Worldline - 2020 Universal Registration Document

D

EXTRA-FINANCIAL STATEMENT OF PERFORMANCE Being a responsible employer

NUMBER AND RATE OF PEOPLE ENTERING THE COMPANY PER GENDER

NUMBER AND RATE OF PEOPLE LEAVING THE COMPANY PER GENDER

61% Male

64% Male

Total 2020 : 1,202

Total 2020 : 1,210

39% Female

36% Female

In 2020, the turnover rate is 9.84% compared to 10.73%, in 2019. For more information on Ingenico’s policy regarding talent attraction and retention, please consult Chapter 2.3 of its extra-financial performance declaration.

Career development @Worldline D.3.3.2

[GRI 103-2 Indirect Economic Impacts] and [GRI 103-2 Training and Education]

Individual development framework D.3.3.2.1 Annual People Reviews year, people reviews are held by HR and managers consistently in almost all countries where Worldline Group operates. They aim to anticipate individual and/or collective career moves and skills development needs in view of changes in terms of activity, technologies or organisation. The information thus gathered offers a full cartography to identify possible career paths, high potentials, key skills, difficult jobs to staff, possible successors, and where support is needed, particularly in terms of training. People Performance management This half-year individual interview led by managers is a key opportunity to enable employees to give their feedback, develop their skills and achieve their business goals. A full communication campaign is sent to all the employees each year to remind them of the expected benefits of these interviews and managers can attend webinars and training to help them better conduct performance appraisals and goal-setting discussions. Worldline is fully committed to deploying a standardised bi-annual performance management process for all employees, across all countries. It provides a framework Worldline is

committed to respect in order for employees to be able to drive their career. Performance management is an on-going and continuous cycle that centres on day-to-day management, communication, objective setting, individual development planning, feedback, discussions and formal appraisals. It allows managers to provide essential information to their employees to help them develop their skills and achieve their business goals. A full communication campaign (emails, employees & managers testimonial video) is sent to all the employees each year to remind them of the expected benefits of these interviews. Managers can attend webinars and training to help them better conduct performance appraisals and goal-setting discussions. The Individual Development Plan (IDP) The Individual development Plan is a personalised career and development tool that enables Worldline employees to take charge of their individual career plan, by discussing their career aspirations with their managers to prepare a suitable action plan. It is designated to help them identifying their short and long-term development objectives and the strategy to achieve those. Trainings and webinars for employees and managers are provided to prepare the Individual Development Plan.

KEY RESULTS Indicators

2020

2015

2016

2017

2018

2019

Percentage of employees who received a regular performance and career development review during the year

97%

94% 97.4% 90.65% 82.43% 88.32%

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Universal Registration Document 2020