Assystem - 2015 Registration Document

2015 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR) HUMAN RIGHTS: RESPECTING FUNDAMENTAL FREEDOMS

Compliance with international standards Assystem undertakes to apply the international legislative framework, i.e .: the OECD guidelines, ILO agreements, as well as UN guidelines (Enterprises and Human rights). Along the same lines, the Group has engaged upon a continuous improvement process with respect to CSR for its international operations based on ISO 26000. ● Assystem has been a member of the UN Global Compact since the end of 2011 and its Communications on Progress (COP) form a key aspect of its overall continuous improvement process. ● In 2015, the Group reviewed all of its Group and local procedures to ensure their overall consistency and in relation to the principles set out above. This body of documentation now gives concrete expression to the Company’s Ethical Charter with a Code of Conduct and the corresponding procedures detailing specific practices that will be described in detail throughout this report (business conduct, anti- corruption, commercial practices, etc.). ● Assystem management has validated this approach as well as the creation of an Ethics Committee responsible for implementing and enforcing these principles. It also acts as a regulatory body, observing and correcting practices not consistent with the established principles and procedures if the pre-existing legal, HR or managerial bodies have been unable to do so. This Committee is made up of representatives from the Management Committees of the Group’s operational divisions, the Human Resources Department, the Legal Department and the Communication Department. ● In addition, in 2016 and 2017 Assystem aims to raise the awareness of all managerial teams (roughly 300 people) concerning compliance with the Group’s principles and procedures in this sphere, by organising relevant training courses, and then to assess the effectiveness of the actions undertaken. Promoting diversity and gender equality Diversity and gender equality are an inherent part of Assystem’s values. The Group aims to be among the most exemplary engineering firms in these fields and for several years has been conducting a proactive policy through concrete actions in its recruitment, partnerships, employee agreements and community initiatives. For each action there are targeted objectives. Gender diversity is one of the areas Assystem is most committed to. Assystem is aiming to broaden recruitment pools, maintain gender equality in the Company, and promote the value of mixed teams and thereby the value of women’s contribution and progress in management functions in particular. 2015 NEWS 4.4.2 PROMOTING DIVERSITY, GENDER EQUALITY AND EQUAL OPPORTUNITIES

In France in 2015, Assystem celebrated the 5 th anniversary of its internal network Femmes d’Énergie (Women of Energy) a source of inspiration and promotion of an ambitious HR policy. The figures bear witness: ● 30% of new hires were women in 2015 compared to 22% in 2010. This result goes beyond the objectives signed with personnel representatives which sets the hiring rate of women in the Company at 25%, bearing in mind nevertheless that engineering schools find it difficult to achieve this quota; ● three times more female managers between 2010 and 2015; ● in all, an increase from 17% to 22% in the number of women in the Company in France. Other additional actions: Today the network consists of 400 male and female employees and benefits from strong territorial presence, with 40 local offices. It is headed by a Committee made up of a representative of the Group’s management team, representatives of the operational divisions, the Human Resources Department and the Communication Department. Assystem also strives to develop the careers of older people and capitalise on their experience. In 2015, they accounted for 20% of the overall workforce. The Company has set up a career management system aimed at helping older employees maintain and enhance their skills and to pass their know-how on to the younger generation. In France, this system is accompanied by specific “late-career” interviews which help older employees redefine their medium-term professional objectives. In 2013, Assystem signed a company-wide agreement with representatives of French trade unions regarding the “Generation Contract” (a new type of contract introduced in France in 2013 to encourage the employment of young people and knowledge-transfer from older employees). This agreement aims to promote the recruitment of young job-seekers and capitalise on senior employees’ experience by focusing on the transmission of know-how and skills. It sets out the induction and integration process for new employees, the conditions under which interns can be employed, and the Company’s commitments in terms of employing older people and helping them maintain their employment. Pursuant to the agreement Assystem has undertaken to do its utmost to agree to requests for part-time positions expressed by senior employees and has put in place a process for inter-generational cooperation in order to create “technical expertise” units as part of the Group’s internal training centre, the Assystem Institute. ● introduction of a Work-Life Balance Charter; ● implementation of manager awareness-raising programmes on the benefits of gender diversity; ● management of female talents; ● specific training and mentoring actions, etc.

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FINANCIAL REPORT 2015