Universal Registration Document 2021

DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE CLIMATE CHANGE

The non-discrimination and equal employment opportunity policies, based upon the Ethics Charter and locally augmented according to specific legal requirements if needed, including the anti-harassment policy, are implemented at all Technicolor sites. In addition to the role of management, detection of discrimination cases also relies on the whistleblower policy allowing any employee to confidentially disclose their situation or the situation of a co-worker, without fear of publicity or adverse reaction. Such cases are reported to the Ethics Committee and investigated. Some countries implement in addition an official trust person or advocate for employees if there is a discrimination issue. Overall, 12 cases of harassment and discrimination were reported in 2021. In order to prevent and fight discrimination and harassment in the frame of our zero tolerance policy, all employees were assigned to complete a mandatory online training course throughout the Group. To ensure a better understanding, this 30 to 45 minutes training course was delivered in 5 languages: English, French, Spanish, Polish and Portuguese. Pandemic situation prevented to deliver on several sites this training led by instructor to employees without email access. 7,035 employees completed this online training representing 5,802 hours. In addition to this global online training, Indian employees received specific training about the prevention of sexual harassment, as detailed below. As a total 7,974 different employees received 7,396 hours of specific training as part of this prevention initiative. Subsequently, employees were asked to read and acknowledge the Code of Ethics, including sections about the fight against discrimination and harassment and the whistleblowing procedure. In several countries, managers and supervisors are providing legal awareness training sessions about anti-harassment and non-discrimination:

in India, a PoSH (Prevention, Prohibition and redressal of Sexual • Harassment at workplace) liability survey and awareness and training campaigns with all the service line management teams and key talent was conducted. Based on the survey results, an experiential training course on “unconscious bias” was conducted for the leadership team. PoSH Internal Complaint Committee (IC) was revamped by onboarding a new external consultant, and all were inducted to the complaint handling process. In continuation of this, all employees were trained on PoSH with the help of video-based modules, and awareness posters were put up on the notice board on all floors. This training covered employees from all the service lines at Bangalore and Mumbai (Trace VFX). 1,568 employees attended such training, representing 1,594 hours in 2021. Through various avenues, we continue to educate employees on unconscious bias. In India, we continued to make provision for mutually agreeable extensions of employment for senior workers, past the national retirement age of 58. The Bangalore operation also provides a written document concerning local community conditions and advice for new workers moving in from other areas; in the UK, during the Film & Episodic VFX (FEV) induction and • onboarding process, the employee engagement committees are highlighted, and employees are encouraged to join or attend up-coming events. Throughout the VFX brands in the Balance committees, there is a stream called Pride, open to everyone, focusing on creating a welcoming space for all LGBTQ+ employees, as well as Women Steering groups. SCIENCE-BASED TARGETS AND NET-ZERO STANDARD Technicolor committed to Science-Based Targets (SBT) and the Net Zero Standard at the end of 2021, and the Group will submit its targets for validation during 2022. Each of the three lines of business worked to develop their full Scope 3 emissions profile and to better understand the climate change levers in their individual businesses while collaborating at the Group level to fully support the commitment to an ambitious short-term outcome below 1.5°C by 2030 (80% absolute reduction in emissions by 2030) as well as the longer-term Net Zero by 2050. This work was well-aligned with the material CSR risks of Technicolor and given that the business community plays a crucial role in minimizing the impacts of climate change and that climate science is now well-established, the Group decided to move forward in alignment with other leading businesses by aligning with the SBT and Net-Zero initiatives in order to be fully transparent and committed to doing its part. This means that beyond controlling and minimizing the climate change impacts of its own operations through increased use of decarbonized energy, Technicolor will focus on the climate change impacts of its products as used by consumers as well as the full supply chain, including data centers, distribution, and purchased goods.

CLIMATE CHANGE 5.4

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[102-44] [103-1 Energy] [103-2 Energy] [103-3 Energy] [103-1 Emissions] [103-2 Emissions] [103-3 Emissions] [201-2]

This report provides an overview of the activities that Technicolor is taking to fulfill its responsibilities as a global corporate citizen with respect to Climate Change. As such, Technicolor is reporting on what it has determined to be the most significant aspects and impacts, both globally and by business unit, for the fiscal year 2021. Climate change is integrated into Technicolor’s business strategy along two primary axes: development of eco-friendly products and services and infrastructure improvements to reduce emissions or to maintain performance when faced with climate impacts. The development strategy has Technicolor joining or leading various industry groups, regulatory committees, or trade collaborations as a way to find or to create improvements and manage them into the product or service offerings. The infrastructure strategy is to seek out improved efficiencies in technology or human process/behavior.

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TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2021