QUADIENT // 2021 Universal Registration Document

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

integration of people whose health prevents them from playing a full role in the workplace. Its primary aim is the successful integration of women and men with a physical or mental disability. ESPAS offers commercial and industrial outsourcing opportunities for companies, institutions and other organizations. Quadient has partnerships with ESAT (assistance and service centers helping disabled people into work) organizations. The company outsources activities such as providing offices with supplies and manual packaging or administrative and mechanical tasks. Quadient accounts 110 employees who have identified themselves with disabilities as part of the workforce. The Company seeks to facilitate their hiring and integration by offering adapted workstations where necessary. In France,

QUADIENT SUPPORTS PEOPLE WITH DISABILITIES Quadient continues to support people with disabilities, now having formed an "Empowered Community" for this impacted group where employees can discuss together and drive positive change on this topic. This Empowered Community is employee-led and sponsored by the Chief Transformation Officer. In 2021, focus topics of this group were “Awareness” and “Education” Under this thematic umbrella the community hosted among others all employee townhalls about “Digital Accessibility” and on occasion of the International Day of persons with disabilities. Also, on regional level Quadient is promoting inclusion. For example, in Switzerland, it has outsourced certain tasks, such as consumable order fulfilment or certain warehousing tasks to the ESPAS Foundation. This foundation works to promote the social and economic

Give all employees the opportunity and the means for personal development and to contribute to the Company’s success

Employees are essential to Quadient’s success and are the main driver of its performance. To recruit and retain the best talent in its key business areas, the Company aims to provide employees with an attractive work environment that encourages them to take initiative and work together to fulfil its mission: achieving sustainable growth for Quadient’s internal and external stakeholders.

Developing talent and skills is central to Quadient’s human resources policy. A particular challenge exists in terms of the transfer and acquisition of key or rare skills, specifically in the digital sector, which is highly competitive and constantly changing.

5

2021 Results

Initiatives

731 people joined the Company under permanent contract (304 female • and 427 male) and 69 under fixed-term contracts during the 2021 financial year (34 female and 35 male). As of 31 January 2022, 98.6 of staff have a permanent contract. • Employees on temporary contracts accounted for 3.78 of the Company’s • total workforce.

Recruitment of new staff

Retention of staff

The inclusion survey had an overall result of 76 . • The staff turnover is 15.34 (a) . • The absenteeism rate was 3 in 2021. • Wages and payroll charges represent 426.9 million euros. •

Increase staff commitment

Pay and recognition

80.67 of employees attended at least one training course in 2021. This • included 67.56 non manager employees and 32.43 managers. 4,033 employees trained and 7.46 hours of training on average per Full • Time Equivalent (FTE). 6.55 average hours for female and 7.06 for male. 65,534 hours of training including local and corporate training program. • 4,711 employees took a course on e-learning platform. • 18.15 on digital regarding the local training (e.g. software coding). • 48.14 e-learning hours. • 9160 hours delivered on the LinkedIn Learning platform. • 88.57 of the overall staff had an annual appraisal interview (among • 2,958 male; 1,445 female and 25 no gender declared) 1.69 million euros allocated to staff training •

Local training plans

Training budget

Digital, e-learning training

Annual appraisal interviews

Internal mobility 266 employees benefited from internal promotion. • Arithmetic average of the number of employees who left and the number of new hires, divided by the initial number of (a) employees at the start of the period.

117

UNIVERSAL REGISTRATION DOCUMENT 2021