Exclusive Networks // Sustainability Report 2022

Attracting and retaining talent Employee commitment

 back it up with a dashboard that allows to analyse the staff, turnover, etc. or any other indicator, whenever necessary and to monitor developments and trends on an ongoing basis;  generate different dashboards that can be configured as required via Power BI;  connect to other external applications, such as the annual employee survey platform or interview management;  provide employees with a simple and autonomous access to all their administrative documents (contracts, training, leave balance, etc.). Thanks to this tool, Human Resources teams are more efficient and have reliable data at all times, enabling them to manage their activity and focus on higher added value tasks.  The topics on which the Exclusive Networks Group should focus its attention are recognition, training and personal development, as well as the work–life balance. This last point echoes the pressure that the entire cybersecurity sector is under due to the skills shortage (see section 4.1).  Compared with the previous year, employee satisfaction with training and personal development has increased, although this remains an area where further efforts are needed. This can be seen as the first results of the action plan implemented by Human Resources, as well as a stronger involvement of managers in the development of their employees.  Lastly, the survey confirms that the attrition risk is higher for experienced employees and for certain key skills. After the survey was completed, the Chief Executive Officer and Chief People Officer hosted a webinar to share the main findings with all employees. At the end of this campaign, the main focus was set on the improvement of career paths, the implementation of new recognition programmes, and a communication plan aimed at creating a more direct link between the Chief Executive Officer, the Group Executive Committee and all employees. The Exclusive Networks Group has set itself the goal of reaching a 77% engagement rate by 2025. This rate is measured by aggregating several questions on pride in belonging to the Group, recommending the Group as an employer, motivation to work for the Group and projecting oneself in the company for more than two years ahead.

An HR IT System for better business management

Since 2021 (1) , in order to carry out its missions in a group in strong international growth, the Group Human Resources Department has acquired and implemented a single HR IT system (Human Resources IT System) in all its subsidiaries, enabling it to better manage its activities:  automate and optimise the administrative tasks related to human resources management across the Group;  centralise information and update it in real time;  improve the process as well as the stages of the employee’s career in the company, from recruitment to departure;  automate and improve the reliability of processes such as performance reviews, job changes and compensation; Your voice matters Since 2021, the Human Resources Department has implemented an annual survey addressed to all Group employees called “Your voice matters”. The survey, launched each year with the support of the Group’s Chief Executive Officer, is anonymous and focuses on the following themes:  commitment and pride in belonging;  leadership and trust in management;  direct management;  communication and cooperation among teams;  ability to perform one’s duties efficiently;  involvement;  work-life balance;  feedback and recognition;  training and personal development. 2022 campaign: results and main findings The response rate to the 2022 survey was 80%, close to the 2021 level. The overall engagement rate was 72%, with a very low percentage of unsatisfied employees (6%). We noted, however, that employees from recently acquired companies consistently gave lower ratings.  The main strengths highlighted by employees are the relationship with their direct manager, the fact that their work has an important value for the company, teamwork, a clear role and precise duties. 4.3 Employee commitment

(1) Given that the HRIS was deployed only during 2021, it is not always possible to compare the workplace data in this report with previous years.

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Exclusive Networks

Sustainability Report 2022