NEOPOST_REGISTRATION_DOCUMENT_2017

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Corporate social responsibility

Social, societal and environmental information

Neopost S.A. (1 agreement in force) and 1 agreement • signed in 2017; Neopost GmbH (33 agreements): 3 agreements signed in • 2017. Agreement on workstations, 2 agreements on sales commission remuneration; Neopost Sverige AB (1 agreement in force): 1 agreement • signed in 2017. Agreement on working conditions; Neopost Technologie Bv (1 agreement in force): No new • agreements in 2017. 1 agreement on working conditions; Neopost BV (1 agreement in force): No new agreements • signed in 2017. 1 agreement on working conditions; Neopost Nv (4 agreements in force): 3 agreements signed • in 2017 related to working conditions; Neopost Finland Oy (1 agreement in force). No new • agreements signed in 2017. Diversity and respect for equal opportunities Since the Group is present in 29 countries, diversity is part of its DNA and enriches the working environment through the exchange and understanding of different points of view within multicultural teams while the emergence of innovative solutions is encouraged. For Neopost, this is also a lever for commitment, performance, and creativity. The Code of Ethics issued in September 2017 states that each entity is responsible for deploying the Group policy in terms of equality and diversity. Since each country has its own specificities and regulations, action plans are drawn up according to local priorities. The principles of equal treatment apply to all forms of discrimination that may exist, including those related to age, gender, ethnic or social origin, nationality, language, religion, health, disability, marital status, sexual orientation, political or philosophical opinions, veteran status, membership of a trade union or any other characteristic protected by applicable laws and regulations. equal access to employment: all recruitments must be • based solely on motivation and skills; equal pay: the Group ensures that individual pay rises are • based on the same conditions for all employees (only skills and results are taken into account); equal access to professional training and promotion: the • Group stresses that there cannot be any discrimination or prejudice associated with subjective criteria and that all employees must be treated equally. The purpose of the agreement on gender equality in the workplace, signed by Neopost France, Neopost Technologies, Neopost Industrie and Neopost Services, is to facilitate the long-term professional development of women in the Company regarding access to employment, training and professional promotion. Neopost stresses that it remains vigilant regarding professional equality when employees are hired and throughout their career with the Company. In particular, these principles include:

Several contrats de génération (generation contracts) have been signed in France. The purpose of these agreements is to hire young people on permanent contracts and keep older employees in employment to ensure the transmission of knowledge and skills between the generations. Neopost companies firmly believe that diversity is a source of innovation, improves employee performance, and meets the needs of our customer base. Employees are remunerated on the basis of their knowledge, skills, motivation, and performance. Several initiatives have been introduced to promote diversity and equal opportunity. For example, in the Nordic countries, each entity has a Human Resources booklet setting out their non-discrimination principles. Neopost Sverige AB, the Group’s Swedish-based company, has introduced a local diversity policy. This policy has been signed by all its employees. Managers are tasked with ensuring compliance with the policy by their teams. In the United States and United Kingdom, diversity is monitored and documented in accordance with applicable local laws. In 2009, Neopost USA, which has been proactive in this regard, established a Diversity Council (peer network) responsible for promoting diversity in the workplace. All Neopost USA employees take part in a training course entitled “Respectful Workplace Training”. As a contractual Government partner, Neopost USA develops a positive discrimination action plan each year. All sites with more than 50 employees focus first and foremost on diversity in recruitment. Measures to promote diversity are also in evidence in other Group entities. To increase diversity and prevent all forms of discrimination in their working environment, Neopost Australia and Neopost Ltd in the United Kingdom have equal opportunity policies. Neopost Ltd also introduced an anti-harassment and anti-bullying policy and a business integrity policy. All Neopost Ltd employees are required to comply with these Company policies. All employees have also been informed about complaint and conflict-resolution procedures. In addition, all employees are required to attend diversity training, which goes beyond the legal obligations.

Representation of women in the workforce

Diversity

26% Of managers are women

With a rate of 31.6%, the percentage of women managers in the Neopost group remains relatively stable, and for women managers, the 26.0% rate in 2017 reflected a very slight increase on the 2016 fiscal year. Aware that measures must be taken to develop gender diversity within teams and to facilitate women’s access to managerial positions, the Human Resources department set up a working group in 2017 dedicated to this issue that is directed from the head office in Bagneux. In the same spirit as that in the United States (the Diversity Council created in 2009), this working group should help to develop an action plan for these topics with quantified objectives for the coming years.

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REGISTRATION DOCUMENT 2017 / NEOPOST