QUADIENT // 2021 Universal Registration Document

NON-FINANCIAL PERFORMANCE STATEMENT Social, societal, and environmental information

Create an inclusive and diverse culture indicative of Quadient’s equal opportunity employer philosophy Quadient’s growth is intrinsically linked to the diversity and complementarity of the skills of its workforce. The Company is proud of the multiculturalism of its teams, and relies on them to encourage innovation, creativity and collaboration. Quadient adheres strictly to a fair and equitable hiring process. By respecting all cultures and fostering an inclusive work environment, every employee is empowered to do inspired, passionate work and help the Company succeed. Quadient offers equal employment opportunities to all employees and applicants. The Company does not tolerate discrimination on the basis of age, race, gender, ethnic or social origin, nationality, language, religion, health, disability, marital status, sexual orientation, political or philosophical opinion, veteran or other status, trade union membership or other characteristics protected by applicable laws and regulations. All employees, regardless of job title or level, must be treated fairly in matters relating to promotion, training, hiring, compensation and termination. Quadient has set high ethical standards for everyone who acts on behalf of Quadient, and strictly prohibits any acts of violence, harassment and bullying, whether carried out by an employee or a non-employee. In 2021, four incidents of discrimination, harassment or unfair treatment have been reported. All of them were taken very seriously and have been subject to strict investigations. A remedial plan was conducted on each of them with disciplinary actions and obligations to take specific training on harassment. All the incidents have been closed during the year.

WELLNESS AND EMPLOYEE ASSISTANCE PROGRAM In 2019, the Company implemented an Employee Assistance Program to help employees deal with challenges and prepare them to be more effective and perform better at work and in life in general. Through this Program, employees and their families can access practical information and advice on a broad range of topics, from financial advice to addiction. Information can be provided over the phone or via meetings arranged at the employee’s convenience. The support is provided by Workplace Options, an independent company specializing in the provision of wellness offerings and employee assistance programs. In France, the program is managed by its French subsidiary Réhalto, and in the United States and Canada by Cigna. Employees can benefit from six free consulting sessions per subject and per year. For several years, the Quadient Wellness Program in the United States received the Platinum award from the Fairfield business Council in Connecticut as a Healthy Workplace. This program provides many resources and activities to help employees live healthier lives including wellness, health, and fitness seminars, webinars, and mental and physical challenges. In 2021, Quadient’s U.S. operations have also once again received a Gold award from the American Heart Association as a Heart Healthy Workplace.

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Initiatives

2021 Results

The Company inclusion index score was 73 . •

Inclusion survey

At 33.76 , the number of women in Quadient up 1 percentage point • compared with 2020. At the end of the 2021 full-year, female managers accounted for 27.6 of • the total number of managers. Women represented 21.8 of Senior Leaders. • Since 2020, Quadient has signed charters in France, UK, Germany, Austria, • Italy and Switzerland. In 2021 signed with the Valuable 500, CEO Action for Diversity & Inclusion, Stonewall. Employment rate of people with disabilities at Company level: 2.20 . • Employment rate of people with disabilities in France: 4.08 . • Board of Directors: 41.6 women at the end of 2021 (a) . • Executive committee: 7 . •

Gender diversity

Feminization of the governing bodies

Adhesion to inclusion & diversity charters

Employment of people with disabilities

Representation of employees per age category Under the age of 25 represent 2.6 of the workforce in 2021. • Between the age of 25 and 35 represent 21.80 . • Between the age of 36 and 45 represent 26.30 . • Employees between the age of 46 and 55 represent 27.90 . • Staff over 55 years of age account for 21.38 of the Company’s total • workforce. In accordance with French law and the Afep-Medef code, employee-representative directors are not taken into account (a) when determining the proportion of women on the Board of directors.

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UNIVERSAL REGISTRATION DOCUMENT 2021