Worldline - Registration Document 2016

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Corporate and social responsibility report Annex III - Being a responsible employer

Integration@worldline [WL6] Startingmy career at Worldline:

A.3.2

best candidates in the marketplace. regularly updated, help to guarantee that the Company finds the working environment. These different stages, which are with HR, an operational interview, and a behavioral test in the with a 10.2% increase in headcount, of which 25% women, who In terms of hiring, the past 12 months have proven to be positive, joined the Company around the world in 2016 [GRI 401-1]. talent in 2017. Worldline plans to continue with this dynamic of hiring young Human Resources. further information on social issues, please refer to Section 9.10. appeal, and to position itself as a first choice employer. For “Hiring” rankings by 2020 in order to enhance its visibility and through the CSR program, TRUST 2020, to appear on five Against this backdrop, Worldline has made a commitment AND [WL6] BREAKDOWNOFNEWEMPLOYEES BYAGE [GRI 401-1] 2.11% > 50

the wellbeing@worldline program. responsibility policy and are one of the major commitments of Worldline are key components of its corporate social The hiring of talent and the integration of each employee within

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Employment] and [WL6] Hiring of talent [GRI 401-1] [GRI 103-2

information technologies, but also from Big Data, security, etc., to Company hires people from various backgrounds, mainly in Worldline is a dynamic company in constant growth. The of expertise and innovation. the development of the Company whose core culture consists meet the demanding requirements of its customers and ensure their spirit of initiative and innovation. mission is to attract the best talents in the market by calling on hiring team that worked closely with Operations, and whose Worldline achieved its strategic objectives in 2016 thanks to a motivation and illustrate the Company’s commitment to Worldline are recognized by employees as a source of career through various programs. The career paths offered by Being hired by Worldline is the opportunity to develop your management internal qualification, and opportunities for development paths such as functional expert or the project training, support schemes such as mentoring, alternative career people. Throughout their careers, employees are offered providing engaged, personalized career management for its management positions. management and so benefit from access to certain programs if they are identified as such by their line mobility. Employees can also take part in talent development business, international, geographic, functional and sector Every year, Worldline offers numerous internships in IT the practical application of their theoretical knowledge in the young graduates to complete their academic courses through functions. These internships provide opportunities for future development, infrastructures management and support employment contract. students have an opportunity to join Worldline with a long-term their internship, most of the talented and best performing Company, and open the door to the professional world. After from the best universities and, in France, the best major launched a “Campus Manager” program to attract young talents To ensure a high quality level of its workforce, Worldline has engineering and business schools. development programs. a deliberate strategy of relations with academia and career its visibility on the market, and therefore its appeal, by means of Worldline also works on its employer brand in order to enhance a selective and qualitative hiring process, including an interview To ensure high-quality recruitment, Worldline has implemented

30.96% 30 > < = 50

66.93% < = 30

BREAKDOWNOF LEAVERS BYAGE [GRI 401-1] AND [WL6] 14.40% > 50

37.76% < = 30

47.84% 30 > < = 50

Turnover 2016 [WL6]

Women

Men

Total

24.64% 75.36% 10.22%

Entries Leavers

25.60% 74.40%

8.42%

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Worldline 2016 Registration Document