Hermès - Registration Document 2016

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Corporate social responsability

People

The action plan is deployed across six main themes (Knowledge/regu- lation fundamentals, labour code & ERP; commitments, responsibilities and organisation; risk awareness; site facilities/surveillance/video- surveillance; training/information and communication, incidents/acci- dents). Several topics were dealt with simultaneously to improve organi- sation. For example, introducing safety personnel in stores, whose role and mission is the operational implementation of HSS obligations within their store. Safety personnel are coordinated centrally by the security department with the involvement of internal control. Safety personnel are involved operationally in annually updating workplace risk assess- ments and feed back the actions implemented and new actions iden- tified via this evaluation. In addition to the annual evaluation, regular information and communication takes place in the form of safety “news- flashes” or memos. In Japan, a questionnaire on stress at work was introduced inMay, which helped the Company and the employees to better evaluate their stress levels. They were able to take steps to improve their working method and working environment, which are the main sources of stress. In Southeast Asia, various employee awareness-raising initiatives have been implemented, including a campaign on nutrition, particularly snacking in Singapore, Guam and Saipan. Organic packed lunches were handed out to sales teams to raise awareness of a balanced diet. Workshops with a trainer and a nutritionist were held during sales asso- ciates’ lunch breaks to raise awareness of eating habits. Employee Involvement Health and safety awareness-raising and training initiatives, which also ensure adherence to regulatory obligations, are conducted and moni- tored at each site, then consolidated by the sector. Leather Goods The modules have been designed to circulate workplace health matters within the workshops. At the end of 2016, all employees in the crafts- manship division took part in an interactive training day on awareness of the body and its role, “Un corps pour la vie” (“A body for life”). This fun health awareness module was delivered to artisans at the production units and employees in administrative roles. It is the first step of a com- mitment to healthy living every day. Leather goods production units also organise events run by the hand injury prevention network to prevent risks linked to craftsmanship and to respond appropriately in the event of an accident. These conferences led by professionals raise awareness. Finally, individual support from physiotherapists is offered to artisans experiencing pain or discomfort which hinders them in their work. This 2.3.4.2

monitoring takes place within the Company via a training module which encourages awareness of responsibilities and independence in mana- ging physical difficulties. Tanneries In the context of the hardship prevention strategy  1 , the tanneries in France have stated that their employees are exposed to risk factors. The Cuneo tannery in Italy continued to improve evaluation of employee expo- sure to repetitive tasks in collaboration with the occupational health doc- tor. To improve ergonomics at the workstations, the tanneries of Annonay and Vivoin signed up to the “TMS Pros” (Repetitive Strain Injuries (RSI)) initiative in partnershipwith the Carsat Rhône Alpes and Pays de la Loire. Finally, many yearly risk-prevention training sessions were delivered across the sites, to complement regulatory training: chemicals handling, movement and posture, workplace first aiders, fire drills and emergency evacuation exercises, improved inductions for new employees. Perfumes The RSI prevention training module delivered to the leather goods sec- tor has been adapted for Perfumes. One hundred people had already received training in 2016. Textiles The textiles segment implemented projects at several levels. A com- plete multidisciplinary health committee approach (occupational health doctor, nurse, occupational psychologist, social worker) enables proactive monitoring of employees and helps to maintain employment. Occupational psychologist drop-ins were extended to the ITH site, and awareness-raising conferences on nutrition, sleep and healthy living were held, particularly for employees on night shifts. Crystal Three topicswere covered indetail in2016: working inalternating teams, poor posture, and dangerous chemical agents. Employees concerned by these factors did not accumulate them. An action plan to reduce hardship, particularly at these workstations, is being implemented. Many initiatives to improve working conditions were implemented in 2016 in order: s s to reduce risk levels (introduction of uniforms in the Porcelain divi- sion, installing air quality treatment in the Decoration division, use of goggles for “hot glass” artisans, protection from projections on the blowpipe heaters, etc.);

1. Laws of 20 January 2014 and 17 August 2015 as well as the implementing decrees and ministerial decisions of 2014 and 2015.

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2016 REGISTRATION DOCUMENT HERMÈS INTERNATIONAL