technicolor - 2020 Universal Registration Document

5 DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

Two of the first “Share Our Stories” podcasts were “Women in India” and “Women in Technology”, each about an hour in duration with 6 to 8 speakers currently working at Technicolor. Beyond specific national or local regulations requiring the public reporting of gender pay gap indexes in highly variable and non-comparable ways, a global gender pay equity index was implemented internally to measure and monitor the global consolidated percentage pay gap between women and men for similar local job occupations and to identify gaps and shifts between remunerations. Gender pay gap measures the lack of parity for women across the different quartiles of remuneration, reflecting, among other things, the distortion of representation of women across the different levels of responsibility, because unequal pay may amplify the distortion. Gender pay gap is very dependent on business and geography, as the remuneration profile may vary significantly from one business to another and from one country to another, thus, this indicator can only be monitored by business and by geography. Technicolor aims to increase the representation of women in the higher quartile, through promotion and hiring. In addition, initiatives to promote gender parity are encouraged locally as in France, the UK, Poland and Brazil: in France, since 2019, an action plan was developed relating to • gender equity. In line with the collective agreement signed in 2016, it authorizes a dedicated budget to align compensation between men and women, training to support women and to promote their careers; in the UK, The Mill continued to roll out equal opportunity 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; 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. 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 was planned for the Warsaw offices in response to women staff’s request to improve work – life balance; in Brazil, pink October events include lectures, exams and medical • consultations related to the prevention and early diagnosis of breast cancer, while blue November activities focus on prostate cancer in men.

are the descendants of indigenous Africans within our workplace because Black Lives Matter. TBEN will provide guidance and contributions to achieve Technicolor’s goal of fostering a workplace that is diverse, inclusive, equitable, and welcoming to all. TBEN supports colleagues and community by providing a voice, by providing resources to enrich, by providing a safe space, and by celebrating Black people. The initial “Share Our Stories” podcast was entitled “BLM in the United States” and early in 2021 the second podcast will launch with “Technicolor Welcomes Xernona Taylor”, each about an hour in duration. Additionally, a virtual cinema club is now offered beginning with I am not your Negro by Raoul Peck and then One Night in Miami by Regina King, each with open follow-up meetings for active discussion. The first programs launching in 2021 will include education of colleagues about the heritage, struggles and needs of Black people by training, thought leadership, and celebrations of culture and heritage, development of a mentorship and sponsorship program to provide professional development for Black people, partnering with existing organizations to offer scholarship opportunities, and active recruitment of Black people. LGBTQ+ All Film and Episodic VFX locations continued to work with their local Balance DEI committees during 2020, 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 branded studio Intranets to help reinforce messaging and celebrate diversity. There is now a stream called Pride, open to everyone, focusing on creating a welcoming space for all LGBTQ+ employees. One of the initial “Share Our Stories” podcasts launching in 2021 is entitled “The G in LGBTQ+”. Worldwide staff profiles are now facilitated in a way that allows each member of staff to designate their preferred pronouns. ETHNICITY AND RACE The working group surrounding ethnicity and race seeks to understand and to create recommendations for the broader Technicolor business specifically around ethnicity and race. These recommendations must have both global, national and local relevance and be able to scale and to create meaningful impact. Strategies and plans must be inclusive and consider local requirements and nuances while respecting, celebrating and mobilizing the uniqueness of individuals, along with their perspectives and talents. The desired outcome is to create impacts at Technicolor global, national and local level through, engagement, education, analysis and reporting, community outreach, philanthropy, and the recruitment and nurturing of talent. A key measure of success will demonstrate that every employee, regardless of their ethnicity or race, feels safe and respected in the workplace and has a sense of belonging.

BLACK EMPLOYEE NETWORK

Technicolor’s Black Employee Network (TBEN) is a working group within the DEI Taskforce open to everyone allied with the cause of improving Black people’s lives. The working group purpose is to raise awareness and to support the resolution of issues that affect people who

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