Groupe Roullier

37 36 2021 Non-Financial Reporting Statement Groupe Roullier 2021 Non-Financial Reporting Statement Groupe Roullier #2 PROMOTING OCCUPATIONAL WELLBEING Although the pandemic is not yet fully behind us, the call from the International Labour Organization (ILO) is clear: the post-covid recovery must be people-centric, inclusive, sustainable and resilient 1 . The various lockdowns increased employee awareness of important aspects of their non-working lives that have now become priorities: sleep, wellbeing, health, exercise, diet and family time. Companies must embrace all these needs if they are to generate value from the career fulfilment of employees and their personal development. These factors are also encouraging the emergence of diversity issues in the world of work in terms of integrating, revealing and valuing the specific character traits, skills and aspirations of every individual. Taking these issues into account is essential if every employee is to become fully aware of their own potential. 1 The ILO Global Call to Action website 25% of all managers are women 27% of the Group workforce are women Each of these measures is accompanied by a monitoring indicator, and the overall ambition is to reduce the pay gap at Group level (Indicator 1 of the Gender Equality Index): under the terms of the agreement, the score for this indicator must rise from 31 to 35 out of 40 by the end of the period, which equates to reducing the gap by an average of one percentage point per year. The long-term goal remains that of achieving a zero gender wage gap in all Group companies. Making workplace gender equality a reality To take our commitment to providing an inclusive and respectful working environment for all our people to a new level, we signed the first Group-wide agreement on workplace gender equality in October 2021. Convinced that this and other forms of diversity are sources of energy and social, professional and personal enrichment, the social partners worked closely and in detail with management to enable each of our subsidiary companies to embrace these issues by providing them with a shared framework, ambition and targets. This four-year Group-wide agreement became effective on 1 January 2022, and is intended to be interpreted by all the Group’s French subsidiaries to meet their needs within a framework of local social dialogue and adaptation to successfully address the circumstances and challenges specific to each. It applies to all Group companies, and is designed to help them take ownership of this issue, regardless of workforce size and whether or not they are subject to the French Gender Equality Index. The agreement covers recruitment, pay, training, career development, working conditions, occupational health and safety and work/life balance. Meeting held to finalise the workplace gender equality agreement on 16 September 2021, attended by the Human Resources Managers of all French subsidiaries and trade union coordinators. SUSTAINABLE DEVELOPMENT GOALS CHALLENGES COMMITTED TOGETHER FOR OUR PEOPLE COMMITTED TOGETHER FOR OUR PEOPLE