SOMFY - Annual financial report 2019

04 MANAGEMENT BOARD MANAGEMENT REPORT

ENSURING DIVERSITY OF EMPLOYEES WITHIN THE GROUP TO IMPROVE PERFORMANCE Given the nature of the Group’s activities and its presence in 58 countries, with a workforce comprising many nationalities, Somfy does not consider the issue of diversity to constitute a risk but rather an opportunity. Ambition 2030 also underlines the importance for Somfy of having diverse and inclusive teams, willing to welcome people with disabilities or with unusual professional This measure is intended to achieve better gender parity in the company. Within the scope of Somfy Activités SA, it is driven by an Agreement on Gender Equality in the Workplace, with in particular a renewed objective to achieve a rate of 30% female at manager level by 2021. This agreement also contains areas requiring attention in relation to remuneration. A process has been introduced to ensure that individuals on maternity and paternity leave are not excluded from wage increase. In 2019, as in 2018, Somfy achieved a score of 89 on the gender parity index within the scope of Somfy Activités SA. At Group level, in 2019 the ratio of men to women in the workforce was stable with a breakdown of 57% men and 43% women. backgrounds. Gender parity

introduction of lockout instructions during electrical work. ● Prevention of psychosocial risks

The prevention of psychosocial risks requires training that takes place either face-to-face or remotely (e-learning), as well a communication campaign. E-learning training on the definition of psychosocial risks is accessible to all Group employees. Somfy Activités SA managers received training on how to spot minor signs of cases of psychosocial risks. Lastly, a mapping of those involved in the prevention of psychosocial risks was conducted within Somfy Activités SA. Listening and personalised support service within Somfy Activités SA Somfy’s Management wanted to introduce an anonymous telephone listening and personalised support service. This service provides emotional support at difficult times, offering employees and managers information, guidance and assistance in seeking solutions appropriate to their situation. Results of the health and safety at work policy

The key performance indicator monitored concerns the rates of frequency and severity of accidents at work:

Frequency rate

57%

Female Male

6

5.33

4.79

5

4.58

4.21

4

2.84

2.81

3

43%

2

1

0

2018

2019

2018

2019

2018

2019

Industrial sites

Distribution subsidiaries

Consolidation

Severity rate

Combatting prejudice and exclusion

0.24

0.25

0.19

0.20

Through the Disability Agreement of 21 October 2019, the Management of Somfy Activités SA underlined its desire to initiate a drive and the mobilisation of everyone to promote the employment of workers with disabilities. This agreement, covering 2020-2022, is intended to improve the overall employment rate through action in the following areas: developing the recruitment of new employees with disabilities – on the various sites; improving measures to accommodate and integrate new – employees within the Somfy Activités SA sites; continuing to apply measures to retain employees in the – workforce, in particular through communication with disabled employees; developing relationships and framework agreements with – service providers in the sector, and enabling them in particular to gain new skills; improving communication with employees, and their managers – and those involved in the disabled sector in relation to the disability policy, raising awareness and training; maintaining the momentum of the disability policy. –

0.17

0.15

0.15

0.11

0.09

0.10

0.05

0.00

2018

2019

2018

2019

2018

2019

Industrial sites

Distribution subsidiaries

Consolidation

All the preventive measures related to accidents at work and musculoskeletal disorders have had a significant impact on both the frequency (5% reduction) and severity (17% reduction in days’ absence due to accidents) of work-related accidents. This reduction primarily relates to the industrial sites where the risk of accidents is the most significant. The other indicator monitored is the average number of days’ absence per individual: this indicator stood at 11.23 days in 2019 compared with 10.32 days in 2018. This increase was primarily due to a rise in the number of days’ absence for illness (up 10.7% in 2019 in relation to 2018) excluding occupational disease, work-related accidents and commuting accidents.

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SOMFY – ANNUAL FINANCIAL REPORT 2019