PERNOD-RICARD - URD 2021-22 EN

Corporate governance Management structure

2.13.3 The policy is based on reliable and consistent global talent identification and management processes, as well as succession planning focused on performance and potential. Considerable effort has been made in recent years to ensure the quality and objectivity of the assessment. This resulted in the implementation three years ago of the “Let’s Talk Talent” assessment and calibration process powered by the Workday platform, deployed globally, and which ensures the greatest possible consistency in performance assessment, personal development and career advancement for all our employees. In addition, in the wake of the global “Better Balance” initiative conducted from 2017 to 2019 on the two main dimensions of the Group’s diversity challenges (gender and nationality), the Senior Management and the Human Resources Department have been encouraged to identify measures specific to their own diversity challenges on at least these two dimensions and to make them objectives for the members of the affiliates’ Management Committees. Moreover, objectives have been defined for the Group’s Management bodies, identified as the “Top 500” (1) employees, and a series of actions have been taken to help achieve these objectives (2) .

Non-discrimination policy and diversity in Top Management

In 2019, Pernod Ricard’s Board of Directors, on the recommendation of the Nominations and Governance Committee, established binding objectives within its CSR roadmap relating to diversity in the Group’s management bodies: by 2030, the Group’s management bodies will have to include a minimum of 40% of each gender. In addition, Pernod Ricard estimates that it will achieve a 30% gender balance in its management bodies by 2025. All of the initiatives undertaken by Pernod Ricard in favour of diversity help to make all the processes that lead to the selection of candidates and their assignment to the highest positions of responsibility in the Company more equitable and have produced the following results over the recent period: for the Executive Committee, the proportion of women increased from 7% to 31.25% between 2015 and 2022; and for the “Top 500”, the proportion of women rose from 19% to 35% between 2015 and 2022. This diversity policy and the results obtained are presented annually to the Board of Directors by Senior Management.

2.

The “Top 500” comprised 457 employees in 2015, 484 in June 2021 and 498 in June 2022. It includes 49 different nationalities. (1) Note that the diversity policy within the management bodies is detailed in the Extra-Financial Performance Statement in section 3.3.2.2. (2)

99

Pernod Ricard Universal Registration Document 2021-2022