SCH2017_DRF_EN_Livre.indb

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Sustainable development Committed to and on behalf of employees

Focus on France In France, diversity and inclusion are longstanding priorities and a strategic asset. Gender diversity Equality between women and men is a major issue that has been addressed in France since 2004 with the signing of the Diversity Charter. The main objective is to deepen the commitment of men and women by ensuring that HR policies are favorable to the development of their careers. In France, Schneider Electric signed an initial agreement in favor of equal employment opportunity for men and women for Schneider Electric Industries and Schneider Electric France (SEI/SEF) in December 2004. This agreement was renegotiated and signed in 2012, and again in 2015. It sets 4 priorities: E recruitment: through raising the awareness of managerial teams about the interest of diversity within teams, and an upstream action plan involving schools and young graduates; E professional and career development: through the announcement of career opportunities, the analysis of career paths for operators, the preparation of personal career plans for engineers and executives, the development of women towards positions of responsibility; E actual remuneration and the closing of so-called “inexplicable” gaps through the allocation of an annual budget to reduce salary gaps between men and women, creating a framework of individual increases, individual salary review for employees returning from maternity or adoption leave; E work-life balance: by facilitating a work-life balance (remote working, meeting scheduling, management of the use of electronic messaging, part-time – or “flexi-time”), by offering support to parents (company crèches – increase from 78 to 83 places, support to pregnant women, specific support for maternity, adoption, paternity (or “settling in”) child-care leave, authorized absences to support pregnant women in three prenatal examinations). Schneider Electric has been a signatory to the Parenthood Charter since March 2008, and signed a partnership with the Ministry of Women’s Rights for the development of professional equality in France in April 2013. Regional agreements are currently being signed. Over recent years, new actions have been taken: the launch of Happy Men (men’s network), launch of an OPEN network (internal women’s network), college gender-oriented internships, conferences about parenthood for employees. Schneider Electric has also signed a partnership with the association Elles Bougent for the promotion of technical trades to young girls, participated in a 100% female recruitment forum in Paris, hosted at the head office of Rueil-Malmaison 120 young girls from middle school, high school and college in the context of Girls on the Move to discover our technical professions, and received 140 other girls with Medef. Schneider Electric has also continued its partnership with the C Génial Foundation for the promotion of technical trades among 1,200 students in middle and high schools with our network of 50 technical training ambassadors.

In 2017, 2 women from Schneider Electric were named among the 50 women who are building the future of the CAC 40 companies: Christel Heydemann, Country President France, Schneider Electric, and Cécile Venet, Plastronic Innovation Project Manager. Sexual orientation and gender identity As part of its commitment to LGBT topic (Lesbian, Gay, Bisexual and Transgender), Schneider Electric organized a conference in 2017 to explain to employees the importance of addressing this issue in the company. A LGBT France network has been launched, whose sponsor is the Director of Human Resources France. Lastly, Schneider Electric has joined forces for the May 17 day against homophobia. Disability To ensure equal opportunities for those with disabilities, all the Group’s teams cooperate to change behavior, improve practices, and involve all personnel in actively providing equal opportunities for the disabled: E the Recruitment and Mobility Unit utilizes partner firms and monitors compliance with equal treatment at all stages of the recruitment process; E theOccupational HealthDepartment is responsible for preventing individual and group disabling situations (ergonomics, desktop adaptation, musculoskeletal risks, etc.), retaining disabled employees and disability compensation; E the Purchasing Department specifies its requirements to temporary employment agencies and ensures compliance with commitments in terms of subcontracting to the protected employment sector. Schneider Electric signed a new Disability Agreement in France in January 2015. Within the scope of this Agreement, Schneider Electric committed to a voluntary approach to improve the dynamics of maintaining employment and helping disabled workers. We have reinforced the recruitment and integration of disabled workers. In 2017, 16 people with disabilities were recruited on work-study contracts and 10 on permanent contracts. In all, employees with disabilities accounted for 6.37% of employment at Schneider Electric in France in 2017, 2.93% of these in indirect employment (subcontracting to the protected and adapted sector) and 3.44% in direct employment. Schneider Electric subcontracts to the Établissements et services d’aide par le travail (ESAT – Assistance through Employment Entities and Services) for industrial work, landscaping services, catering and seminars. In Europe, the amount subcontracted to the protected employment sector represented EUR31 million in 2017, including: EUR14 million in France, EUR11.5 million in Spain, and EUR5.5 million in other European countries. In France, our proactive strategy of developing the service subcontracting axis was launched in 2014. The actions are very satisfactory in terms of volume and quality. This subcontracting accounts for 20% of total service purchasing.

2017 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC

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