Hermès // CSR Extract 2023

CORPORATE GOVERNANCE COMPENSATION AND BENEFITS OF CORPORATE OFFICERS

CSR criteria indicators 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

Importance

Level of achievement and justification

1/3 100% Hermès, a responsible employer, promotes genuine 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 and its strategy of global performance and virtuous long‑term growth. Gender Equality Index: the weighted average index for the Group in France is 95/100 and 99/100 for Hermès International. In 60% of the entities concerned, the index is higher than 90/100, including in industrial environments such as Tanneries de Montereau (99/100), HMM/J3L (91/100), CATE (97/100), HMM Fabrique de Champigny‑sur‑Marne/Lasco (97/100); in the other entities, it is higher than 75/100. s Gender diversity within governing bodies: Hermès climbed to fourth place in the Women in governing bodies rankings published in December 2023, an improvement of 12 places compared to the previous year. s Global Diversity & Inclusion (D&I) approach: the global Diversity & Inclusion approach continued in 2023, in particular with the launch of a network of 28 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; s diversity and gender equality; s disability. s Awareness‑raising and training actions on unconscious bias: s the entire community of the Group’s D&I contacts was trained on the issues of diversity and inclusion through the Diversity Fresco in March 2023, as well as on unconscious bias; s an e‑learning awareness module on “unconscious biases and micro‑inequities” was made available in 11 languages in June 2023. It is mandatory for managers and the HR community in France and internationally and open to all employees. 211 employees have already had their awareness raised in France and abroad; s more than 950 managers have already been trained in diversity management since the launch of the ALTEREGO training (including 205 in 2023). s Group agreement on work‑life balance: s signature of a Group agreement in France on the work‑life balance on 19 July 2023, structured around three components – Caregivers, Parenthood, Vulnerabilities; s the agreement provides for parenting support measures in all their facets (traditional parenting, adoption, homoparentality, single parenthood, blended families, etc.) before and upon arrival and after the birth of the child; s measures taken include in particular – leave of absence as part of a medically assisted procreation programme, return to work part‑time following parental leave, breastfeeding facilitation and support for single parents. s The HECATE women’s network has more than 100 members and is continuing its work to promote inclusion and diversity at all levels of the organisation. s Prevention of sexist behaviour and harassment: s e‑learning modules for the prevention of sexist behaviour and harassment have been set up for managers and all employees. In France, 86% of managers have completed this module, bringing the number to 2,066 managers trained in 2023; s the modules are also available internationally; s in addition, 55 pairs of harassment officers were trained with an investigation procedure put in place. s

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3.8.2.2 COMPENSATION PAID TO THE CHAIRMAN OF THE SUPERVISORY BOARD IN THE COURSE OF OR ALLOCATED IN RESPECT OF FINANCIAL YEAR 2023

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 2023 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 30 April 2024”, § 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 2023.

2023 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL EXTRACT FROM 2023 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL

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