_234 2023 UNIVERSAL REGISTRATION DOCUMENT_MICHELIN 4 NON-FINANCIAL STATEMENT Sustainable Development Report 2030 ambitions and their performance indicators Policy implementation is being supported by the ambitions defined for 2030, with performance tracked by measurable targets and indicators. The six ambitions are as follows(1): Objective Indicator 2019 2020 2021 2022 2023 2030 Objective 1 – A company where everyone feels physically safe at work TCIR(2) 1.43 1.19 1.29 1.07 1.01 <0.5 2 – A company offering a decent wage and supportive employee benefits Percentage of employees receiving a decent wage in each host country - - 95% 98.5% 100% 100% in 2025 Percentage of employees with social protection floor of health insurance, life insurance and parental leave for birth/adoption - - New in 2021 - - 75% in 2025 and 100% in 2030 3 – A company whose supply chain ensures decent work for every employee Percentage of suppliers assessed that comply with the Group’s human rights standards 85% 86% 89% 89% 91% ≥95% Percentage of natural rubber volumes used by the Group covered by human rights assessments of a representative sample of farmers (via the RubberWay® application) 20% 30% 41% 58% 69% 80% from 2025 Number of village smallholders whose working conditions and/or livelihoods have improved as a result of remediation projects - - New in 2021 467 1,855 30,000 4 – A company that allows diversity to flourish in all its forms IMDI, a composite indicator tracking inclusion and diversity (see section 4.1.2.2 b) - 60 65 70 72 80/100 points 5 – A company that listens to the opinions of internal stakeholders Percentage of employees who respond positively to the Moving Forward Together survey question: “I feel like my opinion matters and my ideas are taken into account in my company.” - - 69% 71% 72% 80% 6 – A company that blends harmoniously into its environment and is beneficial for its local host communities Number of volunteering initiatives(3) - 5,000 10,900 19,700 Note that some of the newly defined indicators do not yet have any prior-year comparatives. Human rights risks identified and factored into the Group’s risk management process In 2022, the Risk Management Department defined a human rights risk category that addresses the following policy points: ● harassment and discrimination (see section 4.1.2.2 Instilling an inclusive culture of diversity and preventing discrimination); ● employee health and safety (see section 4.1.3 Employee health and safety); ● decent wage and social protection (see section 4.1.2.3 h) Offering fair compensation and benefits); ● freedom of association (see section 4.1.2.3 Promoting responsible social dialogue); (1) The three ambitions expressed in the 2021 Universal Registration Document – to be (i) a company where employees develop their employability; (ii) a company in which everyone feels like an owner/stakeholder; and (iii) a company where employees are motivated/engaged – have been maintained, but are no longer being led by the Human Rights Governance body. (2) Total Case Incident Rate. (3) Our current systems are unable to identify whether the same person has participated in several volunteering initiatives. The ultimate goal is to have 20% of employees taking part in such initiatives.
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