HERMÈS - 2019 Universal Registration Document

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CORPORATE SOCIAL RESPONSIBILITY PEOPLE: SAVOIR-FAIRE

PEOPLE: SAVOIR-FAIRE

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CHALLENGE: RECRUITING TALENTS 2.3.1 To grow, Hermès needs to be able to strengthen its teams in all métiers in the short and medium term, from craftspeople, sales associates and producers to experts in cross-functional functions, namely IT, supply chain, finance, human resources, legal and digital, etc. In the coming five years, Hermès’ workforce could increase from more than 15,000 to 20,000 employees and the Hermès Group is preparing for this scenario. In this context of sustained growth in activity, the House’s sustainable development rests on its ability to recruit people who will be able to express their talents throughout their careers. Their profiles, expertise and savoir-faire will be essential in supporting the House’s development. That is why Hermès pays particularly attention to relationships with schools and keeps a very close eye on recruitment. The goal is to enable new recruits to fit harmoniously into the Company’s long-term project and contribute effectively to its activities. Recruitment is managed by each métier and subsidiary to ensure the perfect match with the local context. The policy for recruitment and relations with partners is defined by the holding company. In France, it also manages relationships with schools, communication and pooling of recruitments. In this way, the Hermès Group hopes to make applicants more aware of the métiers and the uniqueness of the House, attract candidates who believe in the business model and its values and will then be able to select the best profiles, capable of feeling at home within teams for a long time. POLICY 2.3.1.1 Employer brand Hermès’ image given as an employer is as important as the one transmitted by its objects, stores and services. The employer brand serves to attract the best applicants, who will make a lasting contribution to the House’s development. In 2019, Hermès gave its employer brand a new identity. In tight job markets in most of the countries where Hermès operates, the challenge is to strengthen its visibility and better enhance the sources of its attractiveness. That is what allows Hermès to grow and also to change. Driven by the success of its collections and growth in demand, it needs to be able to keep pace with the increase in the activity. MEASURES IMPLEMENTED AND RESULTS 2.3.1.2

Introduction Through a steady investment in training for the acquisition and development of skills, the Hermès Group intends to perpetuate its economic and cultural model and facilitate the implementation of its ambitions. This commitment to employee training is reflected in all métiers . For production and distribution activities, training programmes are tailor-made and rolled out locally (regional hubs, subsidiaries) or by the Group in Paris (ExLibris University). This can be seen in the acquisition of savoir-faire in an employee’s first job as a leather worker, in an engineering incubator within the School of Tanners and the School of Silk, and the recognition of the qualifications gained through on-the-job training 1. , experience validation 2. and diplomas (CAP, etc.). In the Leather Goods division, where the transmission of culture and savoir-faire is of vital importance, a network of specialised métier trainers has been created. It holds regular meetings where trainers exchange new techniques on the transmission of knowledge. In all French regions where Hermès opens leather workshops, partnerships are immediately forged with local schools so that training in the savoir-faire linked to the métier can be combined with hands-on practice. For the distribution activities, Retail Academies help sales associates, store managers and support teams develop both their product expertise and their customer relationships skills. From a cross-cutting perspective, training programmes are also available to stimulate the advancement of managers identified as future Management Committees members. The Service Academy offers programmes mainly dedicated to acquiring the right behaviours in public speaking, leading meetings and managing projects, with the priority objective of creating collective harmony and good relations among individuals. Savoir-faire must be combined with savoir-être. In line with these training courses, team-building initiatives take place throughout the year to bring the teams together so they can soak in Hermès’ craftsmanship spirit and develop a spirit of curiosity through a shared discovery of savoir-faire. The programmes rolled out — Tandem , Tilbury and Parcours d’Adresse — are all opportunities for employees to come together, to discover one another’s métier and universe and to unite them around a strong human culture in which exchanges are beneficial for everyone.

Professional qualification certificate. 1. Validation of acquired experience. 2.

2019 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL

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