Saint-Gobain // Universal Registration Document 2021

Corporate governance Compensation of the management and governing bodies

Compensation of members of the Group’s Senior Management 2.3

Compensation paid to members of the Group’s Senior Management is set at a level consistent with compensation packages offered by comparable groups. It is determined and reviewed, among other things, based on the results of specific surveys from specialized consultants commissioned by Group’s Senior Management. In addition to a fixed portion, it consists of a variable compensation set at a reasonable proportion of total compensation, the purpose of which is to reflect the manager’s personal contribution to the Group’s growth and results. This principle has now been extended to all managerial staff. The performance objectives used are based on financial indicators such as Return On Investment (ROI) and Return On Capital Employed (ROCE), as well as personal objectives such as developing a certain type of business or entering a new geographic market. Most often, a safety indicator is also applied. In this way, management compensation is clearly linked to performance and to the achievement of objectives that promotes a high level of personal commitment. Each manager’s compensation can fluctuate significantly from one year to the next, based on the results achieved.

Total gross compensation received in 2021 from the Group’s French and foreign companies by members of the Executive Committee as composed at December 31, 2021 (excluding the Executive corporate officers and excluding long-term compensation components), amounted to €10.8 million (versus €9.5 million in 2020), including €3.7 million (versus €3.2 million in 2020) gross variable compensation in respect of 2020, an increase compared to the gross variable compensation in respect of 2019. No severance payments were made to members of the Executive Committee as composed on December 31, 2021 (same as in 2020). Pensions and other post-employment benefits (Defined-Benefit Obligations in respect of length-of-service awards and pensions) accruing to the members of the Executive Committee as composed at December 31, 2021 (including the Chief executive officer) totaled €31.0 million at December 31, 2021 (versus €46.3 million at December 31, 2020) (see Note 6.2 of the consolidated financial statements, Chapter 8, Section 1). Compensation allocated to Directors representing the Group (particularly members of Group’s Senior Management) in Group companies other than Compagnie de Saint-Gobain are either reverted to their employer company, or paid directly to that company. Group’s managers and officers, in France and overseas: managers with outstanding performance and high-potential managers (2,429), the main functional and operational heads of the Entities and Regions (68), Executive Committee (15, excluding the Chief executive officer). Grants to the Chief executive officer are detailed in the paragraph “Long-term Compensation policy” in this Chapter 5, Section 2.2.2.2. The beneficiaries of this plan are of 59 different nationalities and work in 66 countries. The performance share plan entitles beneficiaries to existing shares and therefore has no impact in terms of dilution. No stock option or performance unit plan was set up during fiscal year 2021. The other instruments designed to associate employees with business results are presented in Chapter 7, Section 2.3 and Chapter 4, Section 2.2.

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Long-term compensation plans (performance shares, stock 2.4 options and performance units)

Attribution policy 2.4.1 The objective of the Group’s long-term Compensation policy is to retain and motivate Group’s Senior Management, officers and employees, and to associate them with the Group’s performance, in particular through conditional allocations of performance shares, stock options or performance units to reflect their fulfillment of the Group’s long-term strategy. At the recommendation of the Nomination and Remuneration Committee, the Board of Directors authorizes the features of the performance share and stock option plans, as well as the identity of the beneficiaries. These plans are subject to a service condition and to the strict internal and/or relative performance criteria set by the Board (see below for details of each allocation). In 2021, it was decided, as in 2020, to only implement a performance share plan. This plan applied to 2,512 of the

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