TELEPERFORMANCE_Registration_document_2017

ENVIRONMENTAL, LABOR AND SOCIAL INFORMATION

5.2 Staff information

5.2.8 Professional development

5.2.8.2 LeAP LeAP ( Leader Acceleration Program ) is a management training program set up by Teleperformance Portugal in partnership with a number of local universities. The program includes a one-month operational placement in one of Teleperformance’s non-European subsidiaries and an intensive 5-month preparation course, after which the “LeAPers” are capable of directing operations and managing multicultural teams. The program is organized into three phases: ■ at Teleperformance Portugal, the LeAPers receive training in financial control; ■ they are then sent on a one-month placement in one of the Group’s non-European subsidiaries, where they learn new methods and share experience and know-how with colleagues from other cultures; ■ lastly, they take part in the JUMP training program in order to diversify their knowledge and perfect their leadership skills. 5.2.8.3 External training All of the Group’s Latin American subsidiaries have signed agreements with universities located in cities where we operate to offer Teleperformance employees reductions on tuition fees. Accordingly, in Mexico agreements have been signed with 31buniversities and technological institutions in the 10bcities where the Group operates, offering reductions of 10% to 70% on tuition fees for Teleperformance employees. The guidelines for hiring and promoting employees drawn up by the Group specify: “Selection shall be based on work-related factors and shall offer equal opportunities to all candidates, independently of personal characteristics such as race, color, gender, religion, political opinion, nationality, social origin, age, health, union membership or sexual orientation”. Furthermore, employees will be selected on the basis of their ability to perform the work, and no distinction, exclusion, or preference based on other criteria shall be acceptable. 5.2.9.1 Measures taken to promote gender equality All the quantified data presented in this section excludes the subsidiaries in the United States, for which information on employees’ gender cannot legally be provided. The Group indiscriminately employs men and women, the latter accounting for 52.69% of employees at December 31 st , 2017 ( versus 53% in 2016).

Our primary aim is for our employees to be proud of belonging to our Group, thanks to genuine career fulfillment in a working environment that encourages performance and skills enhancement. Teleperformance has introduced a set of measures to help employees and drive their professional development. 5.2.8.1 JUMP Designed solely for Teleperformance employees, JUMP is a career development program created to identify high-potential employees and prepare them to take on leadership positions in the Company. The objective is to prepare employees to become leaders at all levels of operation by progressing from agent to supervisor, from supervisor to coordinator and finally, from coordinator to manager. The JUMP program is based on a training program that offers technical and behavioral training, as well as personal development plans. JUMP guarantees the recognition of talent, quality of leadership and the best possible use of our training methodologies. The program clearly shows all our employees what the Company expects from them and how they may progress within our organization. Teleperformance also offers employees special support and orientation in the development of their career plans. In January 2015, Teleperformance launched its equal opportunity employment policy. This policy is based on Principle 6bof the United Nations Global Compact: “The elimination of discrimination in respect of employment and occupation.” The goal of Teleperformance’s equal employment opportunity policy is to provide instructions to the subsidiaries to ensure that they follow a set of procedures designed to promote equal opportunities for employment, non-discrimination, diversity, inclusion and integration, and non-discriminatory hiring. Our policy also covers discrimination at work and in employees’ career paths within the Group. The Group’s subsidiaries strictly apply all the principles of the United Nations Global Compact, and specifically Principles 1, 2band 6, which deal with respect for human rights and eliminating discrimination in employment: 1. Businesses should support and respect the protection of internationally proclaimed human rights; and 2. Ensure that they are not complicit in human rights abuses; 6. The elimination of discrimination in respect of employment and occupation. 5.2.9 Diversity and equal opportunity

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