PSA - 2019 Universal Registration Document

DECLARATION ON EXTRA-FINANCIAL PERFORMANCE Human resources: driving Groupe PSA transformation

PART-TIMEEMPLOYEES(PERMANENTOR FIXED-TERMCONTRACTS) (At 31 December)

Europe Rest of the world

Total

Automotive division

10,660

0 7 0

10,660

Faurecia

699

706

Other Activities

30

30

TOTAL

11,389

7

11,396

At 31 December 2019, the Grouphadmore than 11,000 part-timemployees. 39% of these were womenand61%were men.

Diversity and equal opportunity 2.4.5.

By encouragingequal opportunityand founding its practices on objective criteria based on skills and results, the Group is encouraging the commitmentandmotivationof eachemployeeand developing acultureof performanceandeconomicefficiency. This societal challenge concerns all the Group’s host countries. Stakeholderswere includedin this commitment hroughthe signing of a GlobalFrameworkAgreementon corporatesocialresponsibility which sets out non-discriminationand equal treatment rules. All stakeholdersare thus involvedin practisinginclusivemanagement, taking skills into account in hiring and career development, recognisingmerit and preventingall forms of discriminationand intolerancetowardsdifferences. GENDER EQUALITY DPEF.12  2.4.5.1. Groupe PSAhas adoptedfor the past 15 yearsa proactivepolicyto promotinggenderdiversityand professionalequalitybetweenmen and women. In view of its traditionallymale sector of activity, Groupe PSAconsidersthe feminisationof its core businessesand key positions as a fundamental objective of its responsible developmentandof employee’s well-being at work. The Grouphas designeda new long-termobjectiveto this policy.It is basedon a businesscase of genderdiversityheld as a challenge for the transformation of the Company through creativity, performance and development of new businesses in digital activities.This objectiveis brokendown into two indicatorsand is planned for the mediumand long term as follows (indicatorsnot including Faurecia): genderdiversityof top management:20% by 2021, achievingan n equal ratio that eliminateswomen under-representation in top management.30% by 2035 for doing better and supporting Company transformation; gender balance in our recruitment and development of our n attractiveness:30% by 2021 by developinga women’s friendly employer brand. 50% by2035 tolook like ourcustomers. Consideringthat the presenceof womenin managementpositions is of particularimportanceto bring about cultural and sustainable change, the indicator of gender balance of senior and executive managersis a key indicatorof the Group.In 2019,the proportionof femaleseniorandexecutivemanagerswas 17.6%.Groupe PSAhas a comprehensive policy that includes all professional levels and measuresprogress.The rate of women is 16.7% for the Executive Committee, 15.8%for the Top 100,20.5%for managers,figuresto be compared with an overall women rate of 18% for all Group employees (not including Faurecia).

The Frenchlaw of 5 September2018 introducednewmeasuresfor professional equality between men and women. In particular, it imposes an obligationof results on companiesby measuringan index that measuresequal pay. For its first edition, calculatedon 2018 data, the index standedat 89 pointsout of a scale of 100 for PSA Automobiles.For 2019, the index stands at 94 pointsat PSA AutomobilesSA, 91 points at PeugeotS.A., 84 pointsat PSA retail FranceSAS.This outcomeshowsthe absenceof pay gapsbetween womenand men, at comparablepositionsand ages, and the same chance of having a pay increase or promotionfor women as for men, in the Group. It is the result of the policy being applied for 15 yearswithin the Company. Groupe PSAwas the first companyto receive“WorkplaceEquality” certificationin France in 2005. The renewal of this label in 2017 marks the Group’s long-term commitment and ongoing progress. On an internationalscale, the Global FrameworkAgreement on Groupe PSAsocial responsibilityis committedto exceedinglocal legal requirementsin applying and promoting the fight against racism, sexism, xenophobiaand homophobiaand, more generally, against intolerance of differencesandensuring respect for privacy. The hiring channels are diversified, in particular in building partnershipswith academic organisationsand state employment services,developingonline job offers and using social networksto reacha wider public.The Groupstrivesto ensurethat no stagesin the hiringprocessare discriminatory.A best practiceguideis given to recruitersand a serviceagreementconcludedwith linemanagers involved in recruitment, setting out the assessment procedures. Candidates are selected objectively using tools such as the skill-based and simulation-based recruitment method. The Group contributesto the formulationof public policiesput in place in various countries to promote diversity and prevent workplacediscrimination. In France,in 2009,the Groupwas one of the first French companies to obtain the Diversity label in recognition of the Group’s human resources policy and best practice in promotingdiversity,equal opportunityand preventing discrimination.Groupe PSAhas maintained its commitment and obtained this label again in2012 and2018. ANTI-DISCRIMINATION POLICY 2.4.5.2. AND PROMOTION OF DIVERSITY  DPEF.14 

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GROUPE PSA - 2019 UNIVERSAL REGISTRATION DOCUMENT