4 _235 2023 UNIVERSAL REGISTRATION DOCUMENT_MICHELIN 4 NON-FINANCIAL STATEMENT Sustainable Development Report ● product safety (see section 4.1.4.3 Guaranteeing the quality of our products and services); protecting employee privacy and personal data (see section 4.1.4.1 Ensuring ethical business practices); ● child labor (see below: decent work-related risks now being assessed); ● forced labor (see below: decent work-related risks now being assessed); ● potentially negative impacts on local communities (see section 4.1.2.5 d) Addressing the risk of potentially negative impacts of our business on local communities). The management of risks relating to discrimination, harassment, employee relations, health & safety, psychosocial issues, forced labor, child labor and personal data is continuously tracked by the Internal Control department using self-assessments and test audits, whose results are followed up with the implementation of action plans. A deeper understanding of several issues in 2023 Based on the findings of the 2021 audit, a human rights action plan for the 2022-2025 period was prepared, supported by 16 task sheets, each assigned to an implementation leader with dedicated objectives and milestones. Scheduled actions include drafting a policy (completed in 2022), implementing programs to address possible shortfalls in the areas of discrimination and forced labor, and strengthening the human rights clauses in acquisition contracts. In 2023, a network of managers from each of the Group's leading manufacturing host countries was formed to lead initiatives to prevent human rights risks across the Group. As part of this process, a dedicated review analyzed possible forced labor concerning most at-risk suppliers. After launching a living wage initiative, all Group companies have been certified by the Fair Wage Network as a Living Wage Global Employer, guaranteeing that every employee is paid at least the equivalent of the living wage benchmark. In 2022, a new milestone was reached with the launch of the Michelin One Care Program, designed to provide every employee with social protection covering parenthood, death and access to healthcare. Harassment risks have been managed as part of normal business operations since 2022. A harassment prevention program is currently underway, based on the initiatives developed during the Integrity project and the various compliance programs already in place across the Group. In 2023, the Group updated existing internal controls concerning harassment issues, formed a working group on support for people contacted as part of an investigation and pursued its awareness-raising initiatives. By year-end, the e-learning module on harassment had been completed by more than 39,000 Group employees, representing 98% of the target(1). These various harassment information initiatives at Group level and in the operating regions continued to encourage people to speak up, causing harassment complaints to increase to 23% of all reports to the ethics hotline in 2023. Assessing human rights risks in the contracting chain The mapping exercise for supplier human rights risks was completely overhauled in 2020 and updated in 2022, which enabled purchasing categories to be ranked according to their human rights risks. When cross-referenced with the analysis based on sourcing countries posing human rights risks, this category analysis enabled us to prioritize supplier assessments and deployment of preventive actions (see section 4.1.4.2 b). Suppliers are generally assessed with desktop reviews, which assign them an overall score and separate scores by issue, including a dedicated score in “labor and human rights” performance. More rarely, they may be asked to respond to selfassessment questionnaires (see section 4.1.4.3). In 2021, an indicator was introduced to track supplier human rights compliance, with the 2030 objective that 95% of assessed active suppliers earn the expected score. The Group’s whistleblowing system is also open to suppliers. To address human rights risks in the natural rubber supply chain, the RubberWay®(2) mobile application deployed by the Group in seven countries since 2017 has gathered information from 239,583 village smallholders on such topics as income, working hours, working conditions and child labor. Following a more indepth analysis by district to identify the highest risk regions, a number of projects to improve farmers’ living and working conditions have been launched since 2020 (see section 4.1.4.2.c). (1) The 2023 target was set on December 31, 2022, based on companies with Intouch capabilities at that date, i.e., for categories 1 to 4 employees, 40,152 people. It will be updated in 2024 based on the progress in Intouch deployment and the Intouch categorization of people in the 2023 workforce. (2) 4.1.4.2 c) A dedicated approach for natural rubber/The RubberWay® application.
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