technicolor - 2019 Universal registration document

DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

in the UK, The Mill continued to rollout equal opportunities training • including unconscious bias awareness for hiring managers and staff, as well as events that champion women as an output from The Mill’s internal inclusion network. An International Women’s Day breakfast was held for all female employees at The Mill, giving female staff a forum to discuss the challenges and issues they’re facing in a male-dominated industry and workplace. While several delicate subjects were discussed, it was a really positive morning that generated a number of great ideas and actions for change, including the rollout of mandatory anti-harassment training for all staff, a revised maternity policy, a 3 month reverse mentoring pilot, a diversity survey shared with all staff and mental-health first aiders assigned to the London studio. The Mill also offers internal mentoring to new parents under a group mentoring program. Following The Mill’s gender pay gap results a flexible working training session was developed and is now delivered regularly for staff at all levels. The Mill continues to partner with industry to deliver VFX apprenticeships. The Mill participated in World Skills Live UK at the Birmingham NEC, the largest school careers event in the UK attracting upwards of 70,000 students across 3 days. Mill Film made public its gender parity goals with an aim of having 50/50 women in creative roles by 2020, see: http://www.millfilm.com/millchannel/1941/celebrating-diversity-in- vfx-the-way-forward. Mill Film is on the Board for Women in Animation (WIA). Founded in 1995, WIA is the only organization dedicated to advancing women in the field of animation. Mill Film envisions a world where women share equally in the creation, production and rewards of animation, and provides resources and connections to make it happen, see: https://womeninanimation.org/our-mission. Mill Film partnered with Technicolor Academy to create an inclusion award that highlights inclusive behaviors amongst future generations of VFX artists. By simply making students more aware of the inclusive traits to foster and informing them of a plan to reward the ones that demonstrate them best – they can speak it into being. During the FEV induction and onboarding process, the balance committees are highlighted, and employees are encouraged to join or to attend up-coming events. In 2019, training on mental health awareness and unconscious bias has been rolled out. During National Inclusion Week 2019, there were events and activities focused on different identities and cultures, such as Celebrate Diversity Month and Black History Month Screenings. Work is in process to create a multi-faith room in MPC London. A Diversity and Inclusion component was added to MPC, Mr. X and Mill Film’s periodic engagement survey, and gender-neutral washrooms were facilitated worldwide;

in Canada, The Balance Forum recorded a 55 min podcast for the • entire crew, celebrating and educating gender identity with the idea that by having frank, open and honest roundtable discussions with crew from various points of reference and experience, what gender identity means today can be brought to light on a continuing education basis; in Poland, women candidates make up at least 50% of the short list for • any open permanent position, and the industrial operation actively manages lifestyle expectation concerning shift duration, physical capability, on-site restaurant offerings, and social events. In 2019, 47 women were hired out of a total 79 hiring which makes 59%. Women are represented in the same proportion as employment for the site’s Stakeholder Representatives Committee, which reviews operational changes and provides input to management. As a new initiative for 2020 a flexible home office (teleworking) system is planned for the Warsaw offices in response to women staff’s request to improve work – life balance; in Australia, in an afternoon of inspiring conversation and networking, • “Women in Focus” saw over 100 creatives come together to hear five women in leadership share stories, offer advice and connect with other industry locals. The event, hosted by The Focus, was in line with Mill Film’s commitment to creating real industry change. All FEV locations continued to work with their local Balance committees during 2019, which have expanded to include different representations of diversity, such as the LGBTQ+ community, religion and ethnicity. Committees meet on a bi-monthly basis to discuss initiatives, with regular interviews, video updates and events promoted on Brand Intranets to help reinforce messaging and celebrate diversity. These types of events include “Inspiring Women” panels; workshops aimed at women to develop their leadership skills. There has also been the development of a Women Steering group, to ensure gender equity is kept to the foreground. There is now a stream called Pride, open to everyone, focusing on creating a welcoming space for all LGBTQ+ employees. Globally, the Balance program was originally an initiative focused on improving gender diversity within operations, FEV VFX service line. Currently, at least half of the Senior Management Team in each location is female and slightly more in the overall leadership team. The hiring of women for Technicolor Academy outside India reached 34.4% in 2019. As part of FEV, Mill Film achieved an overall 43% women talent hiring at entry level during its first year, and 43.8% during its second year. A Diversity and Inclusion component was added to MPC, Mr. X and Mill Film’s periodic engagement survey, and gender-neutral washrooms were facilitated worldwide.

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TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2019