Areva - Reference Document 2016

17

EMPLOYEES

17.6 Equal treatment

17.6.

EQUAL TREATMENT

In France, an audit was carried out in the first quarter of 2014 for the renewal of AREVA’s Diversity Label. The certification was confirmed for a four-year period on July 6, 2014. In particular, the auditors validated the sustainability and maturity of AREVA’s approach to diversity and appreciated its evolutionary nature and its alignment with changes in the group. The follow-up audit scheduled for mid-2016 was postponed to mid-2017 due to the transformation plan. In Germany, to promote diversity in the technical professions, AREVA participated in activities aimed at raising interest in technology among young girls. DuringWomen’s Day in Erlangen and the Science, Technology, Engineering and Mathematics (STEM) Day in Lingen, young girls were able to visit several laboratories and learn about the manufacturing process. Girls were also given an opportunity to work on a research project in a company during theWomen ScientistsWeek held in Erlangen. AREVA organized a scientific competition for the girls in the field of instrumentation and control systems. In France, AREVA signed its first group agreement in favor of gender equality on December 12, 2012. This three-year agreement addresses all of the themes covered by the French law of November 9, 2010: promoting gender equality in hiring and employment, guaranteeing equivalent career paths to men and women, guaranteeing equivalent compensation and promotions, ensuring equal access to training, improving work-life balance, increasing employee awareness, and communicating with employees. The agreement provides for an equal opportunity budget used to offset unjustified compensation gaps at equal levels of responsibility. During the three-year term of the agreement, close to 1.5 million euros was devoted to the reduction of these unjustified gaps. readjusting the compensation levels of 1,900 people. The 17.6.1. MEASURES IN FAVOR OF GENDER EQUALITY

In the United States, AREVA is recognized as an Equal Opportunity Employer (EOE). It expresses its commitment tominorities, women, seniors, veterans and people with disabilities through various measures, such as partnerships with subcontractors committed to diversity, membership in Direct Employers (an employment agency dedicated to helping recruit minorities, women, veterans and persons with disabilities), and participation in training and employment initiatives. In France, the equal opportunity policy implemented since AREVA’s creation in 2001 is founded on the European Agreement on Equal Opportunities signed in November 2006 with the European Metalworkers’ Federation and its 2010 amendment. This policy translated into the signature in 2012 and 2013 of group agreements on the development of the Quality of Working Life, on gender equality, on the integration of persons with disabilities and on “generation” contracts. The group agreement on gender equality was renewed on June 28, 2016. agreement allows employees on parental leave to contribute to their retirement. It also allows for the establishment of an annualized part-time work program. AREVA sets a particularly high value on women’s career development. In addition to having women join their teams, AREVA takes care to ensure their fair promotion for equivalent skills throughout their careers. AREVA has been able to maintain that coherence for several years, with women accounting for 19.4% of all new hires, including 24.4% of all new management hires, and 21.1% of the general workforce, including 22.5% as managers. Women make up 26% of the Management Committees of the business units and support functions, exceeding the objective of 25%. It should be noted that, in 2013, the group and 16 other major groups signed an agreement in favor of gender equality with the Minister of Women’s Rights.

17.6.2. MEASURES IN FAVOR OF THE EMPLOYMENT AND INCLUSION OF PERSONS WITH DISABILITIES

Since 2006, AREVA has led a group policy in favor of the development of all talent and of openness to difference in the workplace. In France, this proactive policy was launched in 2007 with the first agreement on the employment of persons with disabilities. The rate of employment of persons with disabilities has risen since then, from 2.93% in 2007 to 5.04% in 2015. A third group agreement for France on the employment of persons with disabilities was signed on July 4, 2013 for the 2013-2016 period. It addresses the hiring, integration and training of persons with disabilities; support to companies in the protected and adapted sector; awareness activities; and job retention.

The principal commitments made for the duration of the agreement are a disabled worker hiring target of 3.3%of all newhires, with aminimumof 120 disabled persons employed, 120 work-study positions for the disabled, and 180 internship positions over the term of the agreement, and 20 million euros dedicated to purchases from companies in the protected sector.

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2016 AREVA REFERENCE DOCUMENT