RUBIS_REGISTRATION_DOCUMENT_2017

CORPORATE SOCIAL RESPONSIBILITY (CSR) 5 Employee relations

Balanced breakdown of employees by age

Each age group is represented in a relatively homogeneous way in 2017, as in 2016.

5.1.5.3 INTERGENERATIONAL DIVERSITY

The age structure shows that the Group maintains broad intergenerational diversity in its headcount, which greatly enhances the experience of its teams.

The Group is enriched by the diversity of its employees, and strives to maintain a balance between generations.

12/31/2016

12/31/2017

Under 30 years

Between 30 and 40 years

Between 40 and 50 years

Over 50 years

Under 30 years

Between 30 and 40 years

Between 40 and 50 years

Over 50 years

Rubis Terminal (storage)

9% 34.9% 33.5% 22.6% 10.1% 33.7% 32.6% 23.6%

France

4.8% 35.3% 33.3% 26.6%

6.4% 34.7% 32.3% 26.7%

Outside France

16.2% 34.1% 33.8% 15.9% 18.7% 31.5% 33.3% 16.4%

Rubis Énergie (distribution / support and services)

12.1% 33.9% 30.3% 23.7% 12.3% 32.1% 31.4% 24.2%

Europe

11.5% 25.3% 31.2%

32% 12.2% 23.8% 31.3% 32.8%

33% 26.7% 12.9% 26.2%

34% 26.9%

Caribbean

11.9% 28.5%

Africa Rubis

12.6%

42% 27.6% 17.8% 11.8% 41.8% 29.3% 17.1%

12.5% 37.5% 18.8%

31% 7.1% 35.7% 21.4% 35.7%

12% 32.4% 31.5% 24.1%

TOTAL

11.8%

34% 30.6% 23.6%

• implementing a second-stage career review for employees aged over 50; • ergonomic training; • paying part of the cost of qualifications cer tifying skills learned through experience (the French validation des acquis de l’expérience program). For young employees, the Group encourages combined work-study programs, which it sees as a good way of bringing young people into the world of work.

Actions in favor of seniors and young people

socialcohesion.Assuch,theCompanyensures that the following goals are encouraged: • career development; • development of skills and qualifications; • knowledge transfer. Rubis Terminal is committed to working on: • keeping employees aged 55 and over in the headcount;

To promote knowledge transfer between generations andmaintain proximity between younger and older employees, in previous years, in France, Rubis Énergie and Rubis Terminal defined a policy in favor of older workers. For Rubis Énergie, employing older staff is a key means of promoting cross-generational

5.1.5.4 DISABILITY

The Group adopts a policy of openness towards disability, funding associations and institutions working in the field of health as part of its sponsorship activities (see section 5.3.2).

Rubis Terminal has also signed partnership agreements with organizations that help disabled people back into work and institutions operating in the sheltered sector.

For instance, for more than 20 years, the Rubis Terminal head office has been sourcing office supplies and maintenance products from two businesses employing workers with disabilities under the auspices of the Commission for rights and autonomy of disabled people (CDAPH).

2017 Registration Document I RUBIS 82