Universal Registration Document 2021

3 RISKS, LITIGATION, AND CONTROLS RISK FACTORS

SKILLS & KNOWLEDGE MANAGEMENT, DEVELOPMENT & RETENTION

[103-1 Training and education] [103-2 Training and education] Risk identification The Group relies significantly on the talent strategy based on three main pillars: define the right mix of unlimited and limited contracts to 1. mitigate reasonability effect and optimize labor cost structure in DVD Service and Technicolor Creative Studios; define the right footprint to optimize efficiency, ensure customer 2. proximity and cost scalability; identify critical positions and skills instrumental to achieve the 3. 3 years strategy plan, ensure backup solutions if these employees were to leave the Group ( e.g. , Finance leaders, IT specialists). In addition, not having the proper tools in place for the development of existing employees ( i.e. , training of soft and technical skills), combined with the lack of an identification process of key talents (such as high potential programs), may expose the Group of not being able to retain employees. More than ever, retention of key people is a sensitive topic. Transformation, current financial status, lack of investment in systems, competitors poaching and lack of a strong culture, wellness programs for employees and identification process of key talents (such as high potential programs) may impact, depending on the business and the country or location, the ability to retain experiences and employees in critical positions.

Risk monitoring and management

Several programs have been implemented across the Group to ensure proper knowledge retention including formalization and/or documentation of cross-training initiatives of key business activities: implementation of new Learning Management System (LMS) has • begun with successful launching in July 2021, followed by global training campaigns. In order to drive engagement to LMS, a Group Learning & Development service offering has been put in place. Within this initiative, a pilot was launched with digital curriculums catalog on the LMS for soft skills. A compliance learning program will be launched in 2022 and coaching will be supported throughout the platform as well; the completion of the first phase LEAP (Lead Energize Accelerate • Performance) training initiative for managers in Technicolor Creative Studios has been performed with first objective to create the proper manager status in HR Online to identify the specific skills needed for each manager depending on its level and type. Succession plans and identification of key experts is part of the reengineering of the People & Talent’s organization. Therefore, succession planning for ExCom, ExCom of every business and Service lines will be presented to the Governance and Corporate Social Responsibility Committee. Our capacity to keep and develop strategic technical skills and industry knowledge is even more important within the Technicolor Creative Studios relying completely on the artist value which is a subject of extreme competition on the labor market. Securing, keeping and developing valuable talents remains one of the key topics of the Group’s success. In order to do so, (Phase 1) of employee mapping has been completed with a unified Technicolor Creative Studios framework and governance rolled out. The Salary Grading analyses is completed with objective of defining target average salaries and pricing dependency. Regarding skills assessment, the competency framework has been created and is in the process of being reviewed with creative.

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TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2021