technicolor - 2018 Registration document

DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE

HUMAN CAPITAL

Diversity and inclusiveness 5.2.3

GRI [103-1 Diversity and equal opportunity] [103-2 Diversity and equal opportunity] [103-3 Diversity and equal opportunity] [103-1 Non-discrimination] [103-2 Non-discrimination] [103-3 Non-discrimination] [405-1] [406-1]

DIVERSITY & INCLUSION IN THE WORKPLACE End of 2015, a global plan for Diversity and Inclusion was launched. The objective of this plan is to improve globally our processes to ensure that practices are not discriminatory at any stage in the Group, but also to promote a mindset of openness and inclusiveness globally and a willingness to bring support and assistance to persons or groups who may be under-represented compared to their regional demographics. The 4 key areas of the plan are gender diversity, disability, aging, and ethnicity. During 2018, at the Group level, work continued to focus on action planning and internal communication and awareness building, while several business units launched programs and networks related to diversity and inclusion in alignment with their workforce requirements. More specifically, in Production Services, a pledge was developed to ensure all groups of people are fairly represented within each brand, to use the Technicolor Academies to actively change diversity in the short-term, and to work long-term with education and industry event to improve the awareness of VFX as a career option for all groups. GENDER DIVERSITY A first program was launched in 2014 under the sponsorship of the Executive Committee (EXCOM), in order to better balance gender diversity and increase the ratio of women in business roles, management levels and leadership pipeline. Actions were put in place through a full range of processes and progress continued during 2018: three women are members of the EXCOM, representing 25% of the • total number of members on December 31, 2018. At Management Committee (MCOM) level, five women are members, reaching 33% of the total number of members including EXCOM members; a recruitment policy was adopted to encourage gender diversity in • senior management positions: Technicolor requires recruitment and personnel search professionals worldwide to ensure that the curriculum vitae of at least one qualified woman is included in every list of finalists submitted for open senior management positions within the Company; leadership talent criteria are adapted to secure equity between men • and women in leadership positions; gender diversity is integrated in Division’s Talent reviews, which outcomes are presented to EXCOM, including dedicated action plans as needed. In addition, initiatives to promote gender diversity are encouraged locally as in India, France, the UK, Poland and Australia:

in India, the local Women’s Network continued to build momentum • and several specific events were held during the year 2018 such as one week of Women’s Day celebration, a keynote speech by eminent Women leader Ms. Shanthi Menon, and Women’s Discussion Circle sessions. Technicolor India also developed Service line specific employee referral programs which help in attracting more Women talent to have a balance in gender diversity. Women participation in all the training initiatives across Services lines has been ensured to prevent creation of skill gap. Also, women are actively encouraged to participate in all initiatives like Employee engagement activities, health and wellness programs and training sessions for overall personal and career development; in France, an agreement was reached in 2016 about “Gender Equity.” • It includes compensation alignment between men and women, with a dedicated budget, training for managers to appreciate gender diversity, training to support women in developing their leadership and promoting their career. During 2018, about 43 changes in compensation for women and 13 changes for men were introduced as part of the Gender Equity program actions. Technicolor ranked 11 in 2018 in the yearly ranking for gender diversity in the governance bodies of French companies (SBF120); in the UK, The Mill hosted a panel and training event on International • Women’s Day that involved schools and Talk Radio’s ‘Badass Women’s Hour’, with workshops focusing on freelancing, leadership, and empowerment. The Balance program, a global initiative focusing on improving gender diversity within operations, continued and currently at Film and Television VFX (FTV) service line (MPC Film, MrX, MillFilm). At least half of the Senior Management Team in each location is female and slightly more in the overall leadership team. All FTV locations continued work with local Balance (diversity) committees during 2018 representing gender, LGBTQ, culture and ethnicity. Committees meet on a bi-monthly basis to discuss initiatives, with regular interviews, video updates and events promoted on our company Intranet to help reinforce our messaging and celebrate our diversity. The hiring target for Technicolor Academy remained at 40 percent women. A 50-50 gender split was achieved during 2018 for entry-level staff hiring at MPC Advertising. As part of FTV, Mill Film achieved an overall 43% women talent hiring target during its first year. A Diversity and Inclusion component was added to MPC’s periodic engagement survey, and gender-neutral washrooms were facilitated worldwide;

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TECHNICOLOR REGISTRATION DOCUMENT 2018