SUSTAINABLE DEVELOPMENT 4Act for People Sourcing expeditions are undertaken locally (in France in partnership Permanent employment favored, 83% of new hires with “Journée de la femme digitale”, as part of the promotion of diversity) and at the Group level (VivaTech fair in Paris). A cross- on open-ended contracts disciplinary group of female employees with an interest in the The talent recruitment methods used by the Group take into innovation approach undertook a sourcing expedition at the 2017 account changes in recruitment practices and, in particular, the Journée de la femme digitale. They made presentations and took intensification of presence on social networks, the development the opportunity to promote the creation of an internal social network, of digital recruitment tools and presence on the school job forums. aimed at making it easier to operate as a more agile organization. Klépierre’s LinkedIn page subscribers have increased by 40% since This internal social network, January 1, 2017. The recruitment policy focuses on hiring recent Workplace by Facebook, has been graduates, mainly from leading engineering and business schools. rolled out across the Group since In addition to traditional recruitment approaches, “gamification” June 2017, thereby enriching the was tried through the HEC Business Game, where in 2017, Klépierre digital experience of employees. In just a few months, it has become sponsored the challenge “Reinventing the customer experience in a space for sharing individual and collective initiatives, experiences, a shopping center, in 2030.” achievements and successes, new ideas, etc., which connect virtually all of the Group’s employees permanently and instantly; in fact, 78% of The intern recruitment policy, with 84 interns hosted in 2017 in them have created their own accounts. They also contribute through France and Happy Trainees certification in 2017-2018, is a reflection focus groups dedicated to a Group project, country, business or of appreciation among students and in particular the quality of the ambition, such as Destination Food® or Let’s Play®. This is one support provided by the Company and notably by the managers. This example of the new collaborative working methods promoted by the certification, based on an anonymous satisfaction questionnaire sent Group. to interns, has been obtained from the first year of participation. 79% of interns responded. The excellence of every person to benefit collective performance Klépierre, an employer of choice on the market Talent recruitment is a key issue for Klépierre in achieving its ambitions, ensuring the baton is passed on and benefiting from the richness of the contributions and ideas of its employees. In addition to its strengths as a listed pan-European property company with a human size, the Group has had a talent management policy for several years, built around the offering of multi-country cross- disciplinary professional development programs. To this end, Klépierre relies in particular on recruitment practices In parallel and in line with the talent policy, which is focused on tailored to the requirements of recent graduates, local managerial offering attractive development pathways, the Group is continuing support, offering career development opportunities. the international work experience volunteer (VIE) recruitment process. In 2017, 100% of the VIEs were hired on open-ended contracts at the end of their assignments. 3 NUMBER OF NEW HIRES Training is an effective tool for on-boarding and developing skills, 2017 2016 thereby enabling employees joining the Group to acquire core knowledge about the Group’s businesses, build their network and GROUP 228 216 foster teamwork. Tailored on-boarding programs have thus been offered to new arrivals, to help them get up to speed with the 3 BREAKDOWN OF NEW HIRES Group’s organization and challenges. They include, depending on the (ALL CONTRACT TYPES BY REGION) country, shopping center visits, meetings with the heads of various departments or managers. 2017 2016 The participation of employees in welcoming new entrants as France-Belgium 70 75 ambassadors for their lines of business represents one of the elements Italy 23 6 of recognition and validation. Scandinavia 39 30 The Netherlands 15 27 Fostering employee development Iberia 16 23 Supporting the professional development of its employees is one Germany 19 5 of the pillars of Klépierre’s human resources policy, giving everyone Central Europe and Turkey 46 50 the opportunity to evolve and remain highly employable. It is also an GROUP 228 216 effective means of allowing teams to renew themselves and innovate International mobility counts as new hires, totaling 4 in 2017. to up their performance. Employee training is one of the keys to the organization's agility, enabling it to rapidly adapt to changes in the market and its competitive environment. Finally, it is one of the means of sharing the Group’s expertise and culture. 198 KLÉPIERRE 2017 REGISTRATION DOCUMENT