Sopra Steria // 2022 CONVENING NOTICE

2 SOPRA STERIA GROUP PRESENTATION’S

Standardised presentation of compensation paid to company officers

The chart below shows how the pay ratios provided for by French Ordinance 2019-1234 of 27 November 2019 have varied over time. It presents: the change in the Company’s performance, with the extent to p which the quantifiable targets used to determine the Chief Executive Officer’s variable compensation (financial performance of the Company) have been met serving as a proxy for the Company’s performance;

the change in the amount and composition of the Chief Executive p Officer’s total compensation; ratios calculated relative to the average and median p compensation of employees across the extended scope (average 86% of the workforce in France over the period).

CHIEF EXECUTIVE OFFICER – PAY RATIO ❙ The chart has been prepared using the ratio calculated across the extended scope.

Chief Executive Officer’s compensation Average compensation

Chief Executive Officer’s compensation Median compensation

Ratio based on average compensation =

Ratio based on median compensation =

Ratio

Performance

10 15 20 25 30 35 40 45 50

120%

100%

80%

60%

40%

20%

0 5

0%

2017

2018

2019

2020

2021

Pay ratio: CEO’s compensation / Average compensation Level of quantifiable targets achieved by the CEO

Pay ratio: CEO’s compensation / Median compensation

CHANGE IN THE PERFORMANCE AND COMPENSATION OF THE CHIEF EXECUTIVE OFFICER ❙

Compensation (in euros)

Performance

2,500,000

120%

100%

2,000,000

80%

1,500,000

60%

1,000,000

40%

500,000

20%

0%

0

2017

2018

2019

2020

2021

LTI plan value at 31 December of the financial year Level of quantifiable targets achieved by the CEO

Benefits in kind

Annual fixed compensation

Variable compensation in respect of the financial year The apparent change in performance in 2020 was partly due to a methodological issue. One of the two quantifiable targets (revenue growth) only had a target level, without a threshold. As such, it could not be partly achieved. Its value is 0, with a weighting of 50% in the performance assessment.

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SOPRA STERIA NOTICE OF MEETING 2022