Worldline - 2019 Universal Registration Document

D

EXTRA-FINANCIAL STATEMENT OF PERFORMANCE Being a responsible employer

Initiatives to foster dialog and D.3.2.1.2 well-being among employees

Bottom-up initiatives to encourage dialog, improve the 2. integration of employees’ expectations and foster the employees’ team spirit: Establishing working groups to encourage dialog and ● better understand employee expectations. Worldline France has been a pioneer in this regard by implementing the “Bottom-up initiative” that consists of working groups that help to understand everyday reality and identify areas for improvement. More than 110 volunteers have joined these working groups to address issues in the Wellbeing@worldline program (with topics such as communication, sharing, recognition and working conditions). These working groups represent a special communication channel through which employees are regularly informed about latest events and other changes in the Company. One of the new actions that resulted from this initiative is called “innovative management”, and it goal is to train managers to new methods of management. Similar initiatives have been organized in other regions such as the Dhamaal Buddies meetings in India, the HR Newsflash webinar for all managers in Belgium or the Culture Program in the Netherlands that consists in brainstorming around the appropriation of Worldline values for newcomers in order to ease and give meaning to their integration. Recognition actions. Since 2016, the annual Accolade ● Reward Program aims to strengthen the sense of belonging and recognition among employees. This program consists in enabling each employee to reward a colleague or a team that stands out for their work and involvement within the Worldline Group (a successful project, a commitment from a team, etc.). There are four types of Accolade Rewards: three individual rewards (gold, silver and bronze) and one team reward “Champagne”. The Third edition of the Accolade Reward Program in France was a success: 99 awards were given by the employee representative jury ( versus 82 last year and 55 in 2017). A total of 145 employees were rewarded: 97 individual awards (27 gold, 29 silver and 36 bronze) as well as 7 teams. Beyond the numbers, Accolade rewards have confirmed the willingness of employees to appreciate, highlight and say thanks to their peers, across business line (23% of cases). This initiative was also implemented in Spain, LATAM countries and the UK (together with the Worldline Star program). In addition, Worldline Luxembourg is well represented in the Innovation Award category (winning an innovation award three years in a row) and Worldline India has its Spot Awards that reward employees for an extraordinary achievement or putting in extra effort to achieve business goals. More generally, India and LATAM regions celebrate employees completing long service in the organization (5 years, 10 years, 15 years and 20 years, etc.). Working conditions actions. Worldline Logistics & ● Housing team constantly strives to improve the work environment of employees, whether through the renovation of the buildings, by adding new spaces, or by making space organization more efficient, which fosters interactions, motivation and productivity. To this end, the team conducts an annual survey for each building, which leads to improvement plans that are discussed with Workers Council.

In addition to Worldline’s general actions that foster employee satisfaction in the area of career development, training and compensation packages, the Company also focuses its efforts to foster its employee wellbeing. Worldline is convinced that this wellbeing entails three actions: Encourage social dialog to promote Human Rights and high ● standards working conditions: refer to Section D.3.2.2; Ensure fairness & efficiency through diversity promotion: ● refer to Section D.3.2.3; Embrace a continuous improvement dynamic to move ● towards its ambition of being a Great Place to Work ® . Regarding this last point and thanks to the results of its annual survey, Worldline has identified and implemented several significant well-being initiatives through its local entities with different purposes structured in three levels: Top-down initiatives. Indeed, reports from the GPTW 1. survey showed a strong need for information and communication on news and business strategies across all countries: Management roadshows to better communicate about ● the Company vision, business priorities, challenges, ongoing projects and achievements. All entities have implemented their own management roadshows to share top management’s vision and forthcoming challenges: whether with the annual Managing Director General Meeting in France, the General Meetings of the Manager of Production Services in European sites, the Town Hall meetings in Belgium, India and LATAM countries, the quarterly executives roundtable at each site in the UK, the bi-yearly meeting “Commit & Empower” for managers or the “World Café” workshops in Belgium, and the “Coffee clatsch” in Germany, all these roadshows and internal communication initiatives enable employees to discuss vision and strategy with their management. Another appreciated initiative is the CEO Breakfast organized mainly at European sites. Global and local awareness actions to provide Worldline ● business and well-being related information to all employees on a regular basis. In addition to global newsletters managed on a worldwide level, some entities issue their own publications like the monthly newsletter Sabías que in Spain or the bi-annual Worldline-India Magazine that focus both on the Company’s business news as on employees’ contributions. In 2019, a dedicated team has been created in equensWorldline to deploy new initiatives, such as the Strategy webinars whose objective is to inform the employees about the Company strategic direction and results. Furthermore, to enhance the accessibility and quality of the formation provided, the equensWorldline wellbeing team has launched a new Monthly newsletter and created a dedicated portal so that employees have a direct access to the Wellbeing@worldline program including GPTW results and actions.

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Universal Registration Document 2019