SOMFY - Annual financial report 2018

04 MANAGEMENT BOARD MANAGEMENT REPORT

EMPLOYEE HEALTH AND SAFETY CHALLENGE

The Group would also like all of its employees to be able to upgrade their skills to respond to technological developments and corporate needs. With this purpose in mind, we have introduced the number of employees who have received at least one training course in 2018 as an indicator. For 2018, this indicator stood at 70.4% , more than two of every three employees. Finally, Somfy would like all of its employees to be able to move within the company to acquire new skills and gain job satisfaction within our Group. In this context, we decided to track the internal development rate indicator , namely the number of people who benefited from professional development opportunities internally in 2018. The rate was 8% in 2018. Given the nature of our activities and our presence in 57 countries with a workforce comprising numerous nationalities, we believe Diversity as a theme is not an essential CSR risk and does not justify development in this management report. Nevertheless, we have provided some information below. The Group pays particular attention to diversity within the Group, in both our activities and in the people who are developing and supporting them. In terms of gender equality, in 2018 the ratio of men to women in the workforce scope was stable with a breakdown of 55% men and 45% women. DIVERSITY CHALLENGE

The development of health and safety is one of the key pillars of Somfy’s human project characterised by the desire to live together more successfully within the Group. Somfy’s corporate responsibility begins with a guarantee to ensure everyone’s physical safety and discover a quality of life within their working environment that encourages commitment. Most of the companies have an occupational health department and internal safety functions, notably strengthened in France by the support of company doctors and specialists in ergonomics. Efforts have been made in many countries to reduce the exposure to risks and to improve working conditions. Work accidents frequency and severity rate indicators for the CSR scope

Industrial sites

Distribution subsidiaries

Consolidation

2017 2018 2017 2018 2017 2018

Frequency rate

5.67 4.58

5.60 5.33 5.82 2.84

0.14 0.19

Severity rate 0.18 0.24 0.07 0.09

In 2018, many companies strengthened their communication and awareness-raising initiatives in the field of occupational risks via management targeting their operational teams and using dedicated communications channels such as flyers. Consequently, frequency rates improved significantly both at industrial sites and distribution subsidiaries. Work related accidents and occupational diseases are monitored, and preventive action implemented, by dedicated working groups or specially appointed employee representative bodies, according to country (HSWCC in France for example). In the case of Musculoskeletal Disorders (MSDs), steps were taken at the Somfy Activités SA legal entity: manual handling and ergonomics training, workstation ergonomics, job rotation in production and road safety, and this has reduced nine-fold the number of days of absence for occupational illness, from 687 days in 2017 to 74 days in 2018. The number of calendar days of absence per year per individual for sickness, occupational illness, work accident and commuting accident remained stable between 2017 and 2018 at 10.8 days (1) .

55%

Female Male

45%

The method for calculating absenteeism changed between the 2017 and 2018 protocols. Instead of calculating an absenteeism rate, it was decided to (1) calculate the number of calendar days of absence per year per individual for sickness, occupational illness, work accident and commuting accident as this would give a better picture of its impact at company level.

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SOMFY – ANNUAL FINANCIAL REPORT 2018