Saint Gobain - Registration document 2016

4 AN EFFICIENT AND RESPONSIBLE GROUP

3. A Group that is committed to the professional growth of its employees

crossover between activities, generating new solutions for customers. the potential for innovation at Saint-Gobain. It also presents a solution to reconcile employees’ professional development with business requirements: offering more opportunities for the development of employee loyalty and it intensifies the Professional mobility is an asset to the Group as it increases the sharing of experiences among employees and therefore actions, and on a concerted vision of mobility. The actions taken by Saint-Gobain to support mobility are based on broad communication of the policy and associated General Delegations to meet this requirement. to be disseminated and harmonizing employee review practices. Similarly, all employees are invited to consult the job offers to be made and to apply for them. The online platform OpenJob has been developed and used in the to all Group entities, allowing movement management rules This communication is based on a mobility charter, common In the various Group entities, mobility committees bring together human resources managers to share job offers and exchange points of view of employees’ development from employees from other Activities in their succession plans. and are reinforced for managers. The management teams also encourage employee mobility and include applications prospects. These mobility committees cover all employees In the event of geographic mobility, the Group offers each employee support for himself and his family. Finally, within the scope of reorganization projects, Saint-Gobain favors the conclusion of mobility agreements. nationalities, training, career paths, generational diversity and disabilities. management and an equal treatment policy on recruitment, occupational training and remuneration favor diversity within the Group. Wherever the Group is present, Saint-Gobain undertakes to promote diversity in all its forms: gender, adapt to the world around it and to understand the challenges, to benefit from different skills and experiences while developing its ability to innovate. Exemplary With the diversification of its teams, the Group is able to voluntarist recruitment policy and on action plans for The increase in the gender diversity of teams is based on a occupational promotion, equal pay, training and work/life Promote diversity 3.2.2

Research and Development, etc.), and on the establishing local managerial teams. diversity of nationalities, the emphasis is placed on developing diversified paths in the skill areas (Marketing, gender diversity. To favor the multi-disciplinary nature and diversity, entitled Gender Balance Awareness, has been drawn up and circulated in several languages to the human resources and management teams. Present in several countries, Saint-Gobain’s female networks feed this culture of balance. Tutoring and mentoring programs have been introduced in several General Delegations and an e-learning document on awareness of the challenges of gender With regard to generation diversity, Saint-Gobain ensures a balance in the age composition of employees, making room for younger and older employees. Finally, the recruitment and retaining of people with disabilities are important subjects for Saint-Gobain. objectives : In 2016, Saint-Gobain implemented 3 mid and long terms experience) always have more than 90% of senior executives who ‹ meet one of the 3 diversity criteria (gender, nationality, 25% of female managers in 2020 ‹ 25% of female senior executives in 2025 ‹ all ways of diversity. These objectives represent the Group's ambition to promote culture. principles, Saint-Gobain has defined a set of tools, seeking to contribute towards reinforcing the commitment of its employees: measuring employee commitment, remuneration, health cover, social dialogue, maintaining jobs and corporate are saying, and refraining from any complacency. From these keeping with the Group’s values, dealing with their teams and individuals, saying what they are doing and doing what they employees by giving more meaning to their everyday work and by favoring a spirit of initiative. Whatever the hierarchical level or geographic area, four managerial attitudes guide and commit employees to a situation of supervision: acting in both generational and technological, is an essential challenge for the Group. To meet this challenge, the Group places “managerial attitude and involvement” at the heart of this measure: managers motivate and develop the loyalty of Increasing employees’ involvement in a context of change, Reinforce employees’ commitment 3.2.3

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SAINT-GOBAIN - REGISTRATION DOCUMENT 2016