LEGRAND_REGISTRATION_DOCUMENT_2017

CORPORATE SOCIAL RESPONSIBILITY (CSR)

Commitment to our employees

This commitment applies to the Group’s non-managerial population while perfectly complementing 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, the Group has chosen to apply this commitment to non-managerial positions. Measures to reduce pay gaps between men and women are already in place within some Group reporting perimeters. For example, for the last seven years in France, an annual budget equivalent to 0.10% of the payroll has been spent on reducing gender inequality. This budget was used after performance- related increases had been awarded to make appropriate adjustments in identified cases. To achieve this, the Group implemented a mechanism enabling employees to request a review of their working conditions (coefficient, compensation, career management) to ensure that these comply with the principle of non-discrimination. The Group’s goal to reduce the pay gap between men and women in the non-managerial population by 15% by 2018 goes hand in hand with the implementation in other Group entities of mechanisms similar to those employed in France since 2009. For example, in the last two years, the Hungarian subsidiary has developed a training program to promote female assembly operators to forklift driver positions, improving their salary progression and gender diversity within the trades. R 4.4.3.4 DISABILITYMISSION FOR GREATER DIVERSITY Legrand has special initiatives for people with disabilities, an area it has been actively involved in 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”. Group-wide, the employment rate of people with a disability is 2.37% of the Group’s workforce included in Occupational Health & Safety reporting. In France, the Group’s agreement on preventing discrimination and integrating people with disabilities comprises a hiring plan, an integration and training plan with adapted work stations, and a plan for retaining employees in the Company. The Group has close relationships with sheltered employment centers ( Établissements de Service et d’Aide par le Travail ) 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 service provision as well

as production work are signed every year. Moreover, Legrand offers free training to the personnel of ESAT in safety rules and the use of firefighting means. Trainees with disabilities are also integrated into the different establishments. Integrated ESAT schemes have been set up in-house at two of our sites in France. The schemes offer ESAT members 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 promoting access to employment for people with disabilities. Under this agreement, Legrand allocates a budget for the donation of disability-related electrical equipment to refurbishment or new-build projects. For example, in 2017 Legrand helped to create the “Renaissance” residential home in Ain, supplying the necessary electrical equipment, including home automation systems. The home is managed by the association ORSAC and the local branch of CAPEB, the French confederation of building professionals and small businesses. It bridges the gap between a care home and independent living for patients, and serves as a practical training tool for occupational therapists. The Group also set up a disability unit to steer the initiatives contained in the agreement on anti-discrimination and integration, 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. In 2017, for example, the Antibes site organized demonstrations from the local guide dogs training school and sports activities between the Handisport Antibes Méditerranée club and the site’s employees. Meanwhile, under the partnership agreement signed in 2014, the Limoges site received visually impaired students from APSAH’s physiotherapy massage training institute (IFMK), who offered stretching sessions to prevent musculoskeletal disorders. The aim of these various events is to change attitudes towards disability. After joining the ILO Global Business and Disability Network at the end of 2016 – which brings together companies to promote the inclusion of disability by highlighting the benefits of recruiting people with disabilities and facilitating the sharing of knowledge and best practice between companies, business networks and the ILO – Legrand ratified the Global Business and Disability Charter in 2017. The Charter covers areas ranging from the protection of staffwith disabilities against all forms of discrimination, tomaking company premises more accessible and internal communication for disabled employees. As a signatory, Legrand intends to pursue its efforts to promote the inclusion and integration of people with disabilities in the workplace. Focus: Legrand ratifies the ILO (International Labour Organization) Global Business and Disability Charter

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REGISTRATION DOCUMENT 2017 - LEGRAND