SOMFY // 2022 Annual Report

03 NON-FINANCIAL STATEMENT

The culture we aspire to is the foundation of SOMFY’s transformation and this constitutes a long-term asset for the company. Since 2021, SOMFY has integrated this new corporate culture and supported its managers in a broad leadership and cultureprogramme. Taking ownership of this culture takes place in several stages. In 2021, the Group’s top 80 managers, members of the “One Team”, participated in a series of workshops with acoaching firm specialising in transformation. In 2022, 250 senior managers, members of the “One Team Conference”, joined the programme. In a year, these roll-out modules represent more than 40 hours of workshops and coaching per employee. The five behaviours of the desired culture: Focus on customers: develop activelistening and problem-solving skills to meet customer needs; – Play One Team: establish effective collaboration between functions, put the interest of the Group above that of the team, and build – diverse and inclusive teams; Take responsibility: make each employee committed and responsible for implementing the priorities in order to deliver with the – expected level of quality and an appropriate sense of urgency; Grow and learn everyday: as employee development is an essential part of this desired culture, everyone must be able to play their part – in coping with constant change. Therefore, opportunities for development must be seized and encouraged by managers. Feedback is becoming an established practice at the heart of the dialogue between the manager, his employees and his peers, in order to progress but also to facilitate mutual adjustments. It allows to try out differentways of doing things, in full transparency with one’s manager; Act authentically: employees must be able to express their ideas, to say transparently and without fear what they are good at, and what – they need others to do.

ENSURING THE SUSTAINABLE EMPLOYABILITY OF EMPLOYEES

SOMFY has always put people at the heart of its corporate project since the Group firmly believes that it is through people that it will make the difference in all that it does. SOMFY thus seeks to offer every employee a plan that enables them to develop their internal and external employability in a sustainable manner. The company is a place of life in which every person can grow, both professionally and personally. Conditions in the workplace and under which they perform their role, and maintaining the health and safety of everyone are priorities of the Group’s social strategy. Ambition 2030 outlines the Group’s socialstrategy, the main actions of which are described in theparagraphs below.

BECOMING A LEARNING ORGANISATION

ROLLING OUT CAREER DEVELOPMENT REVIEWS TO ALL EMPLOYEES — As part of the HR cycle, employees have a development review once a year. The review is separate from the performance review and is dedicated to the career prospects and development of employees. Together with their manager, employees take stock of their experience and skills acquired and those to be developed. It is now a digital meeting that is rolled out across the Group. In 2022, 94.1% of employees benefited from this review, which enabled the identification of 4,340 development actions, i.e. an average of two actions per employee. SOMFY encourages employees to become actors in their own development and therefore in their employability. The Group promotes the development of business and technical skills as well as personal development, and applies the 70/20/10 model which structures learning into three parts: 70% through case study, 20% through social interaction and discussion with peers and 10% through traditional training.

OFFERING ACCESS TO SOMFY CAMPUS TO ALL EMPLOYEES —

In April 2021, the Group launched SOMFY Campus, its corporate university which offers development paths for all employees. These programmes enable the professionalisation of teams and the development of leadership and business skills. The following indicators reveal SOMFY’s growing results between 2021 and 2022 thanks to an educational effort in the roll-out of training:

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SOMFY – ANNUAL REPORT 2022