WORLDLINE_REGISTRATION_DOCUMENT_2017

D

Corporate Social Responsibility report Being a responsible employer

D.3.2.4

Promoting diversity and equality [GRI 202-2] [GRI 405-1] [GRI 103-2 Diversity and equal opportunity] and [GRI 103-2 Market Presence]

Intergenerational skills transfer with the Mentoring and ● Reverse Mentoring Programs. These annual or multi-year programs support employee development and networking in the Company, through learning from younger generations or sharing with more experienced colleagues; Specific initiatives concerning disabilities. In France, ● Worldline has renewed in 2017 the signature of the Group’s agreement applicable since 2008 Worldline promotes the inclusion of disabled people, as well as continuous employment and access to training and equality in their career development. Specific programs have been set up at various sites in collaboration with employees’ representative bodies. The local initiatives are analyzed so that Worldline can assess their possible development across the Company. Although most of Worldline’s employees are located in Europe, the Company employs people of 90 different nationalities and is present in 26 countries [GRI 405-1]. Furthermore, Worldline supports local recruitment [GRI 202-2]: 92.52% of experienced managers are local, and 93.01% of the Company’s employees in 2017 were local. In Worldline’s highly competitive markets, attracting, retaining and motivating the best talent is one of the most important levers for consistently reaching excellence. A growing part of this attractiveness is now based on the fairness, transparency and equity given to people in terms of recognition and promotion, notably in the form of broader responsibilities during their careers, regardless of gender and wherever the Company operates. Worldline commits to ensuring collective fairness, equality of treatment between genders and balanced access to managerial positions in order to work better together. Many countries have adopted laws to enforce equal compensation for men and women for equal work value. This issue is the subject of International Labor Organization (ILO) Convention 100 concerning “equal remuneration for men and women workers for work of equal value.” In France, since 2017 the law recommends the internal preparation of an action plan aiming to significantly reduce these inequalities. Worldline did not wait for these instructions before making gender equality one of its top priorities across all its geographies. Although the fields of IT and engineering mostly appeal to men, Worldline employs 30.21% of female employees worldwide and constantly strives to improve this proportion. 75 people are employed in Worldline’s top management team, 14.7% of whom are women [WL7]. In addition, out of 111 employees in Top management in 2017, 22. 52% are women. In Europe, in France and Spain in particular, plans and agreements promoting professional equality have been signed with the social partners. Among other things, these plans aim to promote gender equality at all organizational levels, ensure equal pay for men and women, and secure conditions favorable to the womens’ career development. Joint bodies have been created to manage and follow up on these measures. This is why Worldline is committed in the long term with its CSR ambition TRUST 2020 aiming to reduce the female capital gap to zero by 2020 (target range of +/-10%). Promoting gender equality [GRI 401-1] [GRI 103-3 Diversity and Equal Opportunity] and [WL7] D.3.2.4.1

Worldline seeks to ensure that all forms of diversity are represented in the Group: cultural differences, experienced staff, disabled employees and gender equality. For this purpose, various task forces have launched long-term action plans. These actions aim for: Gender equality: equal opportunities for men and women, ● equal access for all to the same level of responsibility within Worldline. The right balance of men and women in Worldline enables innovation, creativity and collaboration in each team; Cultural differences: capitalizing on Worldline’s ● international diversity by learning to work better together and by encouraging the development of talent wherever Worldline operates. International diversity is the guarantee of the development of Worldline’s global and cross-functional organizations; Experienced staff and intergenerational skills transfer: ● making sure that Worldline employees, at whatever stage of their career they are in, are given professional opportunities in line with their skills and experience. The active career policy must ensure the right transfer of expertise and skills within Worldline; Disability: inclusion of disabled people, to ensure continued ● employment and access to training and equality in career development. The policy of employment and employability of people with disabilities is at the heart of Worldline’s CSR commitments. Some of these measures have already been implemented and completed in 2017, among which: Gender equity in launching a Gender Equity Program in ● 2017. Through the Atos UK initiative, Worldline also joined the LGBT (lesbian, gay, bisexual, and transgender) network; Diversity initiatives in the form of trainings, such as ● “Working with” Aktéos trainings in France, Belgium and Germany or the e-learning on diversity in Chile and Argentina;

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Worldline 2017 Registration Document