SCH2017_DRF_EN_Livre.indb

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Sustainable development Methodology and audit of indicators

64% scored in our Employee Engagement Index During the OneVoice satisfaction surveys, Schneider Electric employees are asked a series of questions; 6 of them are used to generate the Employee Engagement Index (EEI). The EEI is a standard international index. Employees are surveyed twice a year. All employees are surveyed (fixed-term contracts – including work/study participants – and permanent contracts). Employees are surveyed via email, for those who have a professional mailbox, or via kiosks installed in the plants for the survey (or access to an IT room), for other employees. The

These courses must benefit underprivileged people, being noted that each partner must be able to justify it, accordingly to the defined local benchmark. Contributions may be (cumulative possible): funding of electrical products and training equipment, knowledge transfer through trainer training, and support for future entrepreneur training. As a technical partner, Schneider Electric does not pay long-term operating expenses. This indicator was audited by Ernst & Young. 1,300 missions within Schneider Electric Teachers NGO Missions undertaken are performed: by Schneider Electric employees and retirees; on a voluntary basis (on leave); in vocational or educational NGOs (vocational and technical training, schools and universities, etc.); in NGOs fighting fuel poverty; in organizations and/ or companies supported by the Schneider Electric Energy Access Fund; primarily aimed at underprivileged young people; depending on the skills of the volunteer and the needs of the beneficiary (technical or non-technical needs); in the country of origin and/or abroad for variable periods of time. An international mission corresponds to the departure of a volunteer, for a period of at least 5 days. A local mission corresponds to the commitment of a volunteer to the Schneider Electric Teachers NGO during the year. A change in the calculation method for this indicator was made in 2016 in order to prevent a single volunteer taking action several times in the year in local missions from being counted multiple times. Given its insignificant impact on the score of the barometer, historical data has not been restated. With the newmethodology, the 2015 barometer score would have been 6.28/10 instead of 6.33/10 (published score). The organization of these missions is coordinated by a specific NGO called “Schneider Electric Teachers”. It works closely with the Access to Energy Training teams, the Fighting fuel poverty teams, the Schneider Electric Energy Access fund and Human Resources. Schneider Electric Teachers develops partnerships with local NGOs (ESF, ADEI, etc.). This indicator was audited by Ernst & Young.

survey is administered by an external party. This indicator was audited by Ernst & Young. 85% of employees work in countries with Schneider gender pay equity plan

This indicator measures the percentage of employees who work in countries where there is an operating gender pay equity plan, i.e. measurement of pay equity and, if pay gaps, corrective actions in place. Schneider Electric uses a common global standard methodology to identify gender pay gaps within comparable groups of employees and uses a country driven approach to address gaps with appropriate corrective actions. All permanent employees are included. Supplementary workers, fixed-term contracts, trainees, apprentices are excluded. This indicator was audited by Ernst & Young. 150,000 underprivileged people trained in energy management Through the deployment of professional training programs in energy management dedicated to underprivileged people, the objective is to enable these people to acquire skills to pursue a career that offers them, as well as their families, the means for a decent standard of living. In partnership with local and international NGOs and local authorities, the Schneider Electric Foundation and the Company’s local entities provide direct or indirect contributions to professional training centers. The objective is to help them improve the level of their full- time vocational training courses: a minimum of 3 months, (or totaling 100 hours), with diploma or certification in energy management.

2017 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC

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