WORLDLINE_REGISTRATION_DOCUMENT_2017

Corporate Social Responsibility report Being a responsible employer

BREAKDOWNOFNEWEMPLOYEES BYAGE

Job or internship opportunities are offered in all the Company’s functions: IT development, infrastructure management and support functions. After their internship, most of the talented and best-performing students have an opportunity to join Worldline with a long-term employment contract. It allows Worldline to synchronize the required profiles with business needs and create agility in new technologies and new geographical areas with business opportunities. Against this background, Worldline has made a commitment through its TRUST 2020 CSR program, to appear on five “Hiring” rankings by 2020 in order to enhance its visibility and appeal, and position itself as a first choice employer. Worldline works on its brand as an employer in order to enhance its visibility on the market, and therefore its appeal and attractiveness to support its development ambition. As a leader in the payment and digital industries, Worldline is well-positioned to cover numerous business activities in all industries, to address emerging technological areas, to embrace all the professions of the IT value chain and to offer numerous career development opportunities. These assets represent the core components of Worldline successful talent attraction approach. More generally, Worldline has begun an extensive program to improve its brand awareness in the marketplace. This strategy was built on four distinct pillars: Talent attraction, Talent development, WellBeing@Work and Sense of belonging. A specific communication campaign was implemented based on these four pillars to be able to meet the expectations of the new generation, with an emphasis on authenticity and concrete examples to promote the Company’s values. Worldline chose to rely on its employees to testify and share their experiences and daily lives within the Company. In terms of hiring, the past 12 months have proven to be positive, with a 45% increase in the headcount, of which 29% are women, who joined the Company around the world in 2017 [GRI 401-1]. The increase in hirings takes into account new equensWorldline entities in 2017 with respect to 2016. Worldline plans to continue this pace of hiring young talent in 2018. Attracting top-notch talents through the employer brand [GRI 103-2 Employment]

3% 8% 41 - 50 >50

26% 30 - 40

63%

<30

BREAKDOWNOF LEAVERS BYAGE

16%

>50

34%

<30

16% 41 - 50

D

34% 30 - 40

Turnover 2017 [WL 6]

Women

Men Total

Hirings

29.08% 70.92% 11.75% 27.64% 72.36% 8.21%

Exits

Welcoming and onboarding new joiners Building on its long history marked by significant acquisitions, Worldline has developed a real and solid expertise in newcomers’ welcoming and integration that allows a seamless onboarding in the Worldline journey and to be immediately infused with the Company culture, values and way of life. At both global and local level, numerous best practices are implemented to ensure a successful integration of new joiners, including the distribution of a welcome booklet detailing Worldline’s corporate history, culture, strategy and engagement and the organization of on-site welcome breakfasts to provide an overview of the Company internal organization, processes and activities.

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Worldline 2017 Registration Document