technicolor - 2019 Universal registration document

5 DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

Diversity and inclusiveness 5.2.3

GRI [103-1 Diversity and equal opportunity] [103-2 Diversity and equal opportunity] [103-3 Diversity and equal opportunity] [103-1 Non-discrimination] [103-2 Non-discrimination] [103-3 Non-discrimination] [405-1] [406-1]

DIVERSITY & INCLUSION IN THE WORKPLACE At the end of 2015, a global plan for Diversity and Inclusion was launched. The objective of this plan is to improve processes globally to ensure that practices are not discriminatory at any stage in the Group, but also to promote a mindset of openness and inclusiveness globally and a willingness to bring support and assistance to persons or groups who may be under-represented compared to their regional demographics. The 4 key areas of the plan are gender diversity, disability, age, and ethnicity. During 2019, at Group level, work continued to focus on action planning, internal communication and awareness building, with several business units launching programs and networks related to diversity and inclusion in alignment with their workforce requirements. More specifically, in our VFX brands, a pledge was developed to ensure all groups of people are fairly represented within each brand, to use the Technicolor Academies to actively improve diversity in the short-term, and to work long-term with education and industry events to improve the awareness of VFX as a career option for all groups. VFX operate in locations where there is a critical talent shortage, meaning there has never been a more important time to focus on equality, inclusion and diversity. We have an obligation within our businesses to reflect the diverse society in which we operate, and Technicolor also has the potential to provide greater opportunities and to be a leader in changing the employment landscape of the future. Following this pledge, initiatives have continued with plans to integrate them into a longer-term strategy. For example, the Balance program, a global initiative focusing on improving gender diversity within operations, continues to grow and to develop within FEV. Seven FEV Balance committees have been set up and developed in different regions, with each region identifying issues that are more prevalent to their local community ( e.g. , a higher focus on ethnicity equality in one region, compared to LGBTQ+ at another). MPC Film has worked in conjunction with an external diversity network, Access: VFX, and local schools to encourage young people to join the VFX industry. Access: VFX is now a global group, and all brands are looking to replicate the work done in their own regions. Five Diversity committees were also set up in DVD Services, and one Diversity Committee was set up in Advertising in London. GENDER DIVERSITY A first program was launched in 2014 under the sponsorship of the Executive Committee (EXCOM), in order to better balance gender diversity and increase the ratio of women in business roles, management levels and leadership pipeline. Actions were put in place through a full range of processes and progress continued during 2019: three women are members of the EXCOM, representing 23% of the • total number of members on December 31, 2019. At the Management Committee (MCOM) level, members are three

additional women, together with nine men. Women are reaching 24% of the total number of members including EXCOM members; a recruitment policy was adopted to encourage gender diversity in • Senior Management positions: Technicolor requires recruitment and personnel search professionals worldwide to ensure that the curriculum vitae of at least one qualified woman is included in every list of finalists submitted for open Senior Management positions within the Company; leadership talent criteria are adapted to secure equity between men • and women in leadership positions, and gender diversity is integrated in each division’s Talent reviews, which outcomes are presented to the EXCOM, including dedicated action plans as needed. In addition, initiatives to promote gender diversity are encouraged locally as in India, France, the UK, Canada, Poland and Australia: in India, we continued our Women’s day celebrations in 2019. In the • year 2019, we organized yoga sessions specific for women employees, selecting women’s health as the focus. Quarterly women’s group catch-up sessions were launched within the Business units, to understand the concerns and to solve the issues as they surface. A POSH Committee Internal Audit was conducted in 2019, to make sure that the process is abided by the law and if at all there is a gap, we work on the same and implement solutions so that these gaps do not persist. In 2019, as part of the learning initiatives, the learning and development function began to keep aside 10% of the training seats for women employees in order to ensure spaces were available for any interested woman. These seats were later opened for all only if there were no eligible women employees for the training on offer; in France, actions about “Gender Equity” were implemented. These • actions included compensation alignment between men and women, with a dedicated budget, training for managers to appreciate gender diversity, and training to support women in developing their leadership skills and promoting their career. During 2019, Technicolor hosted for the 4 th consecutive year the Estim’numérique event that aims to promote gender diversity in the digital sector of the Brittany region. Technicolor encouraged employees to participate during the French national day for Sciences de l’ingénieur au féminin during which professionals in Sciences and Engineering dedicate some time to sensitize school students to scientific and engineering careers. Internally, Technicolor organized a leadership training program, from which 10 women from Connected Home, R&I and Corporate transversal functions benefited, based on 2 aspects: a collective one with group sessions to provide participants with tools to work on leadership aspects, develop internal networks and share questions, experiences and best practices, and an individual aspect with each participant being personally coached by a mentor. In 2019, an action plan was decided about gender equity. In line with the agreement signed in 2016, it authorizes a dedicated budget to align compensation between men and women, trainings to support women and to promote their careers;

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