_232 2023 UNIVERSAL REGISTRATION DOCUMENT_MICHELIN 4 NON-FINANCIAL STATEMENT Sustainable Development Report 4.1.2 Human rights and employee relations 4.1.2.1 Ensuring respect for human rights SDG 8.7, 17 and 16 4.1.2.1 a) Employee relations standards and responsibilities Michelin makes every effort to uphold human rights in all its businesses and in every host community. The Group embraces the universal principles of human rights and the leading international labor conventions. A process grounded in international principles The Michelin Group: ● has been a member of the United Nations Global Compact since 2010 and supports its ten fundamental principles; ● upholds the OECD Guidelines for Multinational Enterprises; ● supports the UN Guiding Principles on Business and Human Rights; ● embraces the International Labour Organization’s fundamental Conventions, particularly in relation to: ● freedom of association and protection of the right to organize, ● the elimination of discrimination in employment and occupation, ● the abolition of forced labor, ● the effective abolition of child labor, and ● the right to a safe and healthy work environment. These principles have also inspired the Group’s internal reference documents, including: ● the Code of Ethics; ● the Anti-Corruption Code of Practice; ● the Michelin Purchasing Principles; ● a Master Policy on Human Rights. In 2022, for the first time, a Master Policy on Human Rights was issued and distributed across the Group. Widely promoted among employees worldwide, the above documents have been translated into French and English and are available for consultation at any time on each country organization’s intranet site. They may also be found on the corporate website: https://www.michelin.com/publications/politique-des-droits-humains/ To enhance its expertise and capitalize on best practices, in 2017, Michelin also joined the EDH association(1), which comprises around 20 French companies engaging with these issues. In addition, the Group is a member of the Global Deal initiative, which promotes social dialogue and decent work around the world, and of the Business 4 Inclusive Growth initiative in cooperation with the OECD. After chairing the Human Rights Club of the Global Compact France in 2021 and 2022, Michelin now sits on the Club’s steering committee. 4.1.2.1 b) Organization and ambitions A governance body led by senior management The Group’s human rights policies, objectives and strategy are validated twice a year by the Human Rights Governance Body, which is chaired by the Executive Vice President & Chief Personnel Officer (a member of the Executive Committee) and co-chaired by the Executive Vice President, Engagement and Brands. Other governance members include: the Executive Vice Presidents of Manufacturing and of Engagement and Brands (both members of the Executive Committee), the Chief Procurement Officer, the General Counsel and the Vice Presidents of Public Affairs, Corporate Sustainable Development and Impact, Internal Control and Safety & the Environment. Note that health and safety issues are managed by a separate organization, the Employee Health and Safety Governance Body. The Human Rights Governance Body is supported by input from a multidisciplinary Operational Committee comprising representatives from the corporate departments in charge of Sustainable Development and Impact, Purchasing, Personnel, Internal Control, Risk Management, Employee Relations, Public Affairs, Diversity & Inclusion, Legal Affairs/Compliance, and Manufacturing. It prepares an annual action plan engaging Michelin in a continuous improvement process. (1) Entreprises pour les droits de l’homme (Businesses for Human Rights).
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