PERNOD-RICARD - URD 2020-21

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

Key Performance Indicators REPRESENTATION OF WOMEN AT 30 JUNE (PERMANENT CONTRACTS)

FY21

FY20

Number and %

Group employees

6,658 (37%)

6,952 (38%)

Non-managers

3,871 (35%)

3,656 (35%)

Managers

2,787 (42%)

2,936 (43%)

Top Management

135 (27%)

136 (29%)

Management Committees of affiliates

26%

27%

This breakdown can be explained by the Group’s significant presence in countries where the labour market is male-dominated, such as in India, where men make up more than 88% of the workforce. In the managerial population, the proportion of women has been constantly increasing over the last decade – from 30% in FY12 to 43% in FY21.

BREAKDOWN OF POSITIONS WITH PERMANENT CONTRACTS FILLED BY WOMEN

FY21

FY20

Number and %

Internal transfers

314 (55%)

657 (45%)

External hires

903 (44%)

817 (46%)

3.3.2.3 Employee engagement & culture Since it started to measure it, the Group has had a very high level of employee engagement.

Employee engagement & culture, working conditions and health & safety

The Global Employee Engagement Survey, “I Say,” has been reinvented and in partnership with Glint, Pernod Ricard will be deploying the 6 th edition of “I Say” in September 2021. The revised survey will empower managers and HR to leverage advanced analytics and insights to better understand employee’s needs. It has been improved with a more simplified structure that is supported by a digital platform which managers and HR will be able to access and extract results, being able to build targeted action plans. The results will be benchmarked against engagement data from external organisations.

FY17

FY19

Number and %

Employees that completed the “iSay” Survey**

88%

85%

Engagement rate (“iSay”)**

88%

88%

FY21

FY20

Number and %

Total departure rate* (1)

14%

14.6%

Number of resignations*

1,220

1,106

Voluntary departure rate* (2)

6.8%

6.4%

Absenteeism rate**

3.9%

4.1%

The rate of total departure is obtained by dividing the number of departures by the average workforce with permanent contracts. (1) The rate of voluntary departure is obtained by dividing the number of resignations by the average workforce with permanent contracts. (2) Permanent contracts. * Fixed-term and permanent contracts. **

Welfare, social protection and labour relations POLICIES AND OBJECTIVES Compensation policy The compensation policy reflects the decentralised business model, except for Group Senior Management, whose compensation is overseen by Headquarters. Each affiliate manages its policy locally while upholding a set of common rules. These include developing a performance culture and offering compensation that is competitive locally, leveraging external benchmarking and compensation data. This also involves setting up straightforward, meaningful, and motivating compensation packages.

Total payroll is included in Note 3.5 – Expenses by type to section 6 “Consolidated financial statements” . This year, payroll represented 13.8% of net sales. Signature of labour agreements Each year, the affiliates sign roughly 150 agreements with the various social partners worldwide, thereby encouraging improved social dialogue. The number of agreements signed depends on changes to local legislation. The agreements signed by affiliates during the past year mainly covered compensation and profit-sharing, group welfare schemes, remote working and occupational health and safety.

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PERNOD RICARD UNIVERSAL REGISTRATION DOCUMENT 2020-2021