Universal Registration Document 2021

5 DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

ETHNICITY AND RACE The working group surrounding ethnicity and race seeks to understand and to create recommendations for the broader Technicolor business specifically around ethnicity and race. These recommendations must have both global, national and local relevance and be able to scale and to create meaningful impact. Strategies and plans must be inclusive and consider local requirements and nuances while respecting, celebrating and mobilizing the uniqueness of individuals, along with their perspectives and talents. The desired outcome is to create impacts at Technicolor global, national and local level through, engagement, education, analysis and reporting, community outreach, philanthropy, and the recruitment and nurturing of talent. A key measure of success will demonstrate that every employee, regardless of their ethnicity or race, feels safe and respected in the workplace and has a sense of belonging. 2021 “Share Our Stories” podcasts included “Race and Ethnicity in India” and “Bi-Racial Identity”. This working group also sponsored two popular external speakers: Naomi Sesay and Derek Redmond. One Mill Forum hosted an internal talk on the subject of the increasing violence towards Asian American and Pacific Islander communities. Depending on national legislation, legal requirements to integrate disabled persons or to hire a specified number or percentage of disabled employees, and thus the definition of a disabled employee, may strongly vary, or may not even exist. Also, labeling, categorizing, or making a record of an employee as disabled may be legally prevented in certain countries or subject to the individual authorization by each concerned employee who may refuse. Therefore, statistics cannot reflect the reality with accuracy. In an effort to create the safe space to speak about ability, a “Share Our Stories” podcast where employees discussed their mental health and well-being was recorded. However, beyond the legal requirements when they exist, Technicolor strives to adapt our working places, including factories, to provide equal employment opportunities with no discrimination against disabled people with regard to hiring, training, allocation of work, promotion, or reward, and seeks to eliminate employment barriers and to accommodate disabled employees. In that regard, employment of people who have a disability is part of our non-discrimination policy, and Technicolor has been and continues to be willing to integrate different needs including modified duties, adapted hours, and adapted workspaces: in France, a new agreement was signed in 2019 with labor • representatives in support of Technicolor’s Mission Handicap – France program. Aligned with our CSR engagements, this new agreement reaffirms the determination of Technicolor to include and support employees with disabilities. Focused on three critical aspects, the agreement aims to: increase recruitment of persons with disabilities; encourage job retention and career development of employees with disabilities; increase the use of service providers with disabled employees; EMPLOYMENT AND INTEGRATION OF DISABLED PEOPLE

in Canada, Technicolor policy recognizes and promotes the hiring of • persons with disability, and all staff participate in awareness sessions or periodic refresher training; in Australia, Technicolor continues to partner with a disability • employment agency to hire employees with disabilities; in the UK, a joint industry network continued under the name of • Access: VFX, which is a global, industry-led, non-profit network comprised of 40 leading companies, industry bodies and educational establishments in the VFX, animation and games industries. It focuses on actively pursuing and encouraging inclusion, diversity, awareness and opportunity under its four pillars of Inspiration, Education, Mentoring and Recruitment. Its ethos is that anyone can actively pursue a career in VFX. https://www.accessvfx.org/about-us. The Mill, MPC, and Technicolor Creative Studios are all key correspondents in the Access: VFX initiative, including hosting seminars and workshops on-site for small groups of targeted individuals and membership within the Board of Directors. The Mill continues to run an established internal inclusion network with a roving spotlight across protected characteristics, including a number of events promoting difference. The ‘One Mill Forum’ is a global DEI group who seek to promote, raise awareness and educate employees on matters concerning diversity, equity, and inclusion. Expert speakers are invited to monthly sessions on subjects which have included autism and mental health. Human Resources staff have attended mental health first aider training and support staff with managing mental health illness. Unconscious bias training remains available for all hiring managers and staff. All managers are trained in core management and people skills under The Mill Masters leadership program. The Mill continues to drive creative industry diversity movement, promoting VFX careers globally, targeting school-age and entry level talent. The Mill have signed up to ‘Disability Confident’. Through Disability Confident, we are working to ensure that disabled people and those with long-term health conditions have the opportunities to work with The Mill and fulfil their potential and realize their aspirations. The Mill conducted a Diversity Questionnaire which included questions regarding disability; in Poland, Technicolor extended efforts into families of workers who • care for children with disability, providing increased benefits to the family via the worker in these cases.

172

TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2021