Groupe La Poste // CSR REPORT 2022

Structured governance 1 LA POSTE GROUPE PROFILE AND STRATEGY ■

In application of the gender diversity principle , ten members of La Poste’s Board of Directors are women.

From 27 January 2021

Percentage of women in governance bodies

March 2022

March 2023

Board of Directors (directors, excluding non-voting members (a)

42.9%

42.9%

47.6%

Quality and Sustainable Development Committee

71% (b)

71%

57%

Public Service Missions Committee

57%

43%

50%

Appointments, Compensation and Governance Committee

25%

0%

25%

Audit Committee

20%

20%

20%

Strategy and Investment Committee

60%

60%

66.6%

Executive Committee

22.2%

22.2%

30%

As a reminder: percentage of women (c)

52.5%

52.7%

52.7%

(a) Excluding employee representatives (in accordance with the Copé Zimmerman Act). (b) Calculated including one non-voting member. (c) La Poste scope. The inclusion of ESG criteria in the management compensation system supports this appreciation of non-financial performance. At the group level, the Chairman’s roadmap breaks down into compensation criteria for: ■ 25% of the variable compensation of Executive Committee members; ■ 35% of the variable compensation of other senior and strategic executives at the head office; ■ 10% of the variable compensation of other business unit senior and strategic executives (with the exception of strategic executives of the Services-Mail-Parcels business unit). The criteria used depend on the achievement of the objectives of the new strategic plan, including the ESG ambitions, and each determine 25% of the “Chairman’s roadmap” portion: ■ the achievement of the “a responsible, citizen group” objective, including: ■ customer satisfaction (5%), ■ the “Quality of life at work” rating (5%), ■ improving the rating of rating agencies, ■ non-financial (5%); ■ the achievement of the “a multi-business group going digital” objective. To also accelerate the inclusion of ESG in managerial practices, a 30% focus on managers (cumulative individual and collective ■ reduction in the group’s net GHG emissions (5%), ■ decrease in the frequency of accidents at work (5%),

objectives) on ESG criteria will be implemented by 2025 . These criteria will vary according to the business units and business functions. They will focus on: ■ The environmental dimension: for example, actions to reduce the CO 2 emissions and the energy consumption of buildings and the vehicle fleet, training of teams in green investment advice, promotion of recycling and reuse in the workplace. ■ The social dimension : for example, actions to promote the recruitment of people far from employment, to reduce accidents in the workplace, to improve the consideration of team suggestions. ■ The societal dimension : for example, actions to promote the integration of young people, actions to strengthen the direct or indirect use of companies in the protected workforce integration sector or the disabled and sheltered sector, actions to promote skills-based sponsorship within its team. ■ The governance dimension : for example, inclusion of an ESG risk management criterion in employee HR reviews, transparency on actions, themes, objectives and expenses for representation of interests, actions to promote dialogue with external stakeholders. ■ The customer satisfaction and customer service dimension : for example, actions to promote the accessibility of physical and digital sites, to improve the net promoter score (NPS), to ensure the respect of data integrity, to reduce the rate of complaints and the response time. These criteria will be reviewed every year, with a long-term perspective.

CSR Report 2022/ LA POSTE GROUPE 17