33 2021 DECLARAT ION OF NON-F INANCIAL PERFORMANCE DESCOURS & CABAUD Voluntary turnover rate (The review for 2019 and 2020 concerns only the France scope) Target 10% 6% 5% 7% 8% 9% 10% 11% 12% 13% 2019 2020 2021 9.21% 10.19% 8.33% Turnover Turnover presents several risks for the company: disorganisation of teams, delays in customer service, increased workload for some employees (which can affect the working atmosphere and productivity), and additional administrative management costs. The key indicator is the voluntary turnover rate. In 2021, a tight labour market and the achievements of the international scope led us to reposition the target for 2022 to 10%. In 2021, the rollout of an initial Employee Experience Barometer (in France and in one European country) made it possible to measure employees’ degree of commitment and to determine action plans for the Group, its subsidiaries and its staff. This barometer, which will be renewed every two years, has made it possible to develop actions to reduce absenteeism and turnover, including: • Improving the quality of life at work through teleworking and local actions targeted at well-being in the workplace (involvement of specialised consultants); • Improving managerial practices and capacity; • Transparency on career development opportunities (publication twice a month of the positions open internally). RISKS AND CONSEQUENCES KEY PERFORMANCE INDICATORS MEANS OF CONTROL THE MANDATORY SOCIAL THEMES OF THE DECLARATION OF NONFINANCIAL PERFORMANCE Article L. 225-102-1, 2°-III of the French Commercial Code requires the Declaration of Non-Financial Performance to mention the collective agreements concluded in the company and their impact on the company's economic performance as well as on the working conditions of employees. Approximately ten DESCOURS & CABAUD subsidiaries are concerned by legal obligations in terms of obligatory annual negotiations with the social partners. In 2021, 26 subsidiaries signed a new agreement on the organisation of working time, setting up a system of fixed number of working days or annualisation. Since 2019, all French subsidiaries have a charter or agreement on the right to disconnect from work. Outside France, 10 agreements have been signed.
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