Plastic Omnium - 2018 Registration Document

3 STATEMENT OF NON-FINANCIAL PERFORMANCE CSR integrated in the business lines www.plasticomnium.com PLASTIC OMNIUM 2018 REGISTRATION DOCUMENT 110 The training sessions taken are decided with the employee at their annual covered in face-to-face, virtual classrooms or “blended learning” are assessment interview. In 2018, the training programs were managed in languages, health/safety/environment – for which the training program MyLearningPlace resulting in nearly 19,000 employees receiving training, has been reviewed –, software, management, continued improvement, with an average of 24.17 training hours per employee. The topics mainly expertise and job-specific techniques. 2016 2017 2018 Training commissions 40 36 31 Number of attendees 97,373 122,601 127,468 Number of training sessions per employee per year 5.53 5.80 6.18 TOTAL TRAINING HOURS 513,515 531,130 498,576 Training hours per year per employee 29.19 25.14 24.17 TOTAL EXPENDITURE ON EXTERNAL TRAINING BODIES (IN THOUSANDS OF EUROS) 4,380 5,262 4,813 All training hours, regardless of their duration, are now recorded in the number of attendees. EQUAL OPPORTUNITIES 3.2.2.6 In its Code of Conduct and by joining the United Nations Global Compact, Plastic Omnium has committed to promoting diversity among its teams, which is a way of opening minds and ensuring complementary points of view. The Group also reaffirms its intention to fight discrimination of all kinds and to promote integration. Discrimination incidents are monitored annually. 2016 2017 2018 Number of incidents of discrimination (1) 1 (2) 1 0 Number of measures taken following incidents of discrimination 0 0 0 The number of incidents of discrimination is reported within the global scope via the non-financial data reporting software application. (1) The incident of discrimination, which occurred in the United States, has been closed by the authorities, with no charge against Plastic Omnium. (2) The Group has defined as a priority to focus on developing the career paths of women, for greater diversity, as the automotive industry has been traditionally male-dominated. Meeting for one day at the start of the year at the α -Alphatech site around the theme of women's success, female mentors of Elles Bougent association –with which the Group has partnered, managers and teams of Human Resources Department were able to discuss and reflect on the strengths and areas for improvement of Plastic Omnium’s management of women’s careers. This analysis enable the Human Resources Department to set up an action plan, comprising several components: introducing and monitoring targets for recruitment, development and ● wage equality; promoting remote working; ● developing women's careers, mainly through people review process; ● improving internal communication on diversity, in particular via a ● project of internal network to promote diversity and partnership with associations. Partnerships make it possible to promote technical and engineering jobs to young women to encourage them to consider scientific careers. 25 female engineers from Plastic Omnium are mentors for the Elles Bougent association. Similar relationships with associations that promote technical jobs to young women have also been built in Germany – 3 plants hosted young women on Girl’s Days – and in the United States – the Group exhibited at the SWE (Society for Women Engineers) Forum, enabling female engineering students to meet with female professional engineers. Plastic Omnium’s ambition is for the proportion of women in management positions to be the same as across all high-responsibility positions by 2025, i.e. at least 20%.