SOMFY // 2022 Annual Report

03 NON-FINANCIAL STATEMENT

PROMOTING FAIRNESS AND INCLUSION IN THE TEAMS

STRENGTHENING GENDER EQUALITY

SOMFY places diversity and inclusion at the heart of its priorities. The Group considers that this diversity is a driver of performance and an important element of its societal responsibility. In this context, equality between women and men is being strengthened through numerous measures. In 2022, for example, 15 womenfollowed a “Women in Leadership”development programme (EVE and TREMPLIN programmes), whose ambitions are to support women in asserting their managerial style, to boost their self-confidence, to listen to inspiring testimonies, to raise awareness against prejudice and to create their own support network. RENEWING COMPANY AGREEMENTS —

Diversity and inclusion are at the heart of our people project and have been identified as major levers for collective performance. The gender discussion is one of the foundations of this. SOMFY aims to achieve 40% female managers by the end of 2030 (26% achieved by the end of 2022) and also to generalise the actions implemented by SOMFY ACTIVITÉS SA at Group level. Focus on SOMFY ACTIVITÉS SA Following on from a process of company agreements initiated in 2013, the company has renewed its commitment to gender equality at work through a three-year agreement for 2022-2024. This agreement falls under the umbrella of Group initiatives that are strengthened, tailored and completed at local level. The 2022-2024 three-year agreement for gender equality at work covers five themes – recruitment, remuneration, career development, work/life balance, and health & safety at work. This agreement sets two objectives for gender equality at work: – to reach 33% of women in “Managerial” positions by 31 December 2024 (30% at 31 December 2022); – to achieve 30% of women in Executive positions - category C3 (28% at 31 December 2022). In addition, in 2022, the company implemented the new Rixain law indicator on the share of women in its governance bodies (relating to the results of the 2021 financial year). The share of women currently represented in these bodies is 28% (score 2021). The 2022 score will be calculated in March 2023. The target set for 2026 is to reach at least 30%. In order to ensure compliance with this policy, the proportion of women in engineering and management positions is a criterion for the allocation of long-term incentives and performance-based shares to eligible top managers. The company ensures equal access to development initiatives and career progression. Specific resources have been mobilised to

support the proportion of women in the Engineers and Managerial Staff category, and each year funding of €25,000 is allocated to measures aimed at female employee development towards these careers. Seeking the balance between professional development and family responsibilities is at the heart of our concerns. Measures have been taken to promote fair distribution of family obligations - the employer’s share of pension contributions maintained in the event of parental leave; full salary guaranteed in the event of statutory paternity leave; length of service maintained by the employee during parental leave (against 50% according to the Labour Code currently); solidarity based savings account scheme for employees required to support a severely ill spouse or parent. Lastly, in order to respect the work/life balance and family responsibilities, flexible working time is facilitated. For example, employees in a team on rotating shifts can move to a team on fixed shifts until their child/children reaches/reach the age of three. Particular attention is also paid to the balance of professional training investments between the genders within the same comparison category. While health and safety in the workplace for all employees are a priority at SOMFY, specific attention is paid to the health of female employees. Measures are specifically financed to combat musculoskeletal disorders (MSD). An annual budget of €60,000 was dedicated over three years to the “Pro MSD” project to improve the ergonomics of production workstations, the majority of which are operated by women, which was successful. As part of the new three-year agreement, a new investment of €100,000 over the period will be dedicated to logistic positions in order to address, in a spirit of equality, the occupational health issues specific to the male employees of this site.

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SOMFY – ANNUAL REPORT 2022