Hermès // 2021 Universal Registration Document

CORPORATE GOUVERNANCE COMPENSATION AND BENEFITS OF CORPORATE OFFICERS

CSR criteria indicators

Importance Level of achievement and justification

1/3 100%

Qualitative social criterion: Group initiatives in favour of gender equality

At all levels of the organisation, equal opportunities, diversity and inclusion in terms of employment, training, supervision and compensation are at the heart of the Company’s actions, with the aim of clearly demonstrating its position as a responsible employer. The Group’s average gender equality index in France was 92/100. In 50% of the entities concerned, the index exceeded 90/100, in the other entities it was above 80/100. In 2021, the Group took a number of initiatives, including: the launch of a women’s network within the Group in December 2021; s the launch of a global Diversity & Inclusion approach aimed at ensuring that each of our employees s has an inclusive, respectful and harmonious working environment that resonates with the local environment of our subsidiaries; the launch of a series of e-learning modules for the prevention of sexist behaviour. s

COMPENSATION PAID TO THE CHAIRMAN OF THE SUPERVISORY BOARD IN THE COURSE OF OR ALLOCATED IN RESPECT OF 2021

the annual change in the compensation of the Executive Chairmen s and Chairman of the Supervisory Board, the performance of the Company, the average compensation on a full-time equivalent basis of Company employees other than Senior Executives, and ratios, over the past five years. 3.8.2.3.1 Methodology used The methodology used, in line with the Afep guidelines updated in February 2021, is as follows: the notion of full-time equivalent (FTE) reflects a job performed on a s full-time basis, i.e. as per legal working hours. As such, for part-time employees, compensation has been reconstituted on a full-time basis; based on the INSEE definition, the median wage is that which splits s the Company’s employees into two equal parts, such that half of the employees of the company in question earn less and the other half earn more. It differs from the average wage, which is the average of all wages in the company in question; the numerator shows the gross compensation (excluding social s security contributions) paid to each Executive Chairman during the financial year, i.e.: the fixed (“additional”) compensation paid during the financial year • under review, the variable compensation set by the Articles of Association • (“statutory compensation”) paid during the financial year under review in respect of the prior year, the exceptional compensation paid, if any, during the financial year • under review, other long-term compensation instruments and multi-year variable • compensation paid, where applicable, during the financial year under review (taken at their IFRS value);

3.8.2.2

3

All the fixed, variable and exceptional components comprising the total compensation and benefits in kind paid in the course of or awarded in respect of 2021 to the Chairman of the Supervisory Board, on which the shareholders are asked to give a binding ex-post vote, are set out in chapter 8 “Combined General Meeting of 20 April 2022”, § 8.2.1 – Explanatory statement to the tenth resolution. These elements are all in line with the compensation policy for the Chairman of the Supervisory Board presented in § 3.8.1.1 and § 3.8.1.3 above and approved by the General Meeting of 4 May 2021.

RATIOS AND ANNUAL CHANGE

3.8.2.3

IN COMPENSATION, COMPANY PERFORMANCE, AVERAGE EMPLOYEE COMPENSATION AND RATIOS (ARTICLE L. 22-10-9-6° AND 7° OF THE FRENCH COMMERCIAL CODE)

We present below: the changes over the last five years in the ratios between the level of s compensation of each Executive Chairman and the Chairman of the Supervisory Board and: on the one hand, the average pay on a full-time equivalent basis of • the Company’s employees other than Corporate Officers, on the other hand, the median pay on a full-time equivalent basis • of the Company’s employees other than Corporate Officers;

2021 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL

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