Groupe La Poste // CSR REPORT 2022

Diversity and inclusion policy 6 EMPLOYMENT POLICY ENHANCING THE GROUP’S DEVELOPMENT ■

Involvement of managers and strengthening of HR support for managers Preventing incivilities and assault

A new national action plan for incivility prevention ■ Systematic filing of police reports by La Poste to strengthen support for victims ■ Work on changes in procedures that may generate frequent incivilities ■ Actions targeted at the most exposed post offices ■ External communication to demonstrate La Poste’s commitment to the fight against incivility

Actions to combat accidents Mobilisation and skills development

■ Training of managers in the analysis of the causes of accidents at work ■ POSST (Prevention through Occupational Health and Safety Observation: identification of hazardous situations in the workplace) approach led by managers ■ Peak period action plan in mail and parcel establishments and post offices ■ Continued deployment of “Prév’ilôt” in post offices, equipment that alternates between standing and seated positions ■ Campaign to prevent fall risks on floors and in stairways ■ Operation “ We all drive for safety ” to prevent accidents with electrically-assisted bicycles and electric three-wheel vehicles ■ Implementation in 2022 of listening groups for female managers and employees: ● better understand the difficulties faced by female employees, exposing them to accident risk, ● implement specific prevention actions ■ A workstation certification system within the Services-Mail-Parcels business unit for all new arrivals , permanent employees, work-study and temporary employees ■ New communication on the welcome and integration of new employees in post offices and financial centres (CREC), prevention of incivility, prevention of fall risks, adjustment of workstations. ■ Continuation of exoskeleton experiments in industrial mail platforms ■ New equipment (trolleys, automation/mechanisation in parcel platforms)

Materials handling and falls

Road risk

Actions concerning women in particular

Actions concerning temporary staff

6.4 DIVERSITY AND INCLUSION POLICY La Poste’s diversity and inclusion policy is supported by the managerial line and relies on the human resources teams , who are trained for this purpose.

To ensure the effectiveness of its commitments, La Poste measures the degree of integration and quality of life at work of all employees through regular surveys , specifically among disabled and LGBT+ employees and those with a particular family situation, such as young parents or caregivers. It also measures the presence of sexist behaviour in the Company. The specific procedures for implementing the policies to ensure prevention, mitigation and action against discrimination are as follows: ■ a system for preventing and combating sexism is implemented throughout the Company; ■ a commitment is made to its stakeholders promoting inclusion, diversity and equal opportunities , such as Entreprises pour la Cité, L’Autre Cercle, StoPe au sexisme, Club Landoy, Observatoire de la qualité de vie au travail and AFMD; ■ a national communication campaign on workplace equality, diversity and the fight against discrimination is carried out every year; ■ thematic guides on access to rights and annual awareness raising campaigns on the various diversity topics are regularly circulated to employees;

A constructive dialogue with the trade unions takes the form of numerous agreements on workplace equality between men and women, improving the work-life balance of caregivers, and integrating disability into the workplace.

La Poste undertakes to:

■ ensure equal opportunities for its employees, throughout their careers, in all business units and at all levels of the Company; ■ fight against stereotypes and create a framework conducive to the expression and contribution of each employee, regardless of their gender, age, health status or disability, origin, sexual orientation or gender identity; ■ support everyone in the fight against harassment and violence , by setting up a free psychological hotline and measures to protect employees who may be harassed, by sanctioning the person responsible, and by supporting victims of domestic violence. These commitments are reflected in all of La Poste’s human resources policies.

112 CSR Report 2022/ LA POSTE GROUPE