Universal Registration Document 2021

RISKS, LITIGATION, AND CONTROLS RISK FACTORS

ATTRACT TALENT & INVEST IN CULTURE [103-1 Employment] [103-2 Employment] [103-1 Training and education] [103-2 Training and education] [103-1 Diversity and equal opportunity] [103-2 Diversity and equal opportunity]

Surveys were launched to check employees’ morale and mindset for those employees who were working from home for long periods as well as a global employee engagement survey to identify the expectations at the time most employees returned to the office. Soft skills training was delivered to support the change of working relations. A worldwide Diversity, Equity and Inclusion initiative targeting all employees’ communities was also launched with local involvement.

DIVERSITY AND HUMAN RIGHTS [103-1 Training and education] [103-2 Training and education] [103-1 Diversity and equal opportunity] [103-2 Diversity and equal opportunity] [103-1 Non-discrimination] [103-2 Non-discrimination] [103-1 Human Rights assessment] [103-2 Human Rights assessment] [103-1 Supplier social assessment] [103-2 Supplier social assessment] Risk identification Risk monitoring and management

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Internal proactive policies to increase the proportion of women in management position in the Group is the first lever. Developing the Group’s attractiveness as a place to work (responsibility, engagement, development) allows us to better absorb changes of regulation, compared to the competition, that may affect the Group’s talent diversity. Proactive actions toward public authorities are key levers to mitigate the shortage of talent mix. Employee training is organized to raise awareness on harassment and discrimination, and to help prevent them. In certain countries, training sessions of self-defense are also organized for women. A whistleblowing hotline is open to receive harassment and discrimination alerts. Sanctions may be taken after investigation and conviction. A supplier’s risk mapping is maintained on a regular basis, together with physical on-site audits of suppliers presenting the higher risk (country and activity). The Group Whistleblowing procedure is open to collect alerts in this area. Contracts with suppliers include terms and conditions forbidding human rights violations with sanctions, including immediate termination for the most serious violations. Alternative suppliers are always considered to prevent production disruption.

Creative and innovative industries require diversity of talent to be able to differentiate from the competition: gender, culture, and experience are key elements and must be present in the same location. Obstacles to diversity create a risk in the ability to compete or develop new products. This is valid from the software development to the Visual Effects or Animation industries, as our products and services are equally used or watched by women and men, around the world. Obstacles can be internal and internal policies ensure gender mix and equality. But they also can be external to the Group, preventing the recruitment of talent from diverse origins in a location. In a growing market, access to talent is key, and modification of these rules ( e.g. , such as immigration rules, national educational system, gender mix, etc .) can create tensions in the countries where the Group operates. As in any organization, discrimination and harassment may occur. Beyond the fact that these behaviors are totally unacceptable, such behaviors are also detrimental to the attractiveness and retention of talent, or the safety of the operations, as well as, to the reputation of the Group. Supply chains and logistics are becoming more complex, with an increased number of stakeholders and levels of subcontracting. Detection and prevention of human rights violations in the chain is essential, together with remediation in case of occurrence.

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TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2021