SUSTAINABLE DEVELOPMENT 4Act for People 3 PROPORTION OF WOMEN BY MANAGEMENT LEVEL Lastly, varied initiatives for people with disabilities, for example, in Italy, a pilot local partnership was set up to encourage the training 2017 2016 and ultimate employment of interns with disabilities. More broadly, Executive Management 6% 9% various Group subsidiaries use service providers that employ people Top Management 26% 29% with disabilities. The share of workers with disabilities as a proportion Middle Management 32% 28% of the total workforce increased significantly between 2016 and 2017. First Line Management 44% 40% Non Management 72% 71% 3 WORKERS WITH DISABILITIES AS A PROPORTION OF TOTAL GROUP 60% 59% WORKFORCE 2017 2016 3 RATIO OF AVERAGE SALARY (WOMEN TO MEN) BY MANAGEMENT LEVEL Number of workers with disabilities 18 15 % OF TOTAL WORKFORCE 1.6% 1.3% 2017 2016 Executive Management 1.17 1.04 4.4.4 Procurement and business ethics Top Management 0.97 0.88 Middle Management 0.70 0.83 First Line Management 0.88 0.87 Human rights and ethics Non Management 0.83 0.82 Major focus on respecting fundamental rights Focus on diversity also includes the promotion of equal opportunities Klépierre operates in 16 countries and, in line with its ethical and non-discrimination, which has been characterized by the following commitments, the same procedures are systematically applied in all actions: locations and to all Group employees. > in 2017 in France, the Group made a commitment to Passeport In addition, strict national and European Regulations and internal Avenir, whose mission is to help young people from underprivileged procedures ensure that human rights standards are respected. backgrounds succeed in their academic and professional lives in order to foster the emergence of a generation of different All Klépierre employees work in countries that have ratified the eight leaders, mobilizing businesses and higher education institutions. fundamental conventions of the International Labour Organization 28 employees provided individual sponsorship and support to (ILO) including the elimination of discrimination in the workplace, young people from underprivileged backgrounds in their post- respect for freedom of association and the right to collective baccalauréat studies; bargaining, the elimination of any form of forced or compulsory labor, > in Scandinavia, a public partnership pilot was launched to offer and the abolition of child labor. All the key suppliers and service internships to the long-term unemployed, as part of a work- providers operate in those same countries, this situation is thus also placement scheme, resulting in 5 internships in 2017. extended to the supply chain. The promotion of diversity also results in a balanced intergenerational A signatory to the United Nations Global Compact since 2012, mix: Klépierre renewed this commitment in 2017 and currently conducts a yearly review of the human rights situation, in tandem with > in 2017, 12% of employees were under 30 years old, 69% between correspondents in the countries in which it operates. This assessment 30 and 49 years old, inclusive, and 19% were over 50 years old. This which is done on the basis of the analysis tool developed by the Global breakdown, which reflects a younger age pyramid, illustrates the Compact, shows systematic respect for fundamental rights (in terms Group’s ability to build a bridge between the younger and older of occupational health and safety, working conditions, equal treatment, members, and to thereby ensure the transfer of knowledge within freedom of association and collective bargaining, non-discrimination, the Company; forced labor, etc.). The yearly review which is carried out with all Group > transfer of expertise initiatives are in place, in addition to Klépierre human resources correspondents is used to check the relevance of University. For example, in Scandinavia, mentoring is provided 6 the periodic reporting in place, the consistency and the development months before retirement, allowing the most senior employees to of local initiatives. It also serves as a means of reflection on the policies share their expertise and experience with a junior employee. to be implemented across the Group to permanently and uniformly improve its practices. 3 BREAKDOWN OF WORKFORCE BY AGE BRACKET The code of professional conduct, the basis 2017 2016 for employee involvement under 30 years of age 12% 9% The code of professional conduct demonstrates the Group’s 30-39 years of age 35% 37% commitment to ethics and human rights. The objective of this code 40-49 years of age 34% 34% is to make the Group’s commitments more understandable for its 50 years of age and over 19% 20% employees and its stakeholders and thus ensure better compliance. Training sessions were organized at its launch in most countries. The code is available online at the Klépierre website. In all countries, the Multiple initiatives have been implemented to support parenting. Code of Professional Conduct is given to employees upon their arrival Depending on the country, employees who are parents are offered in order to raise awareness of the procedures, of the importance of days in which they can bring the kids to work, assistance with the transparency of practices, and of respect for fundamental rights. childcare costs, paid leave when children are sick, paid maternity leave beyond the statutory minimum. 202 KLÉPIERRE 2017 REGISTRATION DOCUMENT