LEGRAND / 2018 Registration document

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CORPORATE SOCIAL RESPONSIBILITY AND DECLARATION OF EXTRA-FINANCIAL PERFORMANCE

BEING COMMITTED TO OUR EMPLOYEES

R 4.4.3.4 2019-2021 CSR ROADMAP With its fourth CSR roadmap due to be published in 2019, in connection with SDG5 (Gender equality) and SDG10 (Reduced inequalities) Legrand is addressing the issue of promoting equal opportunities and diversity by adopting initiatives to: W encourage diversity at work : this includes promoting gender balance and diversity in the workplace, representation of cultural differences and the integration of disabled people. Each Legrand entity encourages diversity, and in particular the promotion of women into managerial positions. The Human Resources Department also works to attract a more diverse range of talent to support the Group’s growth. R 4.4.3.5 REDUCING THE PAY GAP BETWEENMEN ANDWOMEN Legrand champions gender equality and works to reduce the pay gap between the Group’s male and female employees wherever it is found to exist. The aim of this priority is to improve diversity within the “non-manager” category, for example by increasing the number of women in skilled roles. 2014-2018 Group priority Reduce by 15% the pay gap between men and women in non- managerial positions as a whole within the Group. Key performance indicator : the pay gap between men and women in non-managerial positions as a whole within the Group. Annual targets:

Professional Equality and Sustainable Development agreements; raising awareness among new hires during orientation sessions; using dedicated tools (webcasts, testimonials, quizzes and posters); incorporating the promotion of diversity into internal communication campaigns, and organizing a gender equality week. Countries that have been involved in these initiatives include Australia, the United Arab Emirates, the United States, Germany, Italy and Canada; W guarantee that HR processes comply with the principles of non- discrimination : production of a recruitment guide consistent with the principle of non-discrimination, written by an international working group composed of human resource managers from four countries (France, Italy, Turkey and the United States); signature of agreements on employment parity and equality, particularly in France in 2012 and 2014 with renewal of these agreements in 2018, and in Italy; guidelines sent to Group managers in France during the annual pay review; W establishment of a network of gender equality guarantors : appointed to cover France, these guarantors have a mediation and advisory role and participate in the sharing of best practice. They must ensure that no discriminatory situations occur in terms of hiring, vocational training, career paths and development, access for women to positions of responsibility, compensation policy, work/life balance, or the organization of working hours. The gender equality guarantors reviewed 13 potential cases of discrimination in 2018 (versus 26 in 2017), seven of which resulted in salary adjustments being made (versus 12 in 2017); W training program : since 2013, nearly 900 of the Group’s French managers have received training in combating stereotypes. In 2018, the initiative was supplemented in France with efforts to raise awareness of everyday sexism among 150 managers; W the elle@legrand gender equality network : created on the initiative of Group employees, this network is run by an independent firm and is funded by General Management. The network discusses skills development, career progression and work/life balance, arranges programs such as mentoring and organizes presentations and exchanges of views with other networks. By the end of 2018, the network covered 21 countries including the United States through the Elle at Legrand NA (North America) network, and Italy with Lei@Bticino. Focus: Legrand’s contribution to the Green Paper by the Observatoire de la Mixité: six concrete measures to improve diversity in business Since 2017, the Observatoire de la Mixité – part of the Institut du Capitalisme Responsable, to which Legrand is affiliated – has proposed a Green Paper on the six measures it considers most valuable for effective development of diversity in business. The Green Paper was co-produced following 18 months of discussion between seven pioneer partners – including Legrand – assisted by 17 diversity experts.

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2014 2015 2016 2017

2018

To reduce the pay gap to:

16.4% 15.9% 15.4% 14.9% 14.4%

2018 achievements: This priority applies to the entire non-managerial population and does not address the gender pay gap for a particular role. At the end of 2018, the pay gap between men and women in non-managerial positions was 12.9%, better than the target initially set.

2014 2015 2016 2017

2018

Target achievement rate*

274% 94% 142% 184% 161%

* Calculated on the basis of the percentage reduction recorded relative to the baseline (17% in 2013) and compared against annual targets. The 2018 gap was calculated on the basis of 99.63% of the Group’s non-managerial employees.

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LEGRAND

REGISTRATION DOCUMENT 2018