Sustainability Report - FY 2023

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Social and societal information Social Dialogue and Engagement

Key Highlights of the 2023 Survey

Main areas of work selected following the 2023 survey

Continued efforts to recognise and differentiate individual performance. Continuation of the work initiated in 2022. Improved identification and recognition of individual performance.

Improvement in employee satisfaction with workload

Differentiating and individual recognition

Positive results of the actions put in place to automate and optimise many processes

Strengthening an internal feedback culture.

Continuation of the work initiated in 2022 with the development of an internal communication plan, built on the basis of employee feedback, aimed at creating a more direct link between the Chief Executive Officer, the Group’s Executive Committee and all employees and relying on optimal channels and frequencies.

Internal communication

Employee satisfaction with training and personal development programme

Structuring and sharing career paths.

In France, 91% of employees benefited from this representation via the Social and Economic Committee (SEC) as of 31 December 2023. Discussions in these forums focussed on the following elements:  information on the website made available by the SEC for social works;  reorganisation and renovation of offices;  presentation of the Gender Equality Index;  presentation of the SEC’s balance sheet; and  remuneration agreements (profit-sharing and related payments). Other channels of social dialogue In addition to these bodies, the Group’s Code of Conduct sets out the main principles applicable to all employees who have the opportunity to raise their concerns through the whistleblowing procedure detailed below in section 8.2 of this report. Coverage by collective agreements Local agreements on working conditions and/or with an impact on employee remuneration are in force in a number of the Group’s subsidiaries. In France, 72% of employees were covered by a collective agreement, i.e. 12% of the workforce in the scope of this declaration.

This annual measurement of employee engagement is essential for the relationship of trust that the Group wishes to maintain with its employees on a daily basis and supports the quality of its services. The satisfaction rate is a key indicator of the human resources management policy. The Group’s objective is to continue an annual monitoring of employee engagement in order to be as close as possible to their expectations and concerns. In addition, since 2020, when leaving the Company, each employee can participate in a survey during which they will be able to express the reasons for their decision, share information about their experience within Exclusive Networks and their future professional prospects. This measure makes it possible to identify new practices that are likely to meet employees’ expectations. Institutional social dialogue The Exclusive Networks group strives to establish a constant and high-quality social dialogue, in compliance with the legislation in force in each country where it operates, as well as in countries where it is not subject to a legal obligation. Social relations are placed in each country under the authority of the Country Manager and the Human Resources Manager, who are responsible for:  setting up all legal bodies in accordance with local legislation; and  facilitating regular meetings and dialogue with staff representatives and social partners, where they exist.