technicolor - 2020 Universal Registration Document

DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

Our creative artist training team partners closely with departments to support virtual cross-skilling and to deliver masterclasses to further develop our experienced artists and help ensure the latest techniques are rapidly deployed. In addition to launching several virtual academies in 2020, onboarding/pipeline training was moved online to shorten time to competency for new hires at all levels and provided remotely where needed. This program does not replace the traditional hiring path to enter the Production Department as Runners, VFX Production Assistants, VFX Production Coordinators, etc . The aim of the program is to respond more quickly to the pressing needs for VFX Production Coordinators across the VFX industry and to expand our diversity profile whilst ensuring that everyone in the team has a strong foundation of knowledge to effectively deliver our shows. We look to expand the diversity in our production team as we hire individuals from outside the industry who are experienced in customer-facing roles, and fast-paced environments. Talent Review and Leadership 5.2.1.4.2 Development A yearly Leadership Talent Review process is conducted in all divisions. The process involves managers at all levels of the organization as well as the members of the Executive Committee and of the Management Committee. All these stakeholders participate in the identification of employees with the right level of potential and performance to feed the pool of future managers at the division or Group level. The members of this talent pool are eligible to benefit from dedicated leadership development trainings, activities and events during the year. Several programs are managed at the Group level: the Leadership Talent Pool and the Leadership Development program: • Each business has unique learning and development needs. The Talent and Development Center of Excellence is designed to be an internal full-service consultancy to support and offer custom solutions for these diverse businesses and enhance existing initiatives. The Talent & Development Center works with businesses to tailor content and delivery modalities to fit the business culture. The mission is to shift our culture and improve effectiveness through cultivating awareness, common language, interpersonal skills, and connection in our talent across the globe. 2020 brought even more agility to support the development of employee soft skills during a year of change and uncertainty. The 2020 development initiatives had more focus on adapting to change and collaboration across all businesses and levels. The result was more accessible support training to better prepare them to deal with change and get along in their teams, businesses, and in the uncertain marketplace. Almost all sessions in 2020 were virtually delivered, for shorter periods of time, this allowed for more

participation and increased exposure across the globe. Talent & Development (T & D) Center sponsored 3,724 individual training hours focused on creating a best-in-class baseline for employee soft skills. Talent & Business Partners kept the T & D Center informed of changes as they happened and T & D adapted, managed, and facilitated programs to support the changes. Global areas of focus were change management, remote working, listening, personal and professional effectiveness, building trust and influence, project management skills, and feedback; FranklinCovey’s All Access Pass: • In addition to the so-called “business” training programs (technical or non-technical) offered within the divisions, FranklinCovey’s All AccessPass Program played an important role in the support provided by the Group to 600 managers in all business lines and divisions/functions. Using their world-class methodologies for personal effectiveness, people management, and leadership, top managers were trained using a blended approach of live virtual, on demand e-learning, bite-sized tip sheets for real-time problem solving, and coaching reinforcement sessions. The HES Division conducted a virtual High-Potential program with thirty key employees that utilized this resource for reducing unconscious bias, building trust and influence, increasing effectiveness, and managing change. Focus on divisions A Leadership program in the Production Services Division During 2020, Production Services implemented the manager training course LEAP (Lead, Energize, Accelerate, Performance), within its VFX brands. Powered by The Focus, this program channels the specific knowledge and experience of our managers to create a bespoke training package designed to upskill aspiring and experienced managers alike. Virtual learning sessions, easily digestible articles and resources are shared with a manager community via a shared platform to create a sense of community and enable shared learnings. Implementing Progression and Succession in the Production Services Division In 2019, a new feedback tool combined with a talent evaluation system was introduced to support the notion of talent development and transparent feedback. The Continuous Feedback App is accessible throughout the Film & Episodic VFX Brands and has changed the way employees think about and track feedback. It empowers individuals to own their development and learning, and to take control of their career trajectory. This tool also works to promote a culture of recognition, between peers and between manager and employee.

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TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2020