HERMÈS - 2018 Registration document

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Corporate social responsibility

People: teams

Harassment Hermes does not tolerate any conduct that manifests itself in particular through behaviour, words, acts, gestures or writings that may infringe on a person’s personality, dignity or physical or psychological integrity, thereby jeopardising their personal balance, employment or the social climate. In France, harassment is a form of behaviour penalised by the Labour Code. If intentional, it may constitute a criminal offence, which exposes the perpetrator to criminal conviction. Many countries have similar regu- lations on the subject. TheGroup’s policy is that any employeewho feels harassed, or witnesses a situation of that nature must disclose it as soon as possible to his or her superiors and/or a Human Resources Manager and/or report it through the whistleblower representative appointed by Hermes, which guarantees that the conversation will remain confidential (whistleblower protection “H-Alert!”). Group rules provide for investigations tailored to the situation so that each case can be examined and dealt with. The Group attaches great importance to everyone’s professional deve- lopment and compliance with the rules of ethics. It will therefore be uncompromising in the punishment of both abusive behaviour and bad- faith, unjustified denunciations. The fight against harassment, whether psychological or sexual, is one of the House’s priorities. To achieve this, psychosocial risk prevention trai- ning has been in place for managers since 2017. It is led annually by the Group Labour Relations Director. This training makes managers aware of the existence of psychosocial risks (stress, harassment, violence at work, burnout, etc.). It also teaches them how to detect the situations that can lead to these risks and to identify thewarning signals. The objec- tive is to be able to detect a difficult situation as soon as possible and provide a rapid and appropriate answer. This training is also an oppor- tunity to raise manager awareness of workplace health and well-being measures, which are collective preventionmeasures to improve physical and psychological health and well-being at work. Roll-out of these mea- sures began in France, and they will also be implemented internationally. Social responsibility Hermès has laid out its social responsibility ambition and policy in a procedure entitled “Hermès – a responsible employer”, which was approved by Group management and distributed to the Management Committees. Through its social responsibility commitments, Hermès implements strategies to develop its employees while boosting its economic perfor- mance. Attaining these two interlinked and complementary objectives involves a range of initiatives to promote responsible integration and responsible management. Responsible integration is the result of a conviction and desire. The conviction that talent diversity is a source of wealth, creativity and inno- vation for Hermès. Accordingly, Hermès is convinced of the crucial need

to constantly strive towards this diversity of talents and facilitate its inte- gration. To this end, in 2017, the Group finalised and launched a diver- sity management and anti-discrimination training programme for local managers, which is delivered internally. Hermès is also affirming its dedication to helping vulnerable people, particularly the long-term unemployed, by implementing social inclusion initiatives. With this in mind, in 2017 Hermès developed and introduced a social responsibility clause in its calls for tenders for general services, leading to the first co-contracting agreements with socially supported and sheltered organisations. The aimof responsiblemanagement is to enable each employee to deve- lop and realise their full potential in a positive, inclusive setting. This involves: s s increasing efforts in terms of health and safety at work; s s making employees aware of their responsibilities and supporting them in their work; s s improving well-being at work (workplace flexibility) and enabling employees to improve their work-life balance; s s giving a different meaning to commitment by encouraging those who wish to become involved in community projects. United around a corporate strategy The Group’s internal communication department launched a new inter- nal platform in autumn2018, following on fromToileH, the previous intra- net site on which the life of the House was shared in all its aspects from 2006 to 2018. Significant developments in digital technology, together with the Group’s expansion, have created the desire to fundamentally transform employees’ digital habits. HermèSphère is a new digital work- place. With a single point of entry, employees can access all their daily working tools, read the Group and its subsidiaries’ latest updates in real time, and contact each other via the social network. New entrants can quickly learn more about the company, its organisation, the diversity of the métiers, and its values and culture. By virtue of a mobile app, it will gradually be extended to all employees without access to a computer at work. A real source of inspiration on a daily basis, it widely spreads useful information both through news items and less topical pieces. It aims to generate both collaboration and creativity. Thanks to the contribution of all Group entities, there is abundant information. Forum H 2018 was held in Paris, bringing together 2,500 employees in order to involve them in the corporate strategy. The main topics covered included sharing the 2017 results, addressing the projects for 2018, and promoting the innovations and major initiatives of the production divisions, métiers and Retail division. This major annual event boosts the sense of belonging to a dynamic project and brings recognition for all players involved.

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2018 REGISTRATION DOCUMENT HERMÈS INTERNATIONAL