GEODIS // 2022 Activity and Sustainability Report

EDITORIAL > PROFILE AND AMBITION > CSR POLICY > ENVIRONMENT

> SOCIAL

> ETHICS > TABLE OF INDICATORS

Age pyramids Total workforce (2022)

Managers (2022)

66 63 60 57 54 51 48 45 42 39 36 33 30 27 24 21

4 14

66 63 60 57 54 51 48 45 42 39 36 33 30 27 24 21

131

200

73

26

310

540

57

163

639

1,111

99

302

962

1,829

149

371

1,181

2,121

196

436

1,274

2,086

206

432

1,427

2,229

271

516

1,508

2,171

262

482

1,573

2,224

296

445

1,611

2,289

243

416

1,564

2,214

202

324

1,520

2,154

164

277

1,611

2,203

108

161

1,562

2,049

83

70

• Women • Men

1,409

1,752

23

20

1,013

1,337

4.3 Management of talent

The age pyramids are balanced both for the overall workforce and for the manager population, in spite of the high turnover experienced in recent years. There was a fall in the average age of the Group’s workforce in 2022, with a rise of 17% in the number of young people under the age of 28. This was mainly due to the acquisitions made by GEODIS and to the Group’s efforts to recruit young people on professional training contracts and on work/study contracts. Absenteeism Absenteeism stood at 3.83% in 2022, slightly higher than in 2021 (3.69%). The absenteeism rate increased in the Asia-Pacific region (from 3.5% in 2021 to 4.3% in 2022) as many countries implemented measures to counter the Covid-19 pandemic (travel restrictions, total closures in the event of a rise in the number of Covid-19 cases). Seniority The average length of service of Group employees is 7.4 years, compared with 6.8 years in 2021. 50% of GEODIS’s permanent employees have less than 4 years’ seniority.

Like the global economy, GEODIS was confronted with events of enormous significance in 2022, among them the Covid-19 pandemic, war in Ukraine, inflation and economic crisis. These far-reaching phenomena have a lasting impact on our societies and their consequences also affect employment. In the context of a talent war caused by the fluidity of the employment market and a growing desire for professional fulfillment, GEODIS is making changes to its practices. As it focuses on attracting, developing and retaining talent, the Group is addressing the challenge of satisfying the new needs expressed by candidates and existing employees alike. 4.3.1 Hiring The management of talent starts at recruitment (over 15,000 permanent contracts in 2022), through a smooth integration process aimed at spreading an understanding of the Group’s culture, values and management principles. Attracting and retaining talent is a constant challenge, which is why GEODIS has developed and rolled out an employer brand intended to reflect its attractiveness and recruitment strategy. The overall goal is to offer candidates and employees a positive, fair and dynamic experience, in line with GEODIS’s ambition and competitive spirit. This includes the implementation of a comprehensive induction program for newcomers called “Welcome@GEODIS”. It allows new hires to better understand the Group’s organization, activities and challenges.

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2022 ACTIVITY AND SUSTAINABILITY REPORT