TELEPERFORMANCE_Registration_document_2017

ENVIRONMENTAL, LABOR AND SOCIAL INFORMATION

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5.2 Staff information

The Group has introduced a set of procedures and guidelines in order to promote equal treatment of men and women. These measures include: ■ in addition to Group guidelines, our subsidiaries implement local equal opportunities policies; ■ gender is not specified in JUMP, Teleperformance’s internal hiring process, and therefore cannot influence the recruiting officer; ■ salary bands, classification, career opportunities and work schedules are not based on gender; ■ Teleperformance affords special importance to gender equality and, to prevent any violation, the annual employee satisfaction survey includes an alert whenever a correlation is detected between the level of satisfaction expressed and the gender of respondents. This results in a very high proportion of women in management positions: 48.07% as of December 31 st , 2017bversus 46.9% in 2016. Each subsidiary rolls out additional initiatives geared towards gender relations in accordance with local cultural issues. For example: ■ in 2014, as part of a commitment to increasing the proportion of female staff at its facilities, Teleperformance India set up “Gendersmart”, an extensive system of targeted communications to schools and higher education establishments in order to present our corporate culture and the safety and security measures we have implemented for our employees. Measures such as the family open days, where the families of female employees can visit their mother, wife or daughter’s workplace and meet her colleagues, the flexible hours system designed to accommodate family commitments, the teleworking option, the right to maternity leave, irrespective of seniority, and reinstatement in the same job with the same salary, plus the “grapevine effect”, have led to a marked increase in the number of female job applicants: as a result, the proportion of women in the Indian workforce rose from 13% in 2014bto 25% in 2017; ■ all focus groups at the El Salvador subsidiary must have a mixed-gender composition; ■ in Tunisia, in accordance with our Social Responsibility Label certification, we track a number of indicators such as the ratio of training hours between men and women, the percentage of women on the Management Committee and the percentage of women among the ten highest salaries at the Company; ■ Human Resources Departments at our US subsidiaries organize anti-harassment and anti-discrimination webinars for management; ■ our Argentina subsidiary organizes periodic checks on discrimination in the hiring process; ■ our Albanian subsidiary organized an awareness campaign to coincide with International Women’s Day on March 8 th . In addition, there are six women on the Board of Directors of Teleperformance SE, representing 43% of Board members, a ratio that complies with the recommendations of the APEF-MEDEF Corporate Governance Code and statutory provisions regarding gender balance on Boards of Directors.

5.2.9.2 Measures taken in favor

of employment and integration of disabled workers

The Group employs disabled workers and ensures compliance with applicable local legislation on hiring, non-discrimination, workstation layout and access for disabled persons. During renovation, measures are taken over and above statutory requirements to ensure wheelchair access; many centers have already been adapted in this way. A large number of local initiatives are implemented to promote the hiring of disabled workers, irrespective of the nature of their disability (restricted mobility, visual impairment, etc.): ■ the Moroccan subsidiary has signed an agreement with the Handi Emploi website with a view to providing employment for disabled persons in the country: all of our job offers are posted on the website; ■ in the USA, job offers are posted on websites that target disabled people and veterans; ■ our campus in Colombus, Ohio (USA), offers a range of specific services for disabled employees, including a transport service for the visually impaired; ■ in the Netherlands, as part of a campaign to encourage job applications from disabled persons, Teleperformance has instructed the temporary employment agencies we work with to prioritize suitable applications; ■ Teleperformance India has set up a partnership with an NGO that helps to identify disabled persons who are fit to work on our campuses; ■ in Albania, Teleperformance has signed an agreement with a local association on hiring disabled persons; ■ Teleperformance UK works proactively with several government agencies and NGOs that represent disabled people returning to work; ■ Teleperformance Colombia has signed agreements with governmental and private foundations that put us in contact with disabled personnel, essentially amputees and crutch- bound employees; workstations are regularly adapted in consultation with the relevant employees; ■ in Mexico, the Labor Inclusion Program is an organizational model aimed at integrating disabled persons into a working environment so that they can gain experience and further their professional development. This program allows Teleperformance to offer job opportunities to all members of society, including people who are often the victims of discrimination; ■ Handiperformant is a special program designed by Teleperformance France to show that disability is not an obstacle to getting a job. This program includes daily support, reorganization of workstations and a true internal policy of raising awareness so that each person’s differences and specificities are considered as assets conducive to working better together.

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Teleperformance bb - bb Registration documentbb 2017