SOLOCAL_Registration Document_2017

CORPORATE SOCIAL RESPONSIBILITY 3.2 Social responsibility

EQUAL OPPORTUNITY EMPLOYMENT AND DIVERSITY 3.2.2

With regard to Mappy, a gender equality agreement was signed in May 2012 and deals with 3 main objectives: guarantee equal treatment for women and men in the l recruitment processes; guarantee wage equality; l make provisions for a better reconciliation of working life with l family life. Specific actions are sought: 1st theme: integrate more women into Mappy’s technical management. 50% of the workforce works in IT management. But the training that leads to these professions is not oriented to women. This strong male majority is found in this management workforce. That is why the agreement focuses on this particular point. 2nd theme: there is no discrepancy in this matter. However, the agreement plans to remain vigilant on this point and to act as soon as a difference of more than 5% is revealed. 3rd theme: men and women should enjoy the same benefits of participation in family life. Mappy wanted to emphasise the participation of men in this area with measures such as: compensation for absences for mandatory prenatal l appointments; specific communications for men (future dad guide, sick l child days, back to school, etc.). This approach was also reflected in the granting of additional days in the event of child illness and the introduction of teleworking.

WORKPLACE GENDER EQUALITY

3.2.2.1

SoLocal Group is committed to promoting diversity and in particular gender equality in the workplace. This policy is formalised for each subsidiary with dedicated agreements. For PagesJaunes, the formalized efforts in the agreement are focused on six priority areas: promote and hire more women internally and externally; l increase the number of women in senior management positions; l improve access to training; l promote equal pay for equal work; l improve the work-life balance; l increase the number of women in Employee Representative l Bodies. As a continuation of the 2012 gender equality agreement, PagesJaunes is pursuing its goals, which were surpassed in 2017: 31.3% of senior executives were women (versus an objective of l 30%); 37.5% of sales advisors were women. l The main lines of action are to guarantee equal treatment for women and men in the recruitment processes, to guarantee equal pay and to make provisions for a better reconciliation of working life with family life. Aware that gender equality in the workplace is impossible without a proper balance between work and personal commitments, PagesJaunes has made a considerable effort to adapt working conditions to accommodate the personal constraints of our employees. For example, all requests to work part-time are accepted.

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The status of women employees at 31/12

SoLocal Group

PagesJaunes

2015 2016

2017

2015 2016

2017

Percentage of women employed under indefinite-term contracts Percentage of women employed under fixed-term contracts

51% 52% 52% 51% 51% 52% 48% 57% 48% 60% 59% 52%

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Number of women employed as senior executives Percentage of women employed as senior executives

54

57

56

36

45

42

27% 30% 31% 27% 32% 31%

take into account the legislative changes that have taken place since the previous signing.

MAKING SURE NO ONE IS EXCLUDED

3.2.2.2

The Group is evolving in a changing context: the length of working life is becoming increasingly longer in light of the ageing of the population, and access to youth employment is becoming more difficult. SoLocal Group in France must therefore take into account these new parameters since maintaining the age mix within the teams is an essential factor to social cohesion and economic competitiveness. A new agreement for employing and maintaining older employees, and relating to young people within SoLocal Group in France was signed at the end of 2016 with four representative unions. This 2nd agreement reinforces the commitments made since 2013 with the 1st intergenerational agreement and allows the Group in France to

Older employees Thus, the new agreement for employing and maintaining older employees, and relating to young people within SoLocal Group in France continues the approach put in place since 2013 and incorporates some new features. To take into account the legislative changes, the new agreement proposes to extend the Part-Timer Older Workers program to the sedentary commercial population and to extend the maximum possible duration for these measures to five years (instead of four previously).

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2017 Registration Document SOLOCAL