PERNOD-RICARD - URD 2021-22 EN

Sustainability & Responsibility The four pillars of the Good Times from a Good Place roadmap

3.3.2

Valuing People

Convivialité is about sharing, warmth, care and respect for people everywhere. Pernod Ricard is committed to increasing diversity and fairness for all its people and empower people across its supply chain. This pillar is all about respect: for the Group’s 18,721 employees (FY22 average) as well as throughout its global supply chain. This means:

increasing employee loyalty and engagement; lowering supply chain risks; and

meeting rising consumer expectations around transparency. Due to the seasonal nature of its activities, especially during harvest periods, 5.3% of the annual average headcount is on fixed-term contracts. Rather than using contractors, Pernod Ricard prefers to hire this temporary workforce so that they can also benefit from its development and health & safety policies.

Talent management 3.3.2.1 Talent management is and will remain a key strategic priority. Pernod Ricard’s people strategy is based on the Group´s Leadership Attributes. These were rolled out across the organisation four years ago.

3.

Policies

Objectives

Progress in FY21

Progress in FY22

Performance

2030 S&R Roadmap

98% of employees

91% of employees

On plan

Pernod Ricard is committed to developing the

received at least one training during the fiscal year.

received at least one training during the fiscal year.

employability of all its employees throughout their working lives. This means offering all employees at least one future-fit training

In progress.

In progress.

In progress

session every three years to ensure their employability.

Objectives & Policies The Leadership Attributes represent the leadership behaviours Pernod Ricard needs to ensure its future success. They are embedded in its global Human Resources strategy through the annual performance appraisals, 360 feedback process, assessment centres and leadership development programmes. All these processes and programmes help Pernod Ricard´s employees grow their leadership skills and be better prepared to master challenges and drive change to deliver its business goals. The Group-wide HR strategy TransfoHRm is powered by a single Group-wide global digital platform, Workday. This sets the goal of making “Convivialité” a true performance driver by: putting the employee experience centre stage; recruiting diverse teams to improve individual and collective performance; and introducing a performance and success culture built around ownership and accountability, supported by digital tools. In the past year, Pernod Ricard has continued running 360 feedbacks to continue developing its leaders, promote the Leadership Attributes and further embed them across all affiliates. In FY22, 188 employees participated in the 360 feedback assessments with an overall satisfaction rate of 98%.

Action plans and next steps HR management system: Workday

The Group introduced and started benefiting from the new employee-centric tool, Workday, three years ago. This has been very successful in helping manage the key group HR processes. Pernod Ricard has been able to quantify the return on investment: having streamlined business processes; established a common language; created unified and reliable information worldwide. It has significantly improved HR efficiency, facilitating decision-making so as to put the right talent in the right positions with the right skills at the right time in their career. Employees and their managers now have a robust and reliable tool to access information about their position, career path, compensation and evaluation any time, any place. Employees are fully empowered to promote themselves and be proactive with their career development. With the experience built up since Workday’s launch and the improved efficiency, Pernod Ricard is now committed to introducing additional functionality to support the ongoing improvement of the employee experience. This will help improve interaction and dialogue between employees, managers and HR teams. The Group has continued to analyse and regularly revisit what has been accomplished using agile ways of working.

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Pernod Ricard Universal Registration Document 2021-2022