Plastic Omnium // 2021 Universal Registration Document

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NON-FINANCIAL REPORTING DISCLOSURE The risk management and non-financial reporting of the Group

Performances MANAGER TURNOVER RATE

2019

2020

2021

Management turnover rate

14.57%

9.95%

13.82%

The economic recovery and the dynamism of the market in 2021 resulted in an increase in the turnover rate this year.

Absenteeism is also a key indicator to measure employee engagement. Within the Group, absenteeism remains at a very low level despite the Covid-19 health crisis.

ABSENTEEISM RATE BY REASON

2019

2020

2021

Absenteeism rate due to workplace accidents

0.02%

0.04%

0.04%

Absenteeism rate due to other causes

2.71%

2.54%

2.77%

TOTAL ABSENTEEISM RATE

2.73%

2.58%

2.81%

Such discrimination can have a number of consequences for a Group like Plastic Omnium: deprive the Company of the wealth of diversified talents representative ● of society and have an impact on its overall performance; cause a decline in the commitment of employees, who may feel ● negatively impacted or penalized by this discrimination; generate penal and financial penalties in cases of proven ● discrimination. Policies and procedures The diversity of talents and profiles within the teams is part of the richness of the Group. Plastic Omnium recognizes the need to provide an inclusive work environment for all employees, with particular emphasis on promoting the employment of young people, developing carrers for women and integrating workers with a disability. The Group’s commitment to the United Nations Global Compact in 2003 was the basis of its Diversity Policy. The fight against all forms of discrimination is regularly reaffirmed. It is incorporated into the Code of Conduct. Initiatives for women and young people are also markers in the ACT FOR ALL TM program. Plastic Omnium is convinced that diversity and inclusion are the source of better ideas and innovations that improve business performance. This is a major focus of its strategy, and is reflected in quantitative objectives throughout the organization and the implementation of an inclusive working environment. Diversity must be integrated into the corporate culture. This is why Plastic Omnium has developed a training plan to counter misconceptions and cognitive bias on these topics. The Group also wants to promote internal mobility and career opportunities for women by favoring local initiatives. Plastic Omnium also developed a gender parity performance index in 2021. Created to assess the wage gap, it will then be shared with all employees and, following its analysis, which began in July 2021, an action plan will be drawn up to eliminate the differences observed.

In order to measure the effects of Group's programs and initiatives on employee engagement, in 2021 Plastic Omnium worked on a new internal survey that will be rolled out in 2022. The survey will look at the needs and expectations of employees, measure commitment via a recognized indicator (Employee Net Promoter Score – ENPS), while identifying potential drivers for improving the employer brand. In parallel, and in order to conduct discussions on the strategic changes to be made, working groups involving Plastic Omnium’s top management (the Group’s 70 most senior executives), launched in 2020, continued in 2021. Discussions focused on the following priorities: diversity; ● market fragmentation; ● carbon neutrality. ● Each of these topics is covered by a dedicated operational roadmap: the subject of diversity is broken down into a plan aimed at raising ● awareness among all employees of its value, and encouraging local actions. It also supports the WoMen@PO network of internal employees dedicated to the development of gender diversity within teams and the professional development of female employees within the Company. as the automotive sector evolves differently in different regions, this ● requires the Group to continue to adapt its organization to maintain its operational efficiency; the carbon neutrality roadmap was unveiled in December 2021 with ● operational targets extending to 2030. EQUAL OPPORTUNITIES/DIVERSITY AND INCLUSION Risk description Generating voluntary or involuntary discrimination could penalize overall performance and make career opportunities more difficult for certain populations (minorities, people with disabilities, women, young people). This also prevents the creation of a favorable environment for the long-term integration of these populations.

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PLASTIC OMNIUM UNIVERSAL REGISTRATION DOCUMENT 2021