SOLOCAL_Registration Document_2017

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CORPORATE SOCIAL RESPONSIBILITY 3.2 Social responsibility

Internal mobility is also an important focus of the Group’s human resources. It involves a dedicated policy, and in particular the establishment in 2012 of an online portal, “the internal employment portal,” accessible via the Intranet and regularly updated with new features. Employees can, for example, update their resumes, apply for internal offers or set up an alert system for job opportunities in the areas that interest them. Employees have priority over external job applicants. Regular communications are made internally via the internal newsletter, in order to post the opportunities of positions available. In addition, in 2017, the Intranet section dedicated to mobility was completely revised to better support employees in their mobility approach. It makes it possible to display, in a more informative way, the different stages that go from the conception to the implementation of its mobility project, specifying and presenting for each of the stages the arrangements available. SOCIAL MEDIA DAYS: AWARENESS-RAISING DAYS FOR PROPER USE OF SOCIAL NETWORKS Social networks take a more important place in the personal and professional world of our employees. In order to better support this cultural change, we trained more than 500 employees in 2017 at our Boulogne-Billancourt and Eysines sites. During the day, they received personalised advice on how to get started on Twitter and/or LinkedIn. 420 employees also took advantage of these days to have photos taken for their profiles on social networks, thanks to a professional photographer made available to them. DIGITAL MAKERS: EMPLOYEES WHO ARE AMBASSADORS OF THE GROUP’S E-REPUTATION Launched as a pilot at the end of March 2016, the “Digital Makers” program in France aims to make our employees Group ambassadors on social networks. In an internal community, 120 employees volunteered to boost the visibility of talents, products, customers, technologies, etc., of different Group entities on social networks. The Group trained and coached them to build their professional identity on social networks, strengthening their e-reputation. At the same time, they proved to be excellent relays to participate in the development of the Group’s reputation. Developing a digital company culture

Thanks to a platform for aggregating the Group’s content, our Digital Makers can easily relay the Group's communications to increase its notoriety and visibility. 73% of Digital Makers were active on the platform in 2017, with more than 36,650 actions recorded (likes or shares). BUILDING THE EMPLOYER BRAND ON SOCIAL NETWORKS To increase the visibility of our Employer Brand in France and gain name recognition with young people from age 19 to 25, we have been actively present on social networks since November 2012 and creating much of our own content. Our strategy is to: make it known that we are a leading digital Group and employer; l concretely show what our employees do: the HR services offer, l our employees’ jobs, life within the Group, etc.; offering internships, work-study and job opportunities. l The Group is thus present on the LinkedIn and Viadeo professional social networks, and has also strengthened its proximity with young people by also being present on Facebook, Twitter and Jobteaser through a specific editorial line following Codes that resemble their generation: with a casual tone, attractive visuals and 100% online events. Our presence on social networks also helps to support our sourcing initiatives through recruitment operations that are innovative and focused on digital: to promote the telesales business, the Group organised a video l chat in June 2017 which received 49 qualified candidates; in October 2017, for the 2nd year in a row, we renewed “Ultimate l Job Battle”, a mobile game reserved for EM Normandie students: 109 student entries and their resumes. finally, in May 2017, we made it possible for students, interns and l work-study participants, integrated within the Group, to help promote our Employer Brand on social networks. Following the organisation of an internal competition, 11 of them were selected to represent SoLocal for a week on Snapchat and Twitter. The photos and videos presenting their daily work generated 226,000 impressions on these two networks. This digital event gave birth to “Feeling Good”, the Group’s community of interns and work-study participants, which sustains their commitment.

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2017 Registration Document SOLOCAL