LEGRAND_REGISTRATION_DOCUMENT_2017

CORPORATE SOCIAL RESPONSIBILITY (CSR)

Commitment to our employees

The Group also operates a responsible procurement policy that takes into account the rights of the employees of the Group’s suppliers. This is included in the supplier approval procedure. Rule 1 of the Group’s Sustainable Purchasing Code relates to child labor (ILO convention no. 138 on the minimum age). For more information on the Group’s responsible purchasing policy, please refer to section 4.3.2 of this Registration Document. Human rights aspects are overseen jointly by the CSR Department and the Human Resources Department. Focus: Publication of Legrand’s Charter on Human Rights In 2017, Legrand drew up a Charter on Human Rights based on the principles and standards previously detailed and approved by the Chief Executive Officer. In operational terms, this translates the Group’s commitments to comply with the instruments mentioned earlier. It seeks to inform all internal and external stakeholders about the principles and commitments that the Group has set for itself and its partners in connection with its activities. The details of the Charter will be adapted for the management of subsidiaries, to accompany the monitoring of compliance with the Group’s commitments at the local level. More information can be found on the website at www.legrand.com . Group priority 2014-2018 To map and annually assess workforce exposure to the risk of human rights violations in the workplace and deploy measures for improvement as appropriate. Key performance indicators: W coverage of Group employees assessed for potential Human Rights violations; W ongoing remedial action. Annual targets:

2014 2015 2016

2017

2018

Target achievement rate*

100% 108% 100% 100%

*

Calculated against annual targets.

Procedure and management

Risk assessment Since 2012, Legrand has mapped the risks to Human Rights at Work. It classifies the countries where the Group operates, based on the ratification of the eight ILO conventions on fundamental principles and rights at work and the Freedom in the World index. This revealed that in 2017, 67% of the Group’s workforce was based in “free” countries. A total of 33% of employees are based in countries that are either “not free” or “partially free”. Due diligence process Legrand bases its due diligence on the methodology of the Danish Institute for Human Rights. This methology is implemented in the Group’s countries that are regarded as either not free or only partially free. The self-assessment of these subsidiaries is accompanied by an interview with the person responsible for HR societal issues. Following this assessment, an action plan is defined with the local HR manager. The subsidiary then has to adopt remedial measures. Between 2014 and 2017, the countries subjected to this evaluation were: Algeria, China, Colombia, Egypt, Hong Kong, India, Indonesia, Kazakhstan, Malaysia, Morocco, Mexico, Philippines, Russia, Saudi Arabia, Singapore, South Korea, Thailand, Turkey, Ukraine, United Arab Emirates and Venezuela. Due diligence results The aim of these self-assessments is to estimate compliance with fundamental rights at work in the countries identified. The questionnaires sent out confirmed that neither forced labor nor child labor situations, as defined by ILO conventions, were present within the Group entities analyzed. They also identified areas of progress in the Group’s existing practices which are insufficiently deployed. Action plans are therefore implemented as part of a continuous improvement process. The improvements monitored mainly consisted of non-discrimination awareness (21% of cases), communication on the existence of a whistleblowing mechanism (12.5%), the existence and updating of job descriptions (9%), and the duration of maternity leave (9%). For each point raised, an action plan is put in place.

04

2014 2015 2016

2017

2018

Evaluation of the exposed workforce Progress actions identified and taken

50% 75% 100% 100% 100%

100% 100% 100% 100%

2017 achievement: During the period 2014-2017, 100% of the Group’s workforce deemed to be exposed to these risks underwent one or two assessments, including new geographical regions compared with the scope originally defined in 2013 (see below). In addition, all selected remedial actions have effectively been undertaken in line with the target.

97

REGISTRATION DOCUMENT 2017 - LEGRAND