Eurazeo / 2019 Universal Registration Document

Eurazeo Corporate Social Responsibility Non-financial Performance Statement

Equal treatment 3.2.2.3

Description ofmain issuescreating risks and opportunities

OBJECTIVES

RISK FACTORS

RISK ASSESSMENT METHODS Studyof policiesagainst discrimination • and for the promotion of diversity Analysis andmonitoringof diversityin governance • bodies andamongemployees

Recruitmentprocesslacking transparency • and equality Lack ofdiversitywithin teams •

Avoid anydiscrimination

RISK MANAGEMENT Formalization and roll-out ofa Codeof Conduct • Acquisition due diligences: integration ofgenderdiversitycriteria • Annual monitoring of genderdiversityindicators • Set-up ofan ethicswhistleblowing line Promotion ofgenderdiversitywithin governance bodies •

OPPORTUNITY FACTORS

OBJECTIVES

Talent diversity is a key factor for innovative andsustainablegrowth •

Ensuretalentdiversity

EXAMPLE INITIATIVES Nest Fragrances offers allemployeestraining dedicated to diversity, inclusion and combating sexualharassment. • WorldStrides has implemented an affirmative action plan when recruiting qualifiedpeoplewithout distinguishing between gender, sexual • orientation, ethnicity, race,religion,nationality,physicalor mentaldisability,statusas a veteranor any other characteristic. In 2019,WorldStrides engageda diversity, equality and inclusion consultant and launcheda dedicatedcounsil which makes recommendations to theExecutive Committee on programs, policies andother initiatives.

Policy appliedat Eurazeo level In 2015, Eurazeo established a Code of Conduct, signed by all employees. This code prohibits any form of discrimination based on gender, age, ethnicity, nationality, social origin, family status, religion, sexual orientation,physical appearance,state of health, disability,state of pregnancy,unionmembershipor politicalviews. Eurazeothus seeks to apply an equitable human resources policy that complies with the laws and regulations in force, and in so doing promote diversity and prohibit all forms of discriminationand harassment.Eurazeo promotes equal opportunity for its employees or candidates in terms of recruitment, access to training, remuneration, social protection and professional development. Eurazeo has set-up an ethics whistle-blowingline to report behaviorcontraryto the principlesof the Code of Conductand prevailinglaw. The HumanResourcesDepartmentis responsiblefor implementingand monitoringthe non-discriminationpolicy within Eurazeo.Recruitmentis an essential part of this policy. Eurazeo therefore grants people with disabilitiesaccess to all job offers. Eurazeo’s premises and offices are adaptedto the needsof peoplewith disabilities.Eurazeoordersspecific equipmentand adapts work stations accordingto the individualneeds expressed byemployees. In addition,Eurazeounderpinsits commitmentin terms of diversityand equality through various actions, notably the recruitment process during which the HR teamalwaysasks recruitmentfirms to put forward as many women as men for vacancies. Special care is taken with women during key moments of their career and meetings are offered with anexternal coach whichare adaptedto their specificneeds.

Eurazeo also aims to promote diversity within Private Equity through different external initiatives, which employees are invited to join. Eurazeo encourages cross-over mentoring programs specific to women.For this purpose,Eurazeois a foundermemberof the LEVEL20 Francecommittee,an initiativelaunchedin 2019whichaims to improve female representation in Private Equity via a mentoring program. The Eurazeo Group, through Idinvest Partners, was one of the first signatories of the SISTA charter created in 2019. This charter, which is aimed at investmentfunds, is underpinnedby quantifiedobjectives to ensure more inclusive finance: 25% of start-ups financed in 2025 should be founded or co-founded by women, then a third in 2030, and finally50% by 2050. Since its creation in 2007, Eurazeo has continued to support the Women’sForum“RisingTalents”initiative,whichaimsto promotefemale talentunder40. In 2019,12 exceptional candidates wereselected. Since 2015, Eurazeo has been a partner of “Printemps de la Mixité,” an event that brings together employees from major French companies in the Spring each year to promote gender equality through conferences and workshops. Due diligence procedures for portfolio companies Eurazeo includes gender diversity aspects during acquisition due diligences as described in Section 3.1.1.2. Following an acquisition, action plans are monitoredover several years, as described in Section 3.1.1.2. Eurazeo's objective is to achieve 40% representationof women on Boards of Directors or Supervisory Boards by 2020 (see Section 3.1.1.3). This goal applies to Eurazeo, as well as to all investments, regardlessof their size or legalthresholds.

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