Worldline - 2020 Universal Registration Document

D

EXTRA-FINANCIAL STATEMENT OF PERFORMANCE Being a responsible employer

Supporting United Nations Convention on the Rights of the ● Child and ensuring effective abolition of child labour. The Worldline’s Human Rights commitments are also set by its Code of Ethics (refer to this document, Section D.4.2.1), its Human Rights Policy and integrated all along the Company’s value chain through the Business Partner’s Commitment to Integrity charter that is included in all suppliers’ and partners’ contract (refer to this document, Sections D.4.2.4 and D.4.4.2). In this document, it is stipulated that they must not make use of child or forced labour, practice or support any psychological or physical coercion and must respect individual and collective liberties and comply with labour laws. These documents introduce the right of any Group employee or partner to disclose behaviours or actions deemed inconsistent with the mentioned values and principles, through the Compliance alert system. The Human Rights challenge is covered by the Company’s Enterprise Risks Management but has not been identified as a main risk for Worldline. Smart working conditions to foster D.3.2.2.4 work life balance [GRI 102-8] [GRI 202-2] [GRI 403-6] [GRI 405-1] Worldline gives priority to permanent and full-time working relations with its employees: 98.2% of people in the total workforce are under a permanent employment contract and 88% of these people workfull tim e 1 . Nevertheless, the Group strives to ease part-time work situation on request of

employee if this latter considers that it is better for his or her work-life balance. Additionally, Worldline operates in collaborative mode notably tools such as Lync Sharepoint, which allows remote working (teleworking) and offers more flexibility for employees in their work-life balance. For instance, the Company has taken steps to ensure that 97% of its employees can continue to work from home, despite the difficult pandemic conditions. Besides, in the context of mergers and acquisitions, the strategy of the Company is to ensure employment security and responsible workforce restructuring. Thanks to its continuous growth, Worldline is able to absorb all employees coming from new entities while developing them notably through its internal mobility programme. Finally, Worldline supports local recruitment: 87% of experienced managers are local, and 89% of the Company’s employees in 2020 were local. Thus, although most of Worldline’s employees are located in Europe, the Company employs people of 96 different nationalities and is present in 29 countries (without the new perimeter of Ingenico). These initiatives, used to create a healthy and smart working environment, help lower the Company’s absenteeism rate, which was of 3.02% among operational employees in 2020. In Worldline Netherlands, in 2020 the weekly working hours changed from 40 to 36 hours with maintenance of the fulltime salary. The goal of this exercise was to provide a better work-life balance to the employees. capitalising 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 organisations. Diversity initiatives especially focus on trainings and local recruitment. Within Financial Services there were workshop provided on People skills for all managers, and also how to deal with cultural differences was include. 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 LGBTQIA (Lesbian, Gay, ● Bisexual, Transgender and/transsexual, queer and/or questioning, Intersex and ally and/or asexual). Worldline has signed the United Nations’ Standards of Conduct for Business and the L’Autre Cercle Charter, pledging its support to LGBTQIA people at work worldwide. Drawing on good practices, the United Nations’ Standards of Conduct for Business sets out actions to protect the rights of LGBTQIA 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. In Cultural differences:

Ensure fairness & efficiency through diversity promotion [GRI 202-2] D.3.2.3 [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] TC-SI-330a.3.

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 behaviours 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;

1 For the figures of Ingenico’s workforce, please consult chapter 3.2 of its extra-financial performance declaration.

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Universal Registration Document 2020