Sopra Steria - 2019 Universal registration document

4 CORPORATE RESPONSIBILITY

Social responsibility: A committed and responsible collective

The average age of employees on permanent contracts is 37.8, with an average length of service of 7.1 years (stable compared with 2018). Female representation in the Group’s workforce increased slightly, from 31.6% in 2018 to 32% in 2019, with women holding 29.5% of engineering, consulting and project management positions (up from 27.9% in 2018). It remains higher than the overall proportion of women in scientific careers (28%). Progress was made in France, India, the United Kingdom and Tunisia with a significant increase in the proportion of women recruited in these countries. COMPENSATION 2.2.2. The Group’s compensation policy is a management tool based on recognising each individual’s contribution to the Group’s performance, over and above the requirements of local legislation. It is based on the principle of fair treatment and supported by a system of personalised annual performance appraisals for all employees. Compensation offered is in line with local regulations and exceeds the minimum wage (where one exists) in countries in which the Group has a presence. Principles governing the breakdown of and changes in compensation apply across the Group and are based on the following:

fixed compensation: in keeping with the level of responsibility, p consistent with the Group’s Core Competency Reference Guide; variable compensation: to encourage individual and collective p performance for some employees, notably managers, sales staff and experts; an international Group employee share ownership programme to p give all employees a more meaningful stake in the company’s performance. 2019 achievements The ratios set out below are the fruit of a policy aimed at harmonising HR processes so as to promote fair treatment across all countries in which the Group operates: ratio for the top 1% of high earners in the Group (99.8% of p the Group excluding interns, work-linked training students and acquisitions): 85.5% of employees work in a country where the average of the top 1% of salaries is less than 4.5 times the average salary in the country (stable compared with 2018 despite the expansion in scope), fairness ratios for the Chairman and the Chief Executive p Officer are detailed on pages 88, 89 and 95 of this Universal Registration Document.

Ratio of the average top 1% of salaries to the average annual salary

% (2019)*

% (2018)**

Under 4.5

85.5% 14.4%

84% 16%

4.5 ≤ x ≤ 5

Over 5

0.2%

0%

99.8% of the Group workforce (excluding Cassiopae Tunisia) excluding interns and acquisitions. * 78% of the workforce (Benelux, France, India excluding Cassiopae, Italy, United Kingdom and Scandinavia) excluding interns and acquisitions. **

WORKING CONDITIONS AND ORGANISATION 2.2.3. The Group’s policy on the organisation of work schedules is designed to promote work/life balance. Part-time working is never obligatory and is always a matter of individual employee choice. Sopra Steria approves requests for part-time work whenever they are compatible with the requirements of the departments or projects concerned.

2019 achievements In 2019, 5.9% of Group employees were part-time (compared p with 6.1% in 2018). Findings of the Great Place to Work survey : 82% of p employees responding to the survey felt that “I can take leave when I consider it necessary”.

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SOPRA STERIA UNIVERSAL REGISTRATION DOCUMENT 2019