NEOPOST_REGISTRATION_DOCUMENT_2017

4

Corporate social responsibility

Social, societal and environmental information

Representation of women

31 January 2018

31 January 2017

Representation of women in the workforce (a)

% of workforce

31.6%

31.7%

Representation of women among managers (b)

% of managers

26.0%

24.9%

Number of women in the per capita headcount compared with the total per capita Group headcount in the CSR scope. (a) Number of women managers in the total number of managers in the CSR scope. (b)

Moreover, in accordance with the Cope-Zimmermann Law aimed at “seeking a balanced representation of women and men on Boards of directors”, which as of 2017 requires a minimum threshold of 40% of women in governance, 40% of the Board members are women since the summer of 2017. This point is discussed in detail in chapter 2 of this Document. Employment of disabled persons The integration of and non-discrimination against disabled persons are principles respected by each entity of the Group. Each of the Group’s entities is responsible for locally defining and implementing its policy on the recruitment and continued employment of disabled persons, in full respect of each individual’s situation. In France, the policy governing the employment of disabled persons applies to existing employees, potential employees and sub-contractors (contracts with French organizations that help disabled persons return to work) and aims to promote equal opportunity and non-discrimination. Moreover, measures pertaining to professional integration and continued employment of disabled workers are addressed each year with the representative unions in the Company as part of the mandatory annual negotiations. Neopost Industrie and Neopost Technologies recently drew up a charter for Workers with Disabilities. For example, Neopost France’s policy on the employment of disabled persons provides for: an additional day of paid leave to all disabled employees • declared to the Human Resources department, to give them the opportunity to complete any medical and administrative formalities related to their disability; the appointment of a disability representative in charge of • helping disabled employees with their administrative formalities and making sure their workstation accommodates their needs; an action program rolled out to raise employee awareness • to the issue of disability. Information on the initiative was sent to all personnel to inform them of existing measures within the Company and to advise them on the measures to take to perform the administrative procedures for disabled workers.

The policy’s aim is to ensure that we identify all the people concerned in the Company to make sure they are provided with the support and assistance they need throughout their careers. For its part, the management of Neopost Industrie undertakes not to discriminate against disabled workers during the recruitment process, to place job offers on the AGEFIPH website, and to look at means of adapting workstations. Raising awareness among employees and fostering internal discussion are also key components of Neopost Industrie and Neopost Technologies’ policy, with the publication of a comic strip aimed at eliminating stereotypes and promoting better understanding of disability throughout the Company. Neopost Canada drafted an employment equity and accessibility for Ontarians with disabilities charter to encourage the recruitment and promotion of disabled persons. At Neopost USA, available positions are published on recruitment websites for US Army veterans and disabled persons. Neopost Sverige AB recruits people who suffered from a temporary disability and became unemployed as a result. The Company helps them to return to the active market by hiring them initially on fixed-term contracts, then once they prove their ability and motivation, they are offered the opportunity to continue their career in Neopost Sverige AB under a permanent contract. Neopost AG in Switzerland continues to support disabled people. For example, it promotes employment of people with disabilities by outsourcing some tasks, such as consumables order fulfillment or warehousing jobs to the sheltered employment foundation, ESPAS. The foundation works to promote social and employment inclusion of people whose health prevents them from playing a full role in the workforce. Its primary aim is the integration of men and women with a physical or mental disability. ESPAS offers commercial and industrial outsourcing opportunities for companies, institutions and other organizations. 94 employees with disabilities are part of the workforce and the Group wants to facilitate their hiring and integration by offering adapted workstations.

80

REGISTRATION DOCUMENT 2017 / NEOPOST