PERNOD-RICARD - URD 2020-21

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

True to our S&R Commitments, the Group committed to raising knowledge and awareness around alcohol and responsible behaviours, reaching everyone in the Group and most of our employees already completed successfully our MOOC “Learn About Alcohol and Responsible Drinking”. The Group has also strengthen the culture of compliance by supporting the deployment of the “Code of Business Conduct”: a dedicated MOOC has been successfully completed by 13,212 employees. In the last two years, despite all the challenges faced due to Covid-19, the Group remained committed to grow talents by supporting them to acquire and enhance the needed functional skills. This ambition was achieved through the effective delivery of iGrow programmes in remote formats, ensuring that our talents can continue growing with no risk to their health and well-being. IGrow programmes started with Marketing and Commercial teams and continued with the strong delivery of iGrow Finance and the ambitious upskilling in operations. This dynamic and ambitious delivery allowed Pernod Ricard to embed continuous learning at scale and at speed, providing skills enhancement opportunities to more than 3,000 people in different functions, positions, and locations. Finally, PR University has enriched the learning offer through Leadership Curriculum by providing certification programs delivered in remote formats through partnerships with top world universities. The Group uses this to support key leaders in becoming more agile, digitally savvy, innovative and consumer centric to better prepare future-fit top leaders.

LEADERSHIP ASSESSMENT AND DEVELOPMENT PROGRAMS The Group has developed a full range of Leadership programmes designed in response to Pernod Ricard business challenges to better prepare top leaders, improving succession planning and career planning. In 2021, a total of 80 participants have attended Blenders, dedicated to Top Management to assess them against the newly Group Leadership Model. The objective is to reflect the skills and behaviours expected to lead teams and to provide participants with a benchmark for their professional development with Individualised Development Plans based on each person’s needs. In parallel, the Group continues to deliver key development programmes with Shakers for confirmed leaders and Mixers, for young aspiring leaders willing to be taken outside their comfort zone. Since the implementation of these programs, 229 participants have benefitted from “Shakers” programmes and 652 from “Mixers” programmes. The Group has also built Leadership Assessment and Development Centres, through an external provider, to assess capabilities and leadership potential, to identify strengths and competencies, to empower high potential individuals, and to better prepare them for future leadership roles. The goal is to encourage individual ownership of careers by all employees. The LeAD UP programme offers two-day sessions at which participants do individual interviews and case studies. They also receive an extensive feedback session and a participation to workshops. Over 157 participants did attend those development programmes in 2021.

Key performance indicators

FY21

FY20

Number and %

% of the payroll invested by the Group in training

1.7%

1.5%

Number of employees trained (1)

17,858

17,636

% of total workforce trained (1)

93.5%

98%

Training hours (1)

427,350

378,082

Average number of hours of training received by employees (1) per year

24

21

% of employees received at least one performance review (2)

93%

91%

Number of employees participated in the LeAD UP programme (2)

162

157

Fixed-term and permanent contracts. (1) Permanent contracts. (2)

Diversity & Inclusion 3.3.2.2 Policies and objectives As a consumer-centric Group, Pernod Ricard believes that its other dimension of diversity, as may be relevant in the various people need to reflect its consumers and the world in which it parts of the Group. Major global targets were set following the operates. Seen as a source of richness and a real performance campaign and became part of the 2030 S&R roadmap.

driver for the Company, Pernod Ricard has made diversity a focus for its leaders through the “Better Balance for Better Business” initiative. This programme aims to raise awareness on the value of diversity throughout the business with a focus on gender and nationality and laid the foundation to address any

Since the start of the Better Balance journey in 2015, Pernod Ricard increased the percentage of women in Top Management from 19% to 29%. And to move the needle even further, not just in terms of gender, but all aspects of diversity, the group have designed a new roadmap, "Better Balance: Inclusive Diversity".

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PERNOD RICARD UNIVERSAL REGISTRATION DOCUMENT 2020-2021