technicolor - 2018 Registration document

DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE

CLIMATE CHANGE

in France, the “generation contract” initiative to enhance employment • of juniors and maintain employment of seniors continued; in the UK, in the Film and Television VFX (FTV) Service line, equal • opportunities policy is part of the employee handbook and of the induction for all new starters. Regular training on mental health awareness & unconscious bias have been delivered to prevent discrimination. FTV held a week of activities focused on ethnicity during National Inclusion Week, and also continued to support social clubs at each location, named MPC Pride, open to everyone, focusing on being a welcoming space for all LGBTQ workers at MPC; in Australia, workshops were facilitated for Women in Leadership, to • inspire current and future female leaders in the workplace. Development needs were discussed, and personalized succession plans developed. Additionally, the business sponsored a woman in Nigeria for participation in a year-long social and economic empowerment program that proves marginalized women with the opportunity, often for the first time in their lives, to come together in classes of twenty-five women to build support networks, to share experiences, to learn critical skills, and to access new resources. in France, Mikros supported La Fondation des Femmes in the • production of its broad public audience spots (TV and web) for Women's Day on March 8 and the fight against harassment and violence against women.

In several countries, managers and supervisors are provided Legal awareness training sessions about anti-harassment and non-discrimination. Several new or on-going initiatives were active during 2018: in India, a PoSH (Prevention, Prohibition and redressal of Sexual • Harassment at workplace) liability survey and awareness and training campaigns with all the service line management teams and key talent was conducted. Based on the survey results, an experiential training on “unconscious bias” was conducted for the leadership team. PoSH internal complaint committee (IC) was revamped with on-boarding a new external consultant, and all were inducted to the complaint handling process. In continuation of this, all the employees were trained on PoSH with the help of video-based modules, and awareness posters were put up on the notice board at all floors. This training covered employees from all the service lines at Bangalore and Mumbai (Trace VFX). 1242 employees attended such training through 33 sessions. Through various avenues, we continue to educate employees on the unconscious bias. In India, the practice continued to make provision for mutually agreeable extension of employment for senior workers, past the national retirement age of 58. The Bangalore operation also provides a written document concerning local community conditions and advice for new workers moving in from other areas. Partnering with Oxfam India, the Technicolor team supported 98 local teams in the 2018 Trailwalker “Walk for Equality” event, with walks of 50 and 100 km over three days, while also staffing a checkpoint along the route for support and hospitality during the 3-day event; This report provides an overview of the activities that Technicolor is taking to fulfill its responsibilities as a global corporate citizen with respect to Climate Change. As such, Technicolor is reporting on what it has determined to be the most significant aspects and impacts, both globally and by business unit, for the fiscal year 2018. Climate change is integrated into Technicolor’s business strategy along two primary axes: development of eco-friendly products and services and infrastructure improvements to reduce emissions or to maintain performance when faced with climate impacts. The development strategy has Technicolor joining or leading various industry groups, regulatory committees, or trade collaborations as a way to find or to create improvements and manage them into the product or service offerings. The infrastructure strategy is to seek out improved efficiencies in technology or human process/behavior. CLIMATE CHANGE 5.4

GRI [103-1 Energy] [103-2 Energy] [103-3 Energy] [103-1 Emissions] [103-2 Emissions] [103-3 Emissions] [201-2]

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CHARTER, POLICIES AND GUIDELINES Standards and direction begin with Technicolor’s Code of Ethics and then flow to the Group’s EH&S Charter, authorized by top management. After that comes a library of more than 50 EH&S Policies and Guidelines, beginning with the Environmental Policy, supported by numerous topical guidelines such as resource conservation and pollution prevention. The EH&S Charter has been translated into six languages and is available on the Group’s Intranet, along with all the policies and guidelines.

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TECHNICOLOR REGISTRATION DOCUMENT 2018