Worldline - 2020 Universal Registration Document

D

EXTRA-FINANCIAL STATEMENT OF PERFORMANCE Being a responsible employer

Foster employee well-being at work D.3.2

Our Great Place to Work objective [WL 11] D.3.2.1

Monitor progress through an annual D.3.2.1.1 satisfaction survey is administered by the independent Great Place to Work ® (GPTW) institute. This survey provides a detailed view of employee expectations and the areas for improvement that In Worldline’s highly competitive markets, attracting, retaining they would like to see the Company address. The survey is and motivating the best talent is one of the most important structured in five dimensions: credibility, respect, fairness, levers for consistently reaching excellence. In order to attract, pride and camaraderie. In 2020, 28 countries took part in the retain, and leverage the full potential of its employees, Great Place to Work ® survey whose key results are displayed Worldline’s ambition is to be a Great Place to Work ® . In order to hereafter.

continuously improve its wellbeing culture and monitor progress, in addition to holding formal discussions with staff representative bodies, Worldline conducts with all its employees an annual and international satisfaction survey

Regarding initiatives taken in this regard at Ingenico’s side, please consult Chapter 2.1.3 of its extra-financial performance declaration.

2020

Employee satisfaction – Great Place to Work survey [WL 11]

Great Place to Work Trust Index 65% 1 GPTW's methodology changed in 2020. For consistency reasons, we have preferred to present the results according to the old 1 methodology. With regard to the new methodology the results are as follows: 64% (2020), 63% (2019), 59% (2018), 58% (2017), and 57% (2016).

2020

Great Place to Work survey [W L 11]

Response rate

73%

2020

Management trusts people to do a good job without watching over their shoulders

74% 74% 74% 60% 47%

People here are given a lot of responsibility

Management shows appreciation for good work and extra effort Management genuinely seeks and responds to suggestions and ideas

Management involves people in decisions that affect their jobs or work environment

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

The Group’s participation rate reached 73% in 2020. This clearly means that the results obtained can be considered as representative. Following this survey, the results are shared during specific workshops that are held to involve managers and employees in understanding the results of Great Place to Work ® survey and taking action to tackle the areas of progress identified. A global action plan is then established for Worldline and each country. The purpose of the action plans is to increase the overall level of employee satisfaction All stakeholders: HR teams, management and employees contribute to this continuous improvement process. As a result, in 2020, Worldline Great Place to Work Trust Index has reached 65% 1 , above the target of 60% by 2020.

1 GPTW's methodology changed in 2020. For consistency reasons, we have preferred to present the results according to the old methodology. With regard to the new methodology the results are as follows: 64% (2020), 63% (2019), 59% (2018), 58% (2017), and 57% (2016).

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Universal Registration Document 2020