LEGRAND / 2018 Registration document

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This commitment applies to the non-managerial population, and perfectly complements the commitment described above. Although measures to promote women to more senior positions will reduce the pay gap between men and women within the managerial population (as a result of the gender mix within the population concerned), they will not, by their nature, reduce pay gaps within the non-managerial population. Therefore, Legrand has chosen to apply this commitment to non-managerial positions. Focus: Legrand’s gender equality index As required by the French act of September 5, 2018 and the related implementing decree of January 8, 2019 aiming to eliminate gender pay gaps within companies, Legrand has published its gender equality index, showing a score of 85 out of 100. The score is calculated using the following five criteria: W eliminating gender pay gaps for people in similar roles and of similar ages; W ensuring that women have the same opportunities for pay rises as men; W ensuring that women have the same opportunities for promotions as men; W ensuring that all women receive pay rises when returning from maternity leave if pay rises have been granted in their absence; W ensuring that at least four of the top ten people in terms of remuneration are women. The index is the result of an HR policy in place for more than seven years: the first gender balance agreement was signed by all relevant parties in 2012, and it was renewed most recently, again unanimously, on January 30, 2018. R DISABILITYMISSION FOR GREATER DIVERSITY Legrand has special initiatives for people with disabilities, an area in which it has been actively involved for many years. This approach is a natural fit with the Group’s commitment to disability: “Promote equal opportunities through an improved awareness of diversity in Human Resources management”. Overall, people with a disability make up 2.30% of the Group’s workforce included in HR reporting. In France, a new agreement on preventing discrimination and integrating people with disabilities has been signed for the 2018- 2020 period. It comprises a hiring plan, an integration and training plan with adapted work stations, and a plan for retaining disabled employees.

The Group has close relationships with sheltered employment centers ( Établissements de Service et d’Aide par le Travail or ESATs) in the Nouvelle-Aquitaine region of France, and particularly with the French association for the blind and disabled (APSAH – Association pour la Promotion Sociale des Aveugles et autres Handicapés ). Annual contracts for the provision of services as well as production work are signed every year. Moreover, Legrand offers free training to the personnel of ESATs in safety rules and the use of firefighting resources. Trainees with disabilities are also integrated into the different establishments. ESATs have been set up in-house at two of our sites in France. The system offers ESATmembers experience of professional life in a less sheltered work environment, leading to greater personal development. The Group’s various subsidiaries adopt these commitments locally and support charities that promote access to employment for people with disabilities. Under this agreement, Legrand allocates a budget for donating disability-related electrical equipment to refurbishment or new- build projects. In France, Legrand also has a disability unit to manage the initiatives contained in the anti-discrimination and integration agreement, and to raise awareness of the issues faced by disabled people both inside and outside the company. Each year, to mark the European Disabled Employment Week, events are organized at head office and elsewhere to change the perception of disability. During European Disabled Employment Week in 2018, as in every year since 2010 and under the partnership agreement signed in 2014, the Limoges site welcomed visually impaired students from APSAH’s physiotherapy massage training institute (IFMK), who offered stretching sessions to prevent musculoskeletal disorders. The Montbard site organized a site visit for jobseekers with disabilities, working with entities such as Greta 21, Cap Emploi and UIMM. The Malaunay site in Normandy and the Sillé-Le-Guillaume site in the Sarthe region also arranged events on the theme of disabilities. The aim of these various events is to change attitudes towards disability. Initiatives of this kind are also carried out in other countries, particularly to raise awareness of different disabilities. Various subsidiaries adopt these commitments locally and support charities promoting access to employment for people with disabilities. Group sites in Brazil are also committed to employing disabled people, either directly or through institutions. Persons with disabilities can thus participate in remunerated industrial projects, which enables them to be employed. In Italy, since the “International Year of the Disabled” in 1981, the Bticino subsidiary has partnered with CFPIL (Varese Center for Vocational Training and Integration through Work) and the Italian province of Varese to facilitate the integration into the workplace of young people with mental and motor disabilities. Governed by an agreement, this commitment results in trainees being integrated into the Group’s Italian teams. The objectives of the partnership were mainly to promote their integration into working life.




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