WORLDLINE_REGISTRATION_DOCUMENT_2017

D

Corporate Social Responsibility report Being a responsible employer

PEOPLE, WORLDLINE’SMAINASSET [GRI 102-7] AND [GRI 102-8] Wordline’s human capital consists of 9340 people [GRI 102-8]. The company MRL Posnet (about 125 employees) has been excluded from the reporting scope in 2017. The Worldline's human capital breaks down as follows:

To stimulate innovation and increase the Company’s ● expertise, Worlldine has put in place a recognized expert network with top notch technological skills, developing an innovative mindset and facilitating knowledge-sharing across the Group. These pragmatic and realistic action plans are the result of discussions and sharing best practices between Worldline employees, and are systematically approved by the local management and Human Resources department in each country before being implemented. senior management in each country is involved in the process of motivating its management staff for the deployment of the WellBeing@Worldline action plans. These different plans, deployed to achieve these goals as part of the TRUST 2020 program, have delivered the first successes and gained recognition, thus enabling Worldline to publish, in 2017, a progress report on its goal of becoming a responsible employer by developing the potential of its people. Indeed, Worldline received three brand employer recognitions in 2017: the French entity renewed its Happy Trainees label in 2017 for the quality of the internships it offers to students attending its target schools and was selected as a “best recruiters company” by the French newspaper Figaro, whereas Worldline Chile was recognized for its wellbeing commitment to its employees with the “Best Chile 2017” award.

3% Italy

12% Asia

5% United Kingdom

33% France

8% Latam& Iberia

4% CEE

20% Benelux

15% Germany & North Europe

Startingmy career at Worldline: Integration@Worldline [WL6]

D.3.2

The hiring of high-skilled and talented people and the integration of each employee in Worldline are key components of its corporate social responsibility policy and major commitments of the WellBeing@Worldline program.

Being recognized as a first choice employer In order to be recognized as a first choice employer and a learning organization, Worldline’s Human Resources has set up a wide recruiting campaign on Jobteaser and via different events to hire trainees, interns and young graduates. In order to ensure a high-quality workforce by attracting students from leading universities, engineering and business schools, Worldline has launched a Tier 1 program. Worldline’s Tier 1 strategy with academia has been based on its Campus Manager Program, whose goal is to manage close relationships between an internal volunteer network of alumni and target universities and major schools of approximately fifty members. Created in 2010, the Campus Manager program was redesigned in 2017 to better suit the needs and wishes of the new generations. To this end, the role of Campus Student was created to work in collaboration with the Campus Manager, and above all to represent Worldline within its school/university and inform interested students about the experience of working at Worldline. Activities of the Worldline Campus Manager and Student community are varied: participation in student forums, running conferences, organizing visits to data centers, providing courses among others.

D.3.2.1

Talent acquisition strategy [GRI 401-1] [GRI 103-2 Employment] and [WL6]

Worldline is a constantly growing, dynamic company. To attract and recruit the best talents from various backgrounds, mainly in information technologies, but also expert profiles in Big Data or cyber-security for instance, Worldline has made extensive efforts to reinforce its employer brand and to develop close relations with the leading Engineering and business Schools and Universities. This has resulted in the strengthening of the Company attractiveness, especially towards juniors, who are the core target of its hiring policy. This strategy has already paid off, as Worldline achieved its strategic objectives in 2017 thanks to a hiring team that worked closely with Operations, and whose mission is to attract the best talent in the market by calling on their spirit of initiative and innovation. To ensure high-quality recruitment, Worldline has implemented a selective and qualitative hiring process, including an interview with HR, an operational interview, and a behavioral test in the working environment. Worldline has focused its talent acquisition strategy on a three dimensional action plan.

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Worldline 2017 Registration Document