PERNOD-RICARD_REGISTRATION_DOCUMENT_2017-2018

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SUSTAINABILITY & RESPONSIBILITY (S&R) EMPOWER OUR EMPLOYEES

Overall, the number of employees remained stable compared to last year. Nevertheless, an increase in headcount was recorded in North America and Asia & Pacific, due to a rise in the workforce in most of the Asian entities.

NOTE: Wine activities in California in the United States, and Rioja in Spain (around 400 people) are attached to Pernod Ricard Winemakers, within the Asia-Pacific Region. Of the average workforce in FY18, 1,076 were on fixed-term contracts.

Average age and seniority of staff with permanent contracts at the end of the period

TOTAL Men: 11,308 (64 % )

TOTAL Women: 6,396 (37 % )

0.4 %

0.4 %

65 and older

65 and older

11 %

8 %

56 to 65

56 to 65

22 %

18 %

46 to 55

46 to 55

33 %

31 %

36 to 45

36 to 45

30 %

38 %

26 to 35

26 to 35

18 to 25

3 %

4 %

18 to 25

Departures of personnel on permanent contracts by reason

The average age of Group employees with permanent contracts is 41 years old and the average length of service is 10 years. These figures are stable compared to the previous period. Recruitment 3.2.1.3 Breakdown of positions with permanent contracts filled in FY18

Mutual agreed ƚĞƌŵŝŶĂƟŽŶ 2 %

Death 1 %

Redundancies 13 %

ZĞƟƌĞŵĞŶƚƐ 9 %

45 %

Other dismissals 15 %

Internal transfers (Recruitment) 364

ZĞƐŝŐŶĂƟŽŶƐ 60 %

55 %

Women

Men

The number of departures of Group personnel on permanent contracts was stable compared to last year (2,205 in FY18 versus 2,208 in FY17). Furthermore, over the period, there were 2,542 departures of employees on fixed-term contracts. The reasons for terminating fixed-term contracts are the end of the contract period or conversion of the fixed-term contract into a permanent contract.

44 %

External hires 2,490

56 %

Employee development 3.2.2 and employability Leadership culture 3.2.2.1

The number of positions filled as a result of transfers between affiliates rose slightly compared to 2016/17 to 13% of new permanent contracts during the period. The Group encourages internal mobility, which is testament to its engagement and long-term commitment to its employees. Furthermore, over the period, there were 2,737 new staff members on fixed-term contracts. The main reasons for using fixed-term contracts are a temporary increase in production activity (distilling, bottling, harvesting), increasing sales teams during peak periods, and the assistance given to support teams with projects or to replace absent colleagues.

To accelerate the development of performance and leadership, which are inherent in the values and the history of Pernod Ricard, since 2010 the Group has endeavoured to create and use the same tools and processes in all its affiliates. For example, the talent management system “iLead” – defined by a set of key competencies and formalised by an assessment tool – has been up and running in all Group affiliates since 2012. In addition to this performance and talent management system, the Group continues to set up Development Centers to assess and develop the leadership skills of employees from all Group affiliates. These Development Centers are structured to offer two-day sessions during which participants take part in individual interviews, undertake case studies and benefit from extensive feedback sessions. This year, 177 employees participated in these Development Centers, compared with 94 in 2016/17.

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PERNOD RICARD REGISTRATION DOCUMENT 2017/2018