QUADIENT // 2021 Universal Registration Document

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CORPORATE GOVERNANCE REPORT Remuneration report

To achieve the objectives it has set, Quadient has invested and will continue to invest in diversity and improving gender parity, when looking at the issue of women representation in the Board of directors, in executive management and in the management team, and by creating a positive environment not only for its women employees, but also for people of diverse backgrounds. Quadient's Chief Executive Officer and executive team members all have diversity and inclusion targets in their annual variable bonus qualitative objectives. As a reference, Quadient launched its inclusion and diversity policy on 23 October 2020. More information can be found here: https://careers.Quadient.com/ global/en/diversity-and-inclusion. Quadient's commitments are: create an environment of openness allowing all 1. employees to bring their whole selves to work and grow a sense of belonging. Quadient does not discriminate against any individual because of their age, gender identity or reassignment, marital or civil partnership status, pregnancy, paternity, maternity, parental or family status, race or ethnicity, nationality or national origin, colour, religion, disability status, sex or sexual orientation, veteran status, political affiliation, language, genetic information (including family medical history), or any other dimension of diversity. The Company embraces and encourages its employees’ differences and all employees will be treated fairly and with respect; build diverse talent and teams by attracting, recruiting 2. and hiring from diverse talent pools to enrich the organization; embed inclusion and diversity practices into all our 3. Talent Practices to ensure that the Company has a global workforce of talent to grow our leadership pipeline across the globe; set up empowered Communities to support an inclusive 4. culture and offer a sense of community and connection among employees; and to support diversity initiatives in Quadient’s external community through its philanthropy program; promote awareness and understanding amongst all 5. employees thereby developing an educated workforce on inclusion and diversity; and set measurable objectives for diversity and inclusion 6. which will be monitored and reviewed against the effectiveness of this policy and associated procedures. The initiatives put in place in 2021 are as follows: Company continues to invest in a Women’s Leadership program. This program is called “Empower” and is supported by Geoffrey Godet and Quadient’s management team. It is designed to provide insights, networking opportunities and practical skills focused on to address Gender Diversity in Leadership: the ●

both the challenges and opportunities for women in leadership positions. It is an opportunity to reflect, reframe and equip oneself to progress to higher positions in the Company. These women will network and thrive and in turn, share their success with other women and help them achieve success. It also involves creating a community of women to share experiences and knowledge and to give each other the mutual confidence to work in a male-dominated environment. This visibility of women in senior positions greatly encourages the recruitment of women from outside the Company. Recruitment also promotes diversity, and Quadient’s commitment to integrate more LGBTQ+ and minority people; launched a program called Empowered Communities which are employee-led and promote affinity groups within the company with 4 main focuses: Women, LGBT+, Disabilities, Ethnicity & Cultural Background; Quadient has also decided to take an active part in ● events dedicated to women’s rights, which help to develop the awareness of employees on this subject. Training for both managers and employees are available and promoted to help them fight against unconscious bias; to accelerate the acquisition of talents from diversity: ● Quadient has launched specific recruitment campaigns with the aim of diversifying the profiles recruited within the Company. PAY RATIO This presentation was made in accordance with the terms of article L.22-10-9 of the French commercial code. The ratios below have been calculated on the basis of fixed and variable remuneration, incentive schemes, profit-sharing and benefits in kind paid during the years in question, i.e. financial years 2018, 2019, 2020 and 2021, as well as free shares awarded during the same period and valued at their fair value. The disclosure of the financial elements changed marginally from the document presented last year for the years 2019 and 2020. These differences are due to a methodological change allowing to present the real and non retreated evolutions while the previous publications presented the organic changes. The calculation of averages and medians considers 1,115 employees for the 2021 financial year, excluding executive directors. This scope covers employees who have been continuously compensated by one of Quadient’s French entities and who were present for the entire financial year in question. As a result of the reorganization of Quadient and its subsidiaries implemented in 2018, Quadient is only materially able to report this information on a four-year basis and does not have the technical means for providing data prior to the financial year 2018. to create an inclusive environment: Quadient has ●

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UNIVERSAL REGISTRATION DOCUMENT 2021