NEOPOST_REGISTRATION_DOCUMENT_2017

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Corporate social responsibility

Social, societal and environmental information

Absenteeism Absenteeism rates remain relatively low at Neopost and decreased slightly from 3.71% in 2016 to 3.03% in 2017 on a like-for-like basis. Employees absent due to long-term illness accounted for 1.7% of the workforce (104 people) as of 31 January 2018.

The table below shows the absenteeism caused by workplace accidents resulting in time off work, accidents while commuting, time off for occupational illnesses and sick leave. In 2017, these were calculated on the basis of working days.

% Average absenteeism by category

31 January 2018

31 January 2017

Workplace accidents resulting in time off work

0.08%

0.08%

Workplace accidents while commuting

0.05%

0.01%

Occupational illnesses

0.01%

0.02%

Illness (excluding maternity and paternity leave)

2.89%

2.43%

% Average Group absenteeism

3.03% 2.54%

The data concern all Group companies included in the CSR reporting scope for the financial year. Methodology: absenteeism rate due to accidents with lost time = number of days lost due to an accident/number of days worked by the Group • expressed in working days; absenteeism rate due to travel accidents = number of days lost due to a travel accident/number of days worked by the Group • expressed in working days; absenteeism rate due to occupational illnesses = number of days of sick leave/number of days worked by the Group expressed in • working days; absenteeism rate due to illnesses = number of days of sick leave/number of days worked by the Group expressed in working days. •

Some entities introduced in-depth measures to reduce absenteeism and to understand and act on its causes.

information, dialogue, and exchange of views between management and representatives of European employees within the Group by addressing topics related to the strategy and financial and economic position of the Group and future prospects, particularly in terms of recruitment, production, or business development. The Group maintains and fosters regular dialogue with its employees and representatives. At every level of the organization, managers remain attentive to employees and keep them regularly informed. In accordance with Neopost’s values, each legal entity must apply this policy at the local level and establish bodies for dialogue and communication with its employees whilst complying with applicable local legislation. Local initiatives go beyond legal obligations in terms of Group-employee dialogue, implementing mechanisms for communication and dialogue at the local level. For example, Neopost USA has established a quarterly communication forum coordinated by its employees. Neopost also values the opinion of its employees. In order to assess the level of engagement of its employees and identify areas for improvement in the organization, in 2017, the Group launched a new monthly engagement survey in partnership with the start-up Supermood, which calculates an Employee Net Promoter Score. Every month, one question is asked to a group of 1,000 employees worldwide, whose opinions are sought twice a year to assess their perception of the Group and their working environment. At the same time, within the subsidiaries, employees respond anonymously to surveys dedicated to their entity or division. The first findings will be used to develop action plans that promote the development of well-being at work and employee engagement on a daily basis.

Group-employee dialogue and the International Labor Organization International Labor Organization (ILO)

Neopost operates in Europe, North America, Japan and Australia, in countries subject to the rule of law that observe the eight core conventions of the International Labor Organization (ILO). Neopost is also present in other Asian countries, including Singapore, China, Hong Kong, and India, which together represents 1.3% of the Group’s total workforce. Compliance with Human Rights, freedom of association and collective bargaining rights, the elimination of forced and compulsory labor, the abolition of child labor and the fight against discrimination and corruption all form part of the Group’s values and its positions are detailed in the updated version of the Code of Ethics. Dialogue with employees The social dialogue policy is enshrined in the Group’s Code of Ethics. This notably includes the respect for the rights of employees to form and join the trade unions or professional organizations of their choice. Employees can also manage collective bargaining on issues of collective interest such as social and economic issues. At the European level, an information exchange and dialogue structure, the CIEEN (Neopost Employees European Information committee), which brings together the majority of the Group’s subsidiaries, was set up in 1998 with European social partners. Its objective is to improve the level of

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REGISTRATION DOCUMENT 2017 / NEOPOST