Worldline - 2020 Universal Registration Document

EXTRA-FINANCIAL STATEMENT OF PERFORMANCE Being a responsible employer

Being a responsible employer D.3

Meet employee expectations [WL 6] D.3.1

Worldline’s industry, having a qualified workforce, while ensuring a work environment that promotes diversity and well-being, is one of the most important drivers to ensure the Company’s growth and success. Each year, Worldline must attract, recruit, develop and retain employees who can provide the expertise necessary to meet its customers’ needs. Therefore, the Company pays specific attention to addressing the expectations of another key stakeholder: its employees. With regard to people challenges, Worldline has identified three significant gross extra-financial risks. This chapter is structured according to these risks and presents mitigation measures for each in order to take full advantage of the opportunities related to these risks.

Worldline has finalised its TRUST 2020 programme and emphasises the below achievements: Employer brand has been strengthened and ease to attract ● the best talent & experts in the market; Well-being approach has improved Employee satisfaction, ● engagement and our capacity to retain the best talents & experts of the market; Gender Equality has been engaged but execution remains ● challenging are target is still to be achieved on the% of women in the managerial positions. Overall however, the% of women has improved (to 32%) as well as the proportion of women in hiring (35%). Furthermore, external agencies or organisations have awarded WL for its People management: Top Employer, Great Place To Work, SDG Invest, Proxinvest, Textio, Happy trainee, Capital, Les Echos, Cercle de l’Excellence, etc.

D

2020 Target

2020

CSR Challenges

Indicators

Being a responsible employer by revealing our employees potential

Number of employer brand study citations

7

5

% of employees satisfied with the trainings provided by Worldline % employee satisfaction as measured by the Trust Index of the Great Place to Work ® survey Gap between the% of females in management positions and the% of females in the overall workforce

88%

90%

65%

60%

10 pts

0 pts

Universal Registration Document 2020

139