Hermès // 2022 UNIVERSAL REGISTRATION DOCUMENT

CORPORATE SOCIAL RESPONSIBILITY AND NON ટ FINANCIAL PERFORMANCE PEOPLE: SAVOIR‑FAIRE

2.3 PEOPLE: SAVOIR‑FAIRE

Hermès’ sustainable development involves preserving its savoir‑faire and ensuring that it will be maintained over time thanks to the various mechanisms put in place. One of its key assets is the acquisition, enrichment and transmission of the savoir‑faire of its employees. More broadly, Hermès contributes to the preservation and sustainability of multiple types of craftsmanship savoir‑faire , particularly in the manufacturing sector, which is conducive to a more responsible and sustainable local economic development.

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Introduction Hermès contributes to the preservation and sustainability of craftsmanship savoir‑faire through its École Hermès des Savoir‑Faire and its training centres as well as its partnerships with vocational schools throughout France (whose expertise is also used by other economic players). Promoting its métiers externally and with younger generations in particular is a key aspect of its actions. By bringing the wealth and excellence of craftsmanship to the attention of a large number of stakeholders, and by expressing future needs, particularly in the manufacturing sector, Hermès is helping to create rewarding careers and professional prospects. The advantage and appeal of the Hermès model is its ability to expand its wealth of internal talents to complement the needs of the different

types of jobs with very diversified activities within the House. Its ability to recruit, and then train its employees using an internal method of transmission of savoir‑faire , guarantees the sustainability of its business model. To continue to develop its model, its culture and its unique savoir‑faire , the House continually invests in training initiatives that enable employees to acquire new skills. This commitment to employee training is reflected in all métiers and in a multimodal approach with the creation of digital pathways. For production and distribution activities, training programmes are tailor‑made and rolled out locally or by the Group in Paris. This can be seen, in particular, in the acquisition of savoir‑faire in an employee’s first job as a leather worker, in the engineering incubator within the École des Tanneurs and the École du Textile, and the qualifications gained through certification or diplomas.

In 2022, the Group made progress on the main issues relating to transmission, with the aim of making a long‑term difference through steady improvements with a significant impact. Among these, the selected elements below are particularly illustrative of the year for this section: first anniversary of the in‑house leather goods CFA (“École Hermès des Savoir‑Faire”); s creation of an École des Artisans de la Vente training centre (France); s more than 341,000 hours of training, a training rate of 76%, giving more around 23 hours of training per person; s nearly 4,200 people made aware of sustainable development via the “SD fundamentals” online training course; s rollout of the CSR programme in three stages for the Hermès métiers (Ready‑to‑wear, Shoes, Home, Fashion Accessories, etc.); s development of Digital Learning with, in particular, the launch of a collection of e‑learning modules: “My first sale” for Retail or “Lock” on cybersecurity issues. s

2022 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL

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