SOMFY // 2022 Annual Report

03 NON-FINANCIAL STATEMENT

The efforts made to implement internal mobility are reflected in growing results between 2021 and 2022.

– particular attention will be paid to applications from people whose positions are considered to be under threat or sensitive/critical in order to support possible organisational or job changes; – managers are responsible for organising and carrying out the integration process and the employee skills development plan to support mobility; – SOMFY is committed to ensuring that each employee receives information on the outcome of their application, whether or not they are selected for the position in question. If unsuccessful, the applicant is supported to strengthen their development plan and their next career steps.

RAISING THE INTERNATIONAL PROFILE OF THE TEAMS —

SOMFY’s international profile was further boosted in 2022. Many mix cultures establishes English as the common language. This recruitments are made with this in mind, either by recruiting gives more opportunities for mobility to non-French speaking people of different nationalities or by giving foreign employees employees and makes SOMFY more attractive. In addition, an responsibilities within the so-called “Group” teams. This progress international mobility management procedure is now in place: it was accelerated thanks to the development of the smart working provides a more reliable framework for the expatriation or policy, which reaffirmed SOMFY’s desire to recruit internationally, secondment of certain employees, from a legal, salary, for example by offering the option to work remotely to more accommodation or transport point of view. employees and creating a “remote worker” status. This drive to

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SOMFY – ANNUAL REPORT 2022