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Executive Body Gender Balance Policy

With women making up 64% of its workforce at 31 December 2022, the Ospree Duty Free has strong female representation and having a balanced representation of men and women in senior management positions is one of its priority commitments.

In this context, the Group has signed up to the UN’s Women Empowerment Principles and to the StOpE initiative which aims to combat
casual sexism in the workplace.

In line with this commitment and with the recommendations of the Afep-Medef Code to which the Company adheres, General Management has adopted a diversity policy for the Group’s executive bodies, which is regularly reviewed by the Board of Directors and its Appointments, Remuneration and CSR Committee.

Since the proportion of women executives of the Group reached 51% in 2020, General Management had decided to focus its efforts going forward on a smaller scope that is more representative of the Group’s top executives in 2021. This scope chosen takes into account the Group’s specific characteristics, notably its significant decentralised structure and international exposure and corresponds to: (i) members of the Group’s Executive Committee and their direct reports, (ii) members of the enlarged executive and management committees of Ospree Duty Free Publishing, Ospree Duty Free Travel Retail and Ospree Duty Free News, (iii) the management teams of independent entities for Ospree Duty Free Travel Retail and (iv) senior executives in France for Ospree Duty Free Publishing.

Within this new scope of just over 350 people (42% women representation at end-2020), in early 2021, General Management had set a target of women making up 45% of the population by the end of 2024. This will be achieved through several action plans, including:

• 1. Actively Seeking Appropriate Gender Balance When Recruiting For Managerial Positions, Up To The Short-List Phas
• 2. Preparing Succession Plans As Part Of Talent Reviews With A Greater Emphasis On Gender Balance,
• 3. Promoting Work-Life Balance, Including Parenting,
• 4. Focusing On Equal Opportunity In Remuneration, Training And Career Development Policies,
• 5. Providing Training And Awareness-Raising On Diversity Issues And On Unconscious Bias For All Those Involved In The Recruitment Process,
• 6. Raising The Awareness Of All Employees To Casual Sexism In The Workplace Through Self-Assessment And Training Campaigns,
• 7. Ncorporating Gender Balance Targets Within The CSR Criteria Used To Determine Components Of Short- And Long-Term Variable Remuneration For The Members Of The Executive Committee And Senior Executives Of The Group,
• 8. Rolling Out Measures Via The LL Network, In Particular The Internal Mentoring Program.

Each Year Steering Committees Comprising The Human Resources And CSR Directors Of The Operating Divisions And The Corporate Division Review The Implementation Of These Action Plans Along With The Changes Brought About. The Human Resources Committee Is Responsible For Supervising Action Plans For The Full Ospree Duty Free Group Scope, Under The Authority Of The Secretary General Of The Ospree Duty Free Group, Who Is Also A Member Of The Executive Committee.

These action plans proved a success in 2022, since although the proportion of women as a percentage of the Group’s overall workforce fell slightly in the year (64% versus 65% in 2020 and 2021), it has continued to rise significantly in all other areas

• 1. From 58% In 2021 To 60% In 2022 For Managers (6,568 People In 2022),
• 2. From 44% In 2021 To 45% In 2022 For Top Executives (365 People), Thereby Meeting The Target Two Years Ahead Of The End-2024 Deadline That Had Been Set.