DERICHEBOURG - Universal registration document 2018-2019

1

CSR report (serving as statement of extra-financial performance) Being a committed employer

Business Services

Europe (excluding France)

France

Total

2019

2018

2019

2018

2019

2018

In thousands of euros

Average annual earnings, female managers Average annual earnings, male managers Average annual earnings, non-managerial women Average annual earnings, non-managerial men

50.0 57.4 34.8 30.1

44.7 50.5 22.3 27.0

49.3 91.0 32.7 26.0

32.4 34.2

49.8 65.0 32.5 29.3

43.7 49.0 15.7 25.8

6.7

16.6

The average wage is the ratio between the annual remuneration and the annual average headcount over the twelve calendar months. Position weighting grids have been produced by an external firm based on market benchmarks in order to set compensation objectives by position. In 2019, Derichebourg Multiservices published its “Professional Equality Index” for six of its subsidiaries (Derichebourg Énergie, Atis, Derichebourg Sourcing Aero Energy, Derichebourg Intérim et Recrutement, Derichebourg Accueil and Derichebourg Propreté & Services Associés). The general average of 70 points out of 100 demonstrates that the efforts already undertaken by the subsidiaries should be continued. These subsidiaries stand out particularly thanks to their results on remuneration and individual pay rises: 38 points out of 40 for the indicator on equal remuneration and 14 points out of 20 for individual pay rises. Whilst progress in gender equality must be made by capitalizing on our qualities, in-depth work on weaknesses is necessary within the approach. In this respect, the overall average of the subsidiaries is driven downwards by the results in terms of gender promotion and the absence of women in the Company's highest salary levels. As a result, Derichebourg Multiservices has opened a priority project on professional career development. Staff reviews are essential and negotiations on professional equality will target qualitative promotion. The internal job bank should enable 100% of job offers to be published on the site and made accessible to employees. In addition to the financial view of professional equality, Derichebourg Multiservices is committed to acting in an overall equality approach.

Thus women subject to risks of violence in the Company should be systematically informed of the “protection” system in the conflict management protocol. The subsidiaries also endeavor to make training more accessible and fair: e-learning training, monthly information sessions by webinars through the Academy platform, a space dedicated to gender equality accessible via the intranet, etc. The reference contacts appointed by the Human Resources Department will be given professional training and will be responsible for communicating about this action via a reference charter that will notably be included in the new hire pack. Lastly, the subsidiaries will communicate even further about diversified recruitment by showcasing in particular portraits of women in technical and managerial roles. For this, access for women to qualifications such as the MBS (Montpellier Business School) and HEC will be subject to specific attention. Breakdown of workforce, employment of young and older people As part of its older workers policy, the Group offers its workers the option of attending a retirement meeting with Humanis (Derichebourg Propreté) or AG2R (Derichebourg Environnement). The purpose of this meeting is to review the workers’ careers, support them in their different initiatives or simply to provide them with information. These individual retirement information meetings are offered to all employees from the age of 45.

Environmental Services

Business Services

Holding companies

Total

2019

2018

2019

2018

2019

2018

2019

2018

Proportion of employees over the age of 55

21.6% 12.7% 23.5% 24.7% 17.2% 16.9% 23.2% 21.4%

The proportion of employees over the age of 55 across the whole Group was slightly up year-on-year. This change is due to the change in the scope of the Environmental Services business. In the Moroccan and San Germano subsidiaries (sold off), the percentage of employees over the age of 55 was very low (7.6% for a headcount of over 6,000 employees).

Within the Group, a knowledge transfer system has been introduced: every apprentice joining the Group has a mentor. The latter is their adviser within the Company and will guide them throughout their training. Several mentorship training sessions are held during the year in order to provide mentors with the range of tools they need to support the young workers.

DERICHEBOURG p 2018/2019 Universal Registration Document 37