DNFP 2020

2020 DECLARATION OF NON-FINANCIAL PERFORMANCE OF THE DESCOURS & CABAUD GROUP 28 DEVELOPMENT OF THE EMPLOYER BRAND Continuing to transmit and enhance the Employer brand is a decisive feature for increasing the attractiveness of the company. Once again, it must be remembered that one of the challenges for the lasting appeal of the Group’s business model lies in its ability to meet its customers’ expectations. A close relationship is needed in order to anticipate and meet our customers’ requirements. This close contact - even by telephone or via digital portals - requires a capacity to attract competent talent to meet customers’ needs. If we add to this a structural need to replace those departing for retirement and the need to acquire new skills in the marketplace, everything leads us to conclude that the attractiveness of talent via a strong Employer brand is a factor in favour of the durability of the current business model. The means of control: For several years now, it has appeared indispensable for us not only to reinforce our focus of communication in relation to the DESCOURS & CABAUD Group and its values, but also to differentiate our communicative messages for the 3 brands PROLIANS, DEXIS and HYDRALIANS. In fact, each of these brands operates within the Group in a different market, recruiting staff with different profiles and operating with their own organisational structures. The business lines of these brands therefore need to be promoted in a more specific way. In 2020, our Human Resources staff continued to develop initiatives with digital priorities, due to the absence of more traditional means such as forums or visits to schools. All our HR staff were made aware via quarterly video conferences of the importance of e-reputation and of the active roles that each can play. They were also mobilised on a European level to feed the pages of our website with international news. The partnership with online recruitment agents such as LinkedIn and Indeed was reinforced and developed with different forms of back-up so as to ensure promotion of the Group’s business lines and the presentation of its brands. The health crisis favoured the emergence of contributors in the field, who participated in local initiatives. This decentralised model corresponds well to the DNA of the DESCOURS & CABAUD Group, and will be intensified. The relaying of this information provides very specific elements that help us to understand better the Group’s businesses both in France and in other countries. The interdepartmental steering committee between HR staff, digital staff and external communication teams brings forward the most pertinent communicative messages on a weekly basis. In order to facilitate the recruitment process and to broaden the network of employees, the policy of co- opting was recalled. This provides employees actively participating in the recruitment process with financial encouragement. For a certain number of business lines, this source of recruitment and communication has turned out to be particularly effective. Finally, in 2020, an in-depth study was launched with the aim of better understanding how DESCOURS & CABAUD is perceived by its employees, its aim being to guarantee an alignment between external communication and the corporate culture. On the occasion of this study of the Employer brand (“Employee Value Proposition”), eight one-day workshops were established to bring together a panel of employees of different levels of seniority and representing all brands. The external communication agency tasked with this mission allowed our employees to express themselves more freely and marked out axes of communication that will be disseminated in 2021 in different forms and by each individual brand. These axes will feed future communication campaigns designed to attract candidates’ attention.