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Sustainable development Committed to and on behalf of employees

solutions for energy management and automation – exposing students from all over the world to our employer brand. It is now established as a global initiative to attract female and male graduates for internship and/or ongoing talent fulfilment objectives. Over the years, the competition expanded its scope to become a truly global competition by opening its gates to students in all countries around the world. Students are asked to present a case study on efficient energy solutions in cities. Working in pairs with at least 1 female participant, students are required to propose creative (but viable) solutions for critical energy management and automation sectors in cities, such as: homes, buildings, industries, grid, universities, retail, water and hospitals. The Go Green in the City competition received a total of around 19,772 participants in 2017 and expanded its scope from 8 countries in 2011 to 180 countries in 2017. In these last 7 years, Schneider Electric has seen strong and increasing interest from students for this contest, especially from the new economies. 50% of the participants were female in 2017, confirming Schneider Electric’s commitment to Diversity and Inclusion. University partnerships Schneider Electric continues to focus on key relationships with a core selection of partner universities throughout the world. This enables a deep relationship to develop for the benefit of all. Relationships have primarily been developed with universities offering specialization that aligns with our business needs – most commonly in engineering, energy management or technology. A selection of initiatives is set out below: E sharing of our business acumen – for example competitions and guest lectures; E sponsorship initiatives; E on-campus recruitment events. This approach has enabled strong talent pipelines to be established for key target skills and greater awareness of Schneider Electric as an employer. Our employer brand, social media and recognition Social media plays a central role in our employer branding – enabling us to engage extensively with talent to showcase Schneider Electric as an employer and the diversity of our business. We also greatly value the opportunity social media gives us to have dialog and receive feedback. Supporting this, key achievements in 2017 include: E LinkedIn, the professional networking site, recognized Schneider Electric as one of the Top Companies in the world at attracting talent; E Glassdoor, the employer ratings site, recognized Schneider Electric as “one of the best employers in France” – through the ratings of our own people.

Employees are asked to fill out a short questionnaire evaluating their engagement and measuring the drivers of engagement such as diversity, learning, well-being, etc. This process helps the Group identify key avenues for improving major employee engagement factors. Analyzed by country and by unit, the survey results help to steadily improve employees’ commitment to processes and projects, the proper execution of which is crucial to both successfully implementing the Group’s strategy and satisfying its customers. A customer focus question was introduced in 2015 to measure if “at Schneider Electric we continuously seek ways to better serve our customers”. Managers are also involved in this process: over 3,300 managers receive a customized report. Following communication of the results, they have to organize feedback sessions with their team to foster dialog and build relevant action plans. A key performance indicator for the Group is the Employee Engagement Index, which is also registered in the Planet & Society Barometer. This Index enables Schneider Electric to compare itself with the best employers in the industry and the best employers in key regions of the world. In 2017, the Employee Engagement Index at Group level is 65% (+1 pt vs. 2016), above the industry average (60% – source: Aon Hewitt). For this type of indicator that measures the engagement of employees, every point is a stake. For the record, the Group started the measurement of this indicator in 2012 at 55%. More importantly, Schneider Electric looks very closely at the percentage of employees who are made aware of an action plan after the survey. In 2017, the result was 79% (compared to 68% at end of 2012, 78% in 2016). Employer Branding Our employer value proposition The Group is also looking to establish a strong name as an employer, and communicates around its Employer Value Proposition, which is closely aligned with the values of the Schneider Electric brand. We believe that great people make Schneider Electric a great company. Under our Meaningful Purpose to ensure “Life Is On” everywhere, for everyone and at every moment, we are committed to Innovation, Sustainability, Diversity & Inclusion and High Performance. Our Employer Value Proposition continues to evolve in step with the business. Making the emotional connection as to “Why Schneider Electric?” is fundamental in the ability to not only attract the best talent and be an “employer of choice”, but also to have it resonate as authentic with employees as a form of encouragement, motivation and inspiration. Flagship program: Go Green in the City Launched in 2011 by Schneider Electric, Go Green in the City is an annual international business case challenge for university business and engineering students around the world to find innovative

2017 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC

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