Worldline - Registration Document 2016

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

drink; employees to come together over cake, ice cream or a Seclin regularly organize “flash meetings” and invite TO The personal assistants at the Technical Operations entity in ● decorating their offices to win the prizes offered at each site. than five hundred people who took up the challenge of and Christmas decoration competitions entered by more monthly breakfasts for employees hosted by Gilles Grapinet, employees proudly represented the Company colors, “Corporate Games,” an inter-company sporting event where Various activities have been organized such as the ●

Since 2013, Worldline has organized workshops on diversity and have already been implemented: equity, in which senior managers are involved. Some measures Including women in top management succession plans; ● employees; Encouraging top executives to manage junior female ● Central gender equality committees for yearly intakes; ● involved in diversity training. Leaders who are aware of these diversity issues and are ● were local. managers are local, and 92,54% of Company employees in 2016 supports local recruitment [GRI 202-2]: 91,36% of experienced present in 17 countries [GRI 405-1]. Furthermore, Worldline the Company employs people of 81 different nationalities and is Although most of Worldline’s employees are located in Europe, Besides, Worldline is opposed to any kind of discrimination and discriminating factors. works daily to ensure that every decision is made without any equal value”. “equal remuneration for men and women workers for work of issue is the subject of Convention 100 of the ILO concerning compensation for men and women for equal work value. This Many countries have adopted laws to enforce equal Worldline has made gender equality one of its top priorities. Worldline employs 28,75% of female employees across the Although the fields of IT and engineering mostly appeal to men, world and strives constantly to improve this proportion. 62 20,97% of whom are women (top 750). [WL7]. people are employed in Worldline’s top management team, the women’s career development. Joint bodies have been between men and women, and secure conditions favorable to gender equality at all organizational levels, ensure equal pay partners. Among other things, these plans aim to promote favor of professional equality have been signed with the social In Europe – France and Spain notably – plans and agreements in created to manage and follow up on these measures. This is its CSR ambition TRUST 2020 the Company aims to reduce the why Worldline has decided to engage in the long term and with female capital gap to 0 by 2020 (target range of +/-10%). to perform a career in the informatics areas and some additional scholarship to 3 girls in the University Lille 1 to encourage them like: partnership sponsored by Technical Operations to give a initiatives to promote gender equity have been implemented participants to the mentoring program in 2016 are women and organization, mostly in Europe. For instance, 25% of the Leadership development programs exist across the encourage women to pursuit an engineer career and to provide associations (“Duchess Ingénieurs et femmes ingénieurs”) that free days have been allocated to employees in order to promote small talks about the place of women in the digital world. and [WL7] [GRI 103-3 Diversity and Equal Opportunity] Promoting gender equality [GRI 401-1] A.3.2.4.1

A.3.2.4

[GRI 103-2 Market Presence] Diversity and equal opportunity] and [GRI 202-2] [GRI 405-1] [GRI 103-2 Promoting diversity and equality

various task forces have launched long-term action plans. These staff, disabled employees and gender equality. For this purpose, represented within the Group: cultural differences, experienced Worldline seeks to ensure that all forms of diversity are actions are related to: development of Worldline’s global and cross-functional operates. International diversity is the guarantee of the encouraging the development of talent wherever Worldline diversity by learning to work better together and Cultural differences: capitalizing on Worldline’s international ● organizations; within Worldline; policy must ensure the right transfer of expertise and skills in line with their skills and experience. The active career their career they are in, are given professional opportunities making sure that Worldline employees, at whatever stage of Experienced staff and intergenerational skills transfer: ● of people with disabilities is at the heart of Worldline’s CSR development. The policy of employment and employability employment, access to training and equality in career Disability: inclusion of disabled people, ensure continued ● commitments; within each team. Worldline enables innovation, creativity and collaboration Worldline. The right balance of men and women within equal access for all to the same level of responsibility within Gender equality: equal opportunities for men and women, ● among which: Some of these measures have already been implemented, Including more women in the Executive Committee; ● Diversity training in the workplace; ● Specific initiatives with regard to disabilities. ● their possible development across the Company. The local initiatives are analyzed so that Worldline can assess

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Worldline 2016 Registration Document