technicolor - 2020 Universal Registration Document

DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE CLIMATE CHANGE

Fight against harassment and discrimination 5.3.2

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] [406-1]

A diverse workforce is a business imperative for Technicolor in its competitive environment. It must be able to recruit and retain the most talented candidates from a broad range of disciplines and experiences. Technicolor’s policy is not only to provide equal employment opportunity without regard to race, sex, religion, national origin, age or disability status, but also to fight actively against harassment and discrimination, which are illegal, and also hamper our ability to perform and to retain talented employees. Beyond existing legislation, we strive to track pay discrimination cases between women and men and to reduce such gaps. An improved gender pay gap analysis process based on current and revamped business’ job architectures was developed to identify and help to prevent pay gap creation at every step of women’s career. The non-discrimination and equal employment opportunity policies, based upon the Ethics Charter and locally augmented according to specific legal requirements if needed, including the anti-harassment policy, are implemented at all Technicolor sites. In addition to the role of management, detection of discrimination cases also relies on the whistleblower policy allowing any employee to confidentially disclose their situation or the situation of a co-worker, without fear of publicity or adverse reaction. Such cases are reported to the Ethics Committee and investigated. Some countries implement in addition an official trust person or advocate for employees if there is a discrimination issue. Overall, 52 cases of harassment and discrimination were reported in 2020. 3,543 hours of training about fight against unconscious bias, discrimination and harassment were delivered to 1,814 employees in 2020.

In several countries, managers and supervisors are provided legal awareness training sessions about anti-harassment and non-discrimination. Several new or ongoing initiatives were active during 2020: in India, a PoSH (Prevention, Prohibition and redressal of Sexual • Harassment at workplace) liability survey and awareness and training campaigns with all the service line management teams and key talent was conducted. Based on the survey results, an experiential training course on “unconscious bias” was conducted for the leadership team. PoSH Internal Complaint Committee (IC) was revamped by onboarding a new external consultant, and all were inducted to the complaint handling process. In continuation of this, all employees were trained on PoSH with the help of video-based modules, and awareness posters were put up on the notice board on all floors. This training covered employees from all the service lines at Bangalore and Mumbai (Trace VFX). 384 employees attended such training, representing 576 hours in 2020. Through various avenues, we continue to educate employees on unconscious bias. In India, we continued to make provision for mutually agreeable extensions of employment for senior workers, past the national retirement age of 58. The Bangalore operation also provides a written document concerning local community conditions and advice for new workers moving in from other areas; in the UK, during the Film & Episodic VFX (FEV) induction and • onboarding process, the employee engagement committees are highlighted, and employees are encouraged to join or attend up-coming events. In 2020, training on mental health awareness and unconscious bias were continued during the beginning of the year. Throughout the VFX brands in the Balance committees, there is a stream called Pride, open to everyone, focusing on creating a welcoming space for all LGBTQ+ employees, as well as Women Steering groups.

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CLIMATE CHANGE 5.4

GRI [102-44] [103-1 Energy] [103-2 Energy] [103-3 Energy] [103-1 Emissions] [103-2 Emissions] [103-3 Emissions] [201-2]

This report provides an overview of the activities that Technicolor is taking to fulfill its responsibilities as a global corporate citizen with respect to Climate Change. As such, Technicolor is reporting on what it has determined to be the most significant aspects and impacts, both globally and by business unit, for the fiscal year 2020. Climate change is integrated into Technicolor’s business strategy along two primary axes: development of eco-friendly products and services and infrastructure improvements to reduce emissions or to maintain performance when faced with climate impacts. The development strategy has Technicolor joining or leading various industry groups, regulatory committees, or trade collaborations as a way to find or to

create improvements and manage them into the product or service offerings. The infrastructure strategy is to seek out improved efficiencies in technology or human process/behavior. CHARTER, POLICIES AND GUIDELINES Standards and direction begin with Technicolor’s Code of Ethics and then flow to the Group’s EH&S Charter, authorized by top management. After that comes a library of more than 50 EH&S Policies and Guidelines, beginning with the Environmental Policy, supported by numerous topical guidelines such as resource conservation and pollution prevention.

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TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2020