PSA_GROUP_REGISTRATION_DOCUMENT_2017

DECLARATION ON EXTRA-FINANCIAL PERFORMANCE Human Resources: Enabler of Performance

COMPANY AGREEMENTS DPEF.8 DPEF.9 Groupe PSA is committed to driving a collective agreements policy based on a sound understanding of the Company, which looks for innovative solutions and shows its capacity to conciliate the Company’s economic and social priorities. In 2017, 122 company agreements were concluded, 92 of which were outside France. Worldwide, 95% of Group employees are covered by a collective bargaining agreement at sectorial and/or company level. In July 2016, Groupe PSA and five unions that together represent 80% of employees signed an agreement called the “New Momentum for Growth” in France. The goal of this agreement is to endorse the enactment of the Push to Pass strategic plan and as such support the Group’s growth and bolster its performance, helping the Company get ahead in its employees’ interest. With this agreement, Groupe PSA is aligning itself with a policy of responsible employment that anticipates transformation, enhances workers’ employability and secures careers both internally and externally. A voluntary policy of employing young people is in place, resulting in the inclusion of 2,000 young people per year (work-study students, interns, CIFRE [industrial training agreements by research] PhDs students and international corporate volunteering contracts (VIE)). It is projected that 1,000 permanent contract hirings are scheduled during the term of the agreement, and the Group has committed to awarding 50% of its junior positions to recruits benefiting from the policy to hire young people. One year later, the commitments given in this agreement have

come to fruition. For example, as a result of the co-construction practised following this agreement, the discretionary profit-sharing agreement was renegotiated and an additional profit-sharing payment was granted in 2017 to link the two systems. A new form of health and personal property insurance was created. A learning booster event was organised on 17 October 2017. The innovative remote working system was implemented and almost 20,000 employees have used it. The action plans drafted as a result of the agreement are implemented and monitored over the 2016-2019 period. The agreements concluded with unions in other countries also helped support Company transformation and manage employment in a responsible and concerted fashion, adapted to the local economic and social context. LISTENING TO EMPLOYEES Groupe PSA is committed to informing and listening to employees and to implementing participatory initiatives. The Group has a set of tools for measuring the satisfaction of employees and better assessing their aspirations. Regular surveys conducted by a market research institute assess employee satisfaction and confidence levels. The Workplace Stress Measuring and Monitoring Programme (see Section 2.4.4 on Well-being, health and safety at work) provides a regular assessment of a motivation index and illustrates the factors effecting motivation.

A responsible employment policy 2.4.2

To achieve its transformation plans, the Groupe PSA engages in responsible employment, with a will to anticipate transformations ongoing dialogue with employee representatives and promotes a and boost its workers’ employability by safeguarding careers. contractual approach. The Group operates according to a policy of Workforce NUMBER OF EMPLOYEES UNDER PERMANENT OR FIXED-TERM CONTRACTS OVER THREE YEARS DPEF.1.A (at 31 December)

2015

2016

2017

PCD Automotive Division

95,669 54,340 85,218

89,927 55,525 79,818

85,797 50,774 86,319

o/w PSA Automobiles SA

Faurecia

Other Businesses

1,270

411

811

TOTAL

182,157

170,156

172,927

For information purposes, the workforce of Opel Vauxhall, which was acquired on 1 August 2017, accounts for 37,544 employees.

The abbreviations CDI and CDD stand for, respectively “permanent employment contract” and “fixed-term employment contract”. The fixed-term contracts include apprenticeships, skill-acquisition contracts and CIFRE contracts for PhDs students. The workforce is assessed on 31 December of each year and is not adjusted to reflect any changes to the scope. Numbers employed in the Automotive Division comprise the companies within the PCD scope (Peugeot, Citroën and DS). Employment data for OV (Opel Vauxhall) are not included in this report and will be consolidated as from January 2018.

The decrease in the Faurecia workforce in 2016 is due to the disposal of the Faurecia Automotive Exteriors activity on 29 July 2016. The appreciable increase in Faurecia’s workforce in 2017 arises from sustained activity and numerous programme launches, and from the integration of new legal entities in China and South America, particularly in Brazil with the consolidation of a joint venture formed with Magneti Marelli. The decrease in workforce in the “Other businesses” category in 2016 is linked to the completion of the implementation of the partnership between Banque PSA Finance and Santander Consumer Finance, which resulted in the creation of five new joint ventures. The increase in 2017 is mainly due to the reassignment of employees to the PSA holding company when it settled its headquarters in Rueil-Malmaison in September 2017.

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GROUPE PSA - 2017 REGISTRATION DOCUMENT