PERNOD-RICARD - URD 2020-21

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

Over the next two years, Pernod Ricard will focus on what holds Diversity together - Inclusion, meaning creating an environment in which everyone is valued for who they truly are, their experiences, perspectives and uniqueness fueling collective performance. To support this roadmap, Pernod Ricard launched in Spring 2021 a new Better Balance: Inclusive Diversity communication campaign, “Live without Labels”, the creative manifestation of our Better Balance ambition. Furthermore, a global inclusion survey has been launched in partnership with Catalyst, an

external partner with deep expertise. The ongoing focus is to target gender for internal development programmes to support the achievement of our 2030 target. The Better-Balance strategy is strongly anchored in the Strategic Talent Review process and a focus is made on identifying female talents from Band D and above as part of succession planning process and internal Finally, a D&I council has been launched with the participation of key senior leaders to sponsor and drive the D&I agenda worldwide. development programmes.

Policies

Targets

Progress in FY20

Progress in FY21

2030 S&R Roadmap

By 2022, ensure equal pay across the business (gender pay gap). By 2030, Top Management team (1) will be gender balanced (2) .

2.3% gap worldwide. 27% women.

1.8% gap worldwide. 29% women.

Internal definition: Band C and above. (1) Balanced teams considered achieved with a range of 40-60% of women and men. (2)

Actions plans and next steps Local affiliates’ leadership teams set up their own Better Balance for Better Business agenda, supported by the Global Initiative. Between 2015 and 2021, the proportion of women in the Group “Top 500” rose from 19% to 29%. The new HR Strategy, TransfoHRm, announced in 2018, is an inherently diversity-friendly strategy. TransfoHRm looked at ensuring that key processes like talent development and management are fair and equitable, supported by Workday, the Group HRIS global platform. Let’s Talk Talent is a consistent process, based on an objective assessment of performance and potential, which gives all employees equal chances to develop a successful and fulfilling career at Pernod Ricard. With the “How” of performance now as important as its “What”, with Managers better trained in performance evaluation and calibration, the process is designed to overcome the traditional pitfalls of talent management to make Pernod Ricard more open to diversity & inclusion. The Group has also become more visible on the Diversity challenge with an active participation in the main event of the last three editions of the Women’s Forum in Paris (10 delegates, participation to the CEOs’ workshop and event sponsorship). Finally, at the end of FY20, the Group Global Talent Management Director formally took on the additional responsibilities of diversity & inclusion to shift the focus of “Better Balance for Better Business” from the creation of more diversity to focusing on inclusion as a catalyst to accelerate Pernod Ricard performance. Regarding gender pay gap, the Company has delivered the second edition of the pay gap global project, partnering with an external independent specialist. This global initiative has entailed

an audit of over 70 countries. The objective is to identify the behavioural drivers and roots of pay gaps between male and female employees to ensure strict pay equity across the Group by providing a long-term systematic compensation review. Results for FY21 are showing great progress with a 1.8% gap worldwide, taking into consideration that 1% is not considered as a gap by external providers. The Group strives to attract and recruit young people through different types of contracts (apprenticeships, training, etc.). The Group also recruits and develops young graduates through VIE (international volunteers in business) and international young graduate programmes. These include the Jameson International Graduate Programme, Pernod Ricard Asia Regional Management Trainee Programme and the Martell Mumm Perrier-Jouët Ambassadors programme. Furthermore, Pernod Ricard University supports the work of the Youth Action Council (YAC) (1) . Regarding disability, affiliates comply with local legal requirements and efforts are made to improve the incorporation of workers with disabilities. In FY21, 55 affiliates worked on adapting premises and investing in appropriate equipment, providing training, and raising employee awareness, conducting joint projects with specialised establishments, participating in dedicated forums, recruiting workers with disabilities, etc. Twenty years ago, Pernod Ricard also signed up to the Business Workplace Diversity Charter, which aims to encourage the employment of different members of French society. This Charter bans all forms of discrimination in recruitment, training, and professional development.

Founded in 2013, the YAC is a think tank made up of nine employees under 30. They are asked to provide Top Management with their generation’s view (1) on Group strategic issues. The YAC has a two-year mandate to develop cross-company initiatives such as the “Green Office Challenge” or “Talent 4 Talent”.

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PERNOD RICARD UNIVERSAL REGISTRATION DOCUMENT 2020-2021