and its portfolio companies:

2018 Eurazeo and its portfolio companies

Working hours (% of permanent workforce) Percentage of full-time employees Percentage of part-time employees

89%

11%

Agreements bearing on wage increases and more balanced sharing of value creation Effective wages, duration and organization of working hours

5 5 8

Incentive bonuses

Mandatory annual negotiations

Agreements bearing on the Company’s internal bodies Conditions governing the election of representative bodies of the personnel

6 5

Establishment of the Works Council

Trade union law

1

Agreements bearing on the protection and working conditions of employees Organization of working hours Complementary coverage of health expenses and health insurance

8 6 4

Gender equality

The coverage rate for Eurazeo was 100% in 2018; for Eurazeo and its portfolio companies, it was 92-100% in 2018.

Eurazeo

95

2018 Registration Document