EURAZEO_REGISTRATION_DOCUMENT_2017

2 Social information

EURAZEO’S CORPORATE SOCIAL RESPONSIBILITY

Grape Hospitality conducted 25 training sessions dedicated to ergonomics, and movements and posture for chambermaids in 2017. These sessions, conducted by a specialized trainer, took place throughout the group’s French network. It has replaced the bedding in over 50% of its hotels in France. The choice of bedding was made to meet a better costumer comfort and a use more suited to the work of chambermaids. Safety culture training was conducted for employees of the Novacarb, Novapex and Novacyl entities of the Novacap group in 2017. Each of them has established an annual HSE action plan validated by the group. Their plans include continuous improvements, process safety (thermal runaway, gas/dust explosion, release of hazardous substances), safety practices (fire permit, consignment/deconsignment, availability of facilities, interventions in confined spaces) and the management of external companies. Sommet Education has established a partnership with a specialized organization to provide professional reintegration assistance for people returning from long-term sick leave, an analysis of sources of stress and fatigue in teams, and programs for the prevention of psychosocial risks.

The nature of Eurazeo’s business as a private equity company limits the risk of serious accidents occurring in the workplace. Eurazeo did not record any accidents in 2017. When the Company moved into its new premises in 2016, first-aid training was organized with the assistance of the Paris civil protection services. A key point covered was the use of new defibrillators. In 2017, several employees benefited from either a refresher course following initial safety training (including one workplace first-aid officer) or initial training (first aid team). Awareness raising on occupational health issues open to all Eurazeo employees was held in the form of a lecture in early 2017. Lastly, occupational medicine also conducts an annual review of workstations, offering advice on how to improve ergonomics. In addition, regular physical activity and sports are encouraged. Eurazeo provides its employees a gym, with classes taught by qualified fitness instructors. Eurazeo also encourages its investments to provide safe and healthy work environments for their employees.

SKILLS DEVELOPMENT 2.3.7 Training policies implemented

2017

Training (permanent and non-permanent workforce)

Eurazeo Eurazeo and its investments

Total number of training hours

965 0.3 51%

80,833

Training expenditure (in millions of euros) (1)

3

Percentage of employees who attended at least one training course during the year (2)

59%

The coverage rate for Eurazeo was 80-100% in 2017; for Eurazeo and its investments, it was 92-100% in 2017. Training expenditure does not include payroll charges. (1) Within the permanent workforce. (2)

Eurazeo strives to offer its employees the opportunity to achieve and maintain their full potential, while meeting their needs and expectations in terms of skills development. Training courses are selected in relation to investment projects underway and/or job-related issues. The main topics of training offered in 2017 were communication, personal development, foreign languages, the use of IT and digital tools, and health and safety. AssurCopro Paris offers regular training to its employees on topics related to the insurance business. Specific training is also planned for 2018 for the rollout of new business software. Léon de Bruxelles believes that team training and skills development are central challenges in terms of employment, and key drivers of the Company’s overall performance. 2017 was marked by a reorganization of the HR/Training and Social Affairs Department and the definition of new strategic guidelines governing the training policy. The digitization of training materials and the equipment of each restaurant with a tablet enabled employees to access e-learning courses more easily.

Concerned about supporting the development of its employees’ knowledge and skills, Les Petits Chaperons Rouges has created its own training body, Académie Grandir, which in 2017 enabled 18 employees to become internal trainers. Les Petits Chaperons Rouges has also rolled out a digital learning approach on its online training platform, which allows employees to access new content and training methods at any time, complementing the face-to-face system. 14 MOOCs (Massive Open Online Courses) are accessible to employees.

110

2017 Registration document

Eurazeo