Universal Registration Document 2021

5 DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

business and skills focus : the remuneration of professionals, • engineers and managers is a sound, market-driven policy and ultimately administered to stimulate business performance. A substantial part of the total remuneration package is composed of variable elements which drive a performance culture and support the Company’s strategy. These variable elements are meant to stimulate, recognize and reward not only individual contribution, especially innovation and risk-taking, but also and in particular, solid and consistent Group and division performances. In accordance with the principles and rules established by the Group, any group or division entity is entitled to recognize the potential and encourage the development of its employees by using the different compensation elements in force within the Group. The evolution of remuneration is measured at constant currency rate exchange (end of year) and at constant population of employees (all employees present both in the reporting year and the past year), and on the evolution of the base salary payroll mass (without variable elements and social contributions paid by the employer).

The remuneration policy is structured around flexible and competitive fixed and variable compensation elements driven by market best practices and the Group’s objectives for long-term value creation appropriate to circumstances and goals: competitiveness : appropriate market benchmarks of total • compensation against comparable companies allow Technicolor to offer competitive compensation packages to employees in accordance with competitive pressures in the marketplace. This ensures that Technicolor continues to attract, motivate and retain high potentials and key contributors for which Technicolor competes in an international marketplace, while controlling cost structures; equitable approach/internal fairness : Technicolor believes that it • remunerates its employees on a fair basis in each of its geographical locations in a way that aligns with both local market standards and proposed corporate programs. The remuneration policy is set according to the Group’s “broadbanding policy” which allows consistent assessment of responsibility, contribution and levels of expertise on an international business basis across all businesses and functions. In addition, the remuneration policy of top executives is managed by Corporate Human Resources to facilitate consistency of various remuneration components and ease international and cross-business mobility;

2021 8.15%

2020 1.62%

2019 5.01%

Evolution of remuneration

As part of this total remuneration policy, Technicolor regularly expands its benefits policy with the double objective of fairness and equity between employees of the different countries and divisions and of attractiveness. In 2021, the following extensions were implemented: Area of action Type of action Description of the extension Country Health Covid-19 Implementation of a Covid-19 specific policy with sum insured of INR500,000 each covering Employee, Spouse & Children (Fully employer paid). For parents, Technicolor made available a voluntary options with sum insured of INR300,000, INR400,000 & INR500,000 (Employee paid). India Health Benefits Enhancement New benefits added to Group medical policy: Uterine Artery Embolization and HIFU up to INR75,000/- per family. 1. India

Balloon Sinuplasty covered up to INR40,000/- per incidence. 2. Stereotactic Radio Surgeries covered up to 50% of base sum insured. 3. Vaporization of the Prostrate (Green laser treatment holmium laser treatment) 4. covered at actual up to 50% of base sum insured. Animal/Serpent attack covered on IPD treatment up to FSI (Family Sum 5. Insured). Claim to be processed without any deduction in case of death of member 6. during hospitalization up to FSI (Covering all non-medicals and waiver of co-pay).

Accident

Benefits Enhancement Sum Insured was enhanced from minimum of INR1,000,000/- to INR2,000,000/- & from 2 times of annual cost of company (CTC) to 3 times of CTC under current year policy. Benefits Enhancement 2 new critical conditions covered in the critical illness policy: Severe Crohn’s Disease & Severe Ulcerative Colitis - from 28 to 30 diseases covered

India

Critical Illness

China

All benefits plan Communication & Engagement

Communication campaign around existing services available to employees (assistance, social fund, medical network and telemedicine) through their individual healthcare membership account.

France

Benefits modification Alignment of the Directors plan with other white collar employees’ plan via a reduction of the benefit design from 100 to 52 months of salary in case of death.

Life

Mexico

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