SUSTAINABLE DEVELOPMENT Act for People 4 3 COMPENSATION 3 BREAKDOWN OF WORKFORCE BY WORK DURATION Average gross annual salary by region 2017 2016 Full time 1,163 92% 1,187 91% In euros 2017 2016 Part time 101 8% 115 9% TOTAL 1,264 100% 1,302 100% France Belgium 55,633 55,799 Italy 43,235 43,492 3 TURNOVER RATE BY REGION Scandinavia 74,093 75,375 Netherlands 73,305 74,917 2017 2016 Iberia 43,839 42,784 Germany 56,123 53,688 France-Belgium 8.8% 7.1% Central Europe & Turkey 28,222 26,708 Italy 4.3% 4.4% Scandinavia 20.8% 13.1% A dynamic human organization The Netherlands 25% 20.7% Iberia 11.2% 5.6% An organization that adapts to the changing challenges Germany 20.7% 5.5% Central Europe and Turkey 13.8% 17.7% facing the Group. GROUP 11.7% 9.4% As of December 31, 2017, the Klépierre Group directly employed 1,264 Note: the turnover rate is calculated as follows: ((total number of resignations+retire employees, including 97% on open-ended contracts, down 3% from ments+deaths)/ total workforce on open-ended contracts by 31/12/N). 2016. An organization that benefits from the diversity 3 BREAKDOWN OF WORKFORCE BY TYPE OF EMPLOYMENT of its teams CONTRACT The Group, present in 16 countries and their major cities, includes diversity on a daily basis as a key element in understanding its 2017 2016 environment and its customers. Open-ended For Klépierre, diversity is expressed primarily by the mix and contract 1,222 97% 1,257 97% coexistence of generations and nationalities. To enable the Group Fixed-term and each employee to benefit from this source of wealth, a more contract 42 3% 45 3% intense social dialog policy has been implemented. This approach TOTAL 1,264 100% 1,302 100% supplements the initiatives put in place by Klépierre University through multi-business and multi-country training events furthering Moreover, with the jobs market picking up and the Group’s reputation personal and collective improvement. growing, Klépierre's employees, known for their professionalism and This focus on diversity is primarily reflected in the professional gender their training, are increasingly tempted to switch employers. equality, which includes: The 11.7% turnover rate reflects this jobs market trend and the Group’s > equal pay. In France, for the third consecutive year, there was no stated HR policy to recruit talented young graduates by offering them situation that justified measures to close any wage gap between development opportunities. 77% of employees hired on open-ended men and women with the same position and responsibility. A review contracts are still with the Company after two years. of the gender pay gap, at equivalent responsibility and seniority, is done annually across around 80% of the Group’s workforce, in 3 BREAKDOWN OF DEPARTURES BY REASON order to take remedial measures where necessary; 2017 2016 > balanced gender representation in the Group’s main occupations (asset manager/leasing/center director), for which in France an Resignations 134 102 objective of increasing female recruitment has been adopted and Lay-offs 25 39 incorporated into the agreement on professional gender equality Negotiated departures 40 57 of July 31, 2017. Retirement 9 13 End of fixed-term contract 41 52 3 PROPORTION OF WOMEN WITHIN THE GROUP Other reasons 17 41 GROUP 266 304 2017 2016 Note: departures for “other reasons” include contract transfers, end of trial periods and deaths; no death was reported in 2017. Management 39% 36% Non Management 72% 71% 3 DISTRIBUTION OF WORKFORCE BY REGION GROUP 60% 59% 2017 2016 France-Belgium 39% 39% Italy 15% 14% Scandinavia 12% 12% The Netherlands 5% 5% Iberia 9% 10% Germany 5% 5% Central Europe and Turkey 15% 15% GROUP 100% 100% KLÉPIERRE 2017 REGISTRATION DOCUMENT 201