PERNOD-RICARD - URD 2020-21

____ 3. SUSTAINABILITY & RESPONSIBILITY THE FOUR PILLARS OF THE GOOD TIMES FROM A GOOD PLACE ROADMAP

The Group HR Strategy, TransfoHRm was introduced leveraging a digital platform through a single, Group-wide HR Information System. This set the goal of making Convivialité a true performance driver by: putting the employee experience at the core; deploying diverse teams to improve both individual and collective performance; and introducing a culture of performance and success based on empowerment and accountability, all supported by digital technology. Actions plans and next steps WORKDAY HR MANAGEMENT SYSTEM Two years ago, the Group introduced and started benefiting from the new employee-centric tool, Workday, to manage the key group HR processes with great success. Pernod Ricard has been able to measure the value of the investment done having streamlined business processes, set a common language, created unified and reliable information worldwide. It has significantly improved HR efficiency, facilitating decision-making to have the right talents in the right position with the right skills at the right time of their career. Employees and Managers, at the core of Workday and the HR Strategy more broadly, now have the perfect tool to access information about their position, career path, compensation, and evaluation at any time, from any place. They are fully empowered to promote themselves and be proactive with their career development. With the acquired experience since Workday launch, and the improved efficiency, Pernod Ricard is now committed to the continued improvement of employees’ experience by introducing additional functionalities that improve employees and managers interaction and dialogue. The Group continued to analyse and revisit on regular basis what has been done using agile ways of working, “Test, Learn and Optimise”. The Group further strengthened the annual year-end performance and merit process through the full integration of these in Workday. In addition to the deployments across affiliates of the new functionalities like the Training module, or the system for monitoring Absence and Time Tracking, the Group continued to leverage the technology for more efficiency, transparency, planning and forecasting accuracy in HR. This was achieved in a very agile and collaborative mode with the development and implementation of the Adaptive Insight module in Workday. A strategic project for Pernod Ricard, launched simultaneously in all Group affiliates and the one that allows HR to forecast, plan and manage employees related costs, which represent the biggest part in the total Structure Costs. Clearly understanding the importance of adoption, embedding and proficiency in new ways of working, in 2021 Pernod Ricard continued in a consistent and coherent manner to enhance the process efficiency and HR population capabilities through a strong change management plan with a massive upskilling effort within, which was delivered to HR community through 184 e-learnings and toolkits, and 95 training and Q&A sessions. This ambitious initiative will ensure that HR effectively embeds the new ways of working, and pro-actively partners and supports managers & employees to co-create their unique experience at Pernod Ricard.

“LET’S TALK TALENT” OUR PERFORMANCE MANAGEMENT & DEVELOPMENT PLANNING PROCESS Pernod Ricard employees and their performance are the foundation of the Company’s success. Building on the process launched last year “Let’s Talk Talent”, the assessment of the “how” has been implemented in the performance process through the annual performance review. How you do things is as important as what you do. Employees are evaluated not only on what they achieved but also on how they achieved it through the leadership attributes. Let’s Talk Talent is intended to provide a systematic process, which is comprehensive, fair, and developmentally focused. It enables Pernod Ricard to identify skills and competencies required to support its strategic plans and encourages a diverse high performing culture. This process, together with the assessment of individuals’ potential to grow through their Learning Agility, forms the basis for identifying and developing talents in the organisation for career development and succession planning. Last year 76% of employees participated in the Let’s Talk Talent process. To achieve this, employees are taking ownership of their career development. For development to make an impact, employees must be clear on what skill or behaviour needs to be improved and express a willingness to be challenged. An important mind-set shift has been supported to build a culture of feedback encouraged between Manager and employee throughout the year. Pernod Ricard offers employees resources that provide them with development ideas so that they are empowered to develop their career. PERNOD RICARD UNIVERSITY Pernod Ricard University actively partners with the business and HR Departments to identify Learning & Development needs and then design programmes with high-end institutions, consultants, and internal experts. Pernod Ricard learning offer is based on co-creation, blended learning, dynamic sessions built on the 70/20/10 approach to upskill teams and employees, which this year trained 98% of employees. L&D programmes are rolled out and delivered online, locally or at the historical Domaine de La Voisine near Paris, a place acquired by Paul Ricard in 1957, and transformed into a state-of-the-art campus in 2017. The site is again operational after the lock-down and is welcoming learners from both Pernod Ricard and other leading companies. Participants there find themselves in a cohort comprising colleagues from different parts of the world with different backgrounds and from different cultures. As Responsible Hosts we create special moments for all the learners, ones that enrich them professionally and personally and thus we share our values and culture and create that special bond which ties the group together and which Pernod Ricard calls “convivialité”. In 2021, the key priority was the massive upskilling in digital,: Pernod Ricard co-developed and launched the “D-Passport” – a Group-wide programme aimed at growing the knowledge and skills in digital, Agile Ways of Working and a Platform business model. The programme targeted to support the digital upskilling of Marketing, Commercial and Leadership teams. 5,898 employees were trained in a fully remote mode, based on customised leaning path, including series of micro-learnings, webinars, external speakers, quizzes, and tests.

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PERNOD RICARD UNIVERSAL REGISTRATION DOCUMENT 2020-2021