Universal Registration Document 2021

5 DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

In DVD Services, the Melbourne, Australia site has worked on improving Health & Safety representatives (HSR) for each DWG. Each HSR is pedestrian protection against forklifts in motion in the polycarbonate receiving official SafeWork-approved HSR Training. Having officially area, testing and adapting procedures whereby pedestrians are guided elected and trained HSR’s is bound to improve the consultation, to a temporary secondary route whenever the forklifts are in motion in communication flow, and overall safety engagement at all levels and the area. Doors at either end of the corridor where forklifts are travelling contributes to a safer workplace in the long term. In Piaseczno Poland, are equipped with flashing lights and barriers to visually prevent entering the site replaced fixed first aid kits with portable ones on plant floor and in the area to cancel the risk. In Sydney, the site has gone through the reinforced the equipment of these first aid kits. official process of creating designated work groups (DWG) and electing Absenteeism 5.2.6 Absences are generally defined on an annual basis in terms of holidays, to its definition, and all absences are subsequently reviewed and vacations, personal and family medical leave or other possible unplanned approved inside the applicable working time tracking software solution.

absence such as jury duty, or as may be specifically described by bargaining unit contract, employment contract, or regulation. Throughout the year, each employee categorizes any absence according

The average rate of employee absenteeism for sickness and unauthorized absence at the Group level in 2021 was 2.3%.

2021

2020

2019

Absenteeism rate (%)

2.3%

2.5%

3.1%

ABSENTEEISMMETHODOLOGY Population coverage: 99% of the employees are covered for the calculation. All employees with an active and not terminated working contract with Technicolor are included in the scope (interns, apprentices, contracted workers, employees under a notice period are excluded). Absence reported: paid and unpaid medical leave up to 12 continuous week of absence, work accidents absence, short-term and long-term disability if employment working contract is not suspended, unauthorized absences – Unpaid leave/absence – other unjustified unpaid absence. All other categories of absence, including maternity leave, are not included. Absenteeism rate divides volume of recorded absence (days) by the product of theoretical number of days worked during the year and the monthly full-time equivalent average headcount of the covered population.

The absenteeism rate calculation does not include non-medical direct absences due to the Covid-19 pandemic: furlough, sites shut down at the request of public authorities, consequences of the health protocol implemented by the Group (potential contamination contact cases sent back to home at the initiative of the Group) were not considered. It is also more difficult to track as a significant number of employees worked for a long period from home. However, as a very significant proportion of employees in the Technicolor Creatives Studios and the Connected Home Divisions worked from home due to the pandemic in a broad context of lockdown and health precautions, reported absences are more limited for these businesses. As a result, and as the proportion of employees of these two divisions within the Group increased very significantly, the overall absenteeism rate remains at a level similar to 2020.

Community impact and regional development 5.2.7

[102-40] [102-42] [102-43] [102-44] [103-1 Indirect economic impacts] [103-2 Indirect economic impacts] [103-3 Indirect economic impacts] [103-1 Training and education] [103-2 Training and education] [103-3 Training and education] [103-1 Local communities] [103-2 Local communities] [103-3 Local communities] [202-2] [203-1] [203-2] [404-2] [413-1]

Technicolor strives to hire most of its employees locally in order to sustain local employment. Technicolor’s locations are usually in very large cities and surrounding metropolitan areas and, as a result, Technicolor holds a minority employer position in most employment areas where it is located and has limited direct local economic influence. However, Technicolor employment may sometimes represent, at the regional level, a significant percentage of the related industry, due to its leadership position and the specific skills required for its business. Therefore, where there is a local talent shortage requiring the hiring of employees from abroad, in addition to its internal Academy training initiative, Technicolor supports the regional development or expansion of education bodies targeting the required skills. Technicolor also contributes actively and dedicates time and resources to industry associations and to cooperative initiatives aiming at developing education and employment at the regional level (Canada, France, UK, India). As part of these cooperative actions, Technicolor representatives chair France and Québec film technical industry associations.

As in the past years, Technicolor Creative Studios sites were quite active within their communities. In Bangalore, India, members of staff campaigned for the Universal Vaccination Project against Covid-19 by ChildFund through social media. The site engaged with the NDTV network on a campaign to support the cause of ChildFund. This resulted in donations to the cause of the charity. Similarly, Oxfam India received donations from individuals across the globe towards the Covid-19 relief project named Mission Sanjeevani, due to the online campaign organized by the Technicolor group communication team. The New York site continued to work with Ghetto Film School in New York. The Montreal site has donated to the Native Women’s Shelter of Montreal, and to Dans La Rue for Christmas. The London site helped the toy collection for the Salvation Army and organized a Christmas jumper day to raise money for Save the Children.

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TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2021

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