Worldline - 2019 Universal Registration Document

EXTRA-FINANCIAL STATEMENT OF PERFORMANCE Being a responsible employer

Ensure fairness & efficiency through diversity promotion D.3.2.3

[GRI 202-2] [GRI 405-1] [GRI 405-2] [GRI 103-2 Diversity and equal opportunity] [GRI 103-2 Indirect Economic Impact] and [GRI 103-2 Market Presence]

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. For instance, intergenerational skills transfers take the form of 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; 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. As such, in 2018, Worldline endorsed the new Group Accessibility and Digital Inclusion policy (refer to this document, Section D.2.2.3.1). Through this policy Worldline commits that all Information Communications Technology (ICT) products, services and systems purchased, developed, supplied or otherwise procured by the Group to customers, and those that its supply for its employees, are effectively accessible. Besides, specific programs have been set up at various sites in collaboration with employees’ representative bodies. The local initiatives are analyzed to be extended so that Worldline can capitalize on the best practices. In 2019, Worldline Iberia also joined the alliance “CEO for Diversity” with the Adecco Foundation that seeks to promote diversity policies. Focus 1: Promoting gender equality D.3.2.3.1 [GRI 401-1] [GRI 405-1] [GRI 103-3 Diversity and Equal Opportunity] and [WL 7] Worldline’s commitment through the Gender Equity program A growing part of Worldline attractiveness as an employer brand is based on the fairness and transparency given to people in terms of recognition and promotion, notably in the form of broader responsibilities during their careers, and 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.

Worldline seeks to give to all its employees an equal chance to reach their full potential in the Company regardless their gender, cultural differences, level of experience, sexual orientation or disability. Fostering diversity is not only the right thing to do, it is crucial for Worldline that its employees feel empowered and encouraged to bring their best to work. The Company commits to provide a secure working environment, that entails no discrimination and promote fair and ethical behaviors within its workforce. For this purpose, various long-term action plans have been launched. 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. Diversity initiatives especially focus on trainings and local recruitment. “Working with” Aktéos trainings in France, Belgium and Germany or the e-learning on diversity in Chile and Argentina facilitate inclusion of diversity. Likewise various e-learning modules are available for all employees and notably hiring managers and recruiters willing to reflect and take action against unconscious bias in their daily activities and decisions. Sexual orientation, including LGBT+ (Lesbian, Gay, ● Bisexual, Transgender, Intersex and others). Worldline has signed the United Nations’ Standards of Conduct for Business and the L’Autre Cercle Charter, pledging its support to LGBT+ people at work worldwide. Drawing on good practices, the United Nations’ Standards of Conduct for Business set out actions to protect the rights of LGBT+ employees, such as eliminating workplace discrimination; making sure business operations do not contribute to discrimination against customers or suppliers; and working with business partners to address discriminatory practices up and down the supply chain. Through the Atos group initiative in the UK, Worldline also joined the LGBT+ network.

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135 Universal Registration Document 2019