Sustainability Report - FY 2023

Social and societal information Ensuring fair and attractive remuneration and benefits

7.4

Ensuring fair and attractive remuneration and benefits

Context In a context of high competition in the global labour market, especially in the cybersecurity sector where there are not enough qualified employees, it is essential that the Group ensure the competitiveness of remuneration levels, which are rising. This is an important lever for attracting and retaining talent. A higher turnover, particularly in key positions, could ultimately penalise the Group’s growth. Policy The Group’s policy is to offer everyone a fair and competitive remuneration in the market that reflects the performance and levels of responsibility associated with each person’s roles. To this end, the Group aims to position itself at the level of benchmark best practices observed in comparable sectors. This policy takes into account local laws and business practices in each region. Thus, the skills and level of responsibility associated with the roles of employees are compensated by a fixed salary in line with the experience acquired and the practices Actions implemented & systems Long-term profit-sharing scheme (LTIP) Since its IPO in 2021, the Exclusive Networks group aims to associate and align the financial interests of management and a number of key contributors (Group executives, executive committee members, senior executives, talent and experts) with those of shareholders, including through long-term incentive plans (LTIPs). This additional remuneration mechanism aims to motivate and retain beneficiaries by directly involving them in the Group’s development. As a result, around 70 employees as of 31 December 2023 (senior managers, talents and experts) were allocated performance shares in order to link them to the Company’s long-term performance and financial results. The definitive acquisition of the allocated shares is subject to the fulfilment of performance conditions and a condition of presence in the Group on the vesting date. The performance indicators used are based on the Group’s financial performance (see section 4.3 of Key monitoring indicators Share of employees who have been awarded performance shares Share of employees benefiting from a voluntary collective remuneration scheme Share of employees with a performance-related variable component in their remuneration

observed for each profession on the market. Employees are also remunerated by variable remuneration schemes (bonus or commission), depending on the level of responsibility and the country. The purpose of these is to reward individual and collective performance (see the section above on collective agreements that have an impact on remuneration):  for the majority of operational managers, bonuses are defined in a homogeneous way in each of the countries, with a share of collective objectives and a share of individual objectives.  for all marketing and sales teams, including employees in operations, commission plans, mostly related to marketing objectives, are defined and represent a significant part of the compensation. The remuneration policy includes performance incentive plans that must meet the objectives of mobilising key employees towards medium- and long term performance by encouraging outperformance, associating these employees with the Company’s valuation and building loyalty.

2022

2023

88%

90%

2%

3%

23%

24%

Chapter 4 of this Universal Registration Document which presents the history of share awards made by the Group since 2021). Collective agreements with an impact on employees’ remuneration Collective performance remuneration schemes may exist in some countries, whether they are mandatory legal schemes (profit-sharing in France, for example) or voluntarily set up by the Group according to local practices, such as profit-sharing in France, these schemes, where they exist, are accessible to all employees. As of 31 December 2023, the Group estimates that at least 18.9% of the workforce was covered by a mandatory and voluntary collective agreement that had an impact on compensation. In the coming years, the Group will refine the reporting of this indicator.

In 2023, the Group implemented a profit-sharing plan benefiting all employees based in France. A non-financial criterion related to CSR based on business ethics (Code of Conduct certification rate) has been introduced.

43

Exclusive Networks SA

2023 Sustainability Report