WORLDLINE_REGISTRATION_DOCUMENT_2017

Corporate Social Responsibility report Being a responsible employer

For this purpose, in 2017 Worldline launched its “Gender Equity program” with a dedicated diversity steering Committee to be able to develop the needed action to achieve this objective. This program aims to ensure that the Company applies the principle of equity for management positions and has been built around three main streams: Diversity stream, Human resources stream and Communication stream. Diversity stream The diversity stream is responsible for setting the Gender Diversity program as a critical component of Worldline people strategy. Its scope is notably covering the initiatives promoting Gender equity awareness and neutral mindset, the creation and deployment of a dedicated professional network regrouping women and men from Worldline to elaborate and sustain a concrete action plan for Gender Equity. It will also be instrumental in implementing coaching sessions to strengthen womens’ assets to better manage their careers. Human resources stream The Human Resources stream is responsible for formalizing, promoting and deploying in all Worldline regions, the adjusted HR rules and actions to grant equal treatment for men and women in terms of recruitment, retention, evolution, promotion, mobility, talent management and training. Communication stream In alignment with both the Diversity and Human Resources streams, the Communication stream is responsible for driving and ensuring consistency in gender diversity in internal and external communication campaigns. These different communication deliverables aim to boost awareness and best practices, foster equal representation of women and men in testimonials and speaking opportunities, and ensure that corporate materials and recruitment messages are aligned with Worldline Gender diversity vision and strategy. Gender equitymonitoring To ensure that the Company reaches the Gender Diversity program objectives, specific Key Performance Indicators (KPI) have been identified to track, locally and globally, its progress in term of woman manager representation, woman retention, attraction and evolution. These KPIs and corrective action requirements have been shared with each regional and Business Line Directors to improve its results. The evolution of these KPIs will be monitored monthly with the Gender Diversity steering Committees and shared quarterly with Worldline management Committee. Along with the Gender Equity program, various initiatives are contributing to gender equity such as:

Leadership development programs existing across the ● organization, mostly in Europe. For example, 23% of the participants in the mentoring program in 2017 are women. Another initiative consists in giving some additional free ● days to employees in order to promote associations (“Duchess Ingénieurs et Femmes Ingénieurs”) that encourage women to pursue an engineering career and provide presentations on the place of women in the digital world. Moreover, in 2017, the French contest “Worldline realizes your dream” created an association to promote the diversity of workers. This associative network called “MixIT by Worldline” aims to promote diversity in Worldline’s businesses and already has 74 supporters.

BREAKDOWNOFTHE COMPANYHEADCOUNT BY GENDER [GRI 401-1]

30% Female

70%

D

Male

BREAKDOWNOFWOMENBYAGE [GRI 401-1]

21% <30

26%

>50

26% 30 - 40

27% 41 - 50

BREAKDOWNOFMENBYAGE [GRI 401-1]

21% <30

23%

>50

29% 30 - 40

27% 41 - 50

111

Worldline 2017 Registration Document