Hermès // 2022 CSR EXTRACT

CORPORATE GOVERNANCE COMPENSATION AND BENEFITS OF CORPORATE OFFICERS

CSR criteria indicators

Importance Level of achievement and justification

1/3 100 % Hermès, a responsible employer, promotes equal opportunities, diversity and inclusion in terms of employment, training, supervision and compensation, at all levels of the organisation. The House strongly reaffirms its commitment to constant improvement in this area. The gender equality index and external recognition of social performance: s the weighted average index for the Group in France is 90/100 and 99/100 at Hermès International. In 50% of the entities concerned, the index is higher than 90/100, including in industrial environments such as Tanneries de Montereau (99/100), CSL (96/100), CATE (97/100), Lasco (93/100); in the other entities, it is higher than 80/100; ӳ a special mention was awarded by the Ministry in charge of Gender Equality as part of the Women in Governance Bodies Awards, in the Gender Parity in the Top 100 category (49% women); the House was ranked 15th overall (out of 116 companies). ӳ The global Diversity & Inclusion approach continued in 2022, in particular with the appointment of 26 contacts, aimed at ensuring for each of our employees an inclusive, respectful and harmonious working environment that resonates with the local environment of our subsidiaries and built around three common pillars: s respect for the principle of non‑discrimination and equal opportunities; ӳ diversity and gender equality; ӳ disability. ӳ The rollout in all subsidiaries in France of paternity leave of four weeks with maintenance of salary without any length‑of‑service conditions. s The e‑learning modules for the prevention of sexist behaviour were followed in 2022 by more than 1,500 people and around 30 harassment officers were trained. s More than 950 managers have already been trained in diversity management since the launch of the ALTEREGO training (including 141 in 2022). s The HECATE women’s network is continuing its work to promote inclusion and diversity at all levels of the organisation. s

Qualitative social criterion: Group initiatives in favour of gender equality

Link with strategy and NFPS indicators:

See chapter 2 "Corporate social responsibility and non‑financial performance" § 2.1.5, and § 2.2.3.1.3

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COMPENSATION PAID TO THE CHAIRMAN OF THE SUPERVISORY BOARD IN THE COURSE OF OR ALLOCATED IN RESPECT OF FINANCIAL YEAR 2022

3.8.2.2

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 2023”, § 8.2.1 “Explanatory statement to the 10th 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 20 April 2022.

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 financial year 2022 to the Chairman of the Supervisory

2022 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL EXTRACT FROM 2022 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL

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