4 _239 2023 UNIVERSAL REGISTRATION DOCUMENT_MICHELIN 4 NON-FINANCIAL STATEMENT Sustainable Development Report IDENTITY (THE SUM OF AN INDIVIDUAL’S PERSONAL CHARACTERISTICS, SUCH AS AGE, SEXUAL ORIENTATION, ETHNICITY OR RELIGION): Group objective: “Enable every person to be who they really are and to bring their authentic selves to work.” 2023 2022 2021 2020 Ambition 2030 MFT question(1): “In my workplace, I am treated with respect, regardless of who I am or what my position is.” 85% 85% 84% 83% >80% MFT question: “In my workplace, I believe that people are treated fairly (for job assignments, promotions, etc.) regardless of their background, personal characteristics or other differences.” 68% 67% 65% 61% >80% Difference between the highest score in an age category and the lowest score in an age category on the MFT survey question: “I can fulfill my career objectives at Michelin.” 4 points(2) 7 points 3 points No difference among the age categories Michelin seeks to encourage people to express their differences so that they can feel at ease in the corporate community. To enhance everyone’s ability to embrace a multitude of differences, the Group organizes bias and stereotype sensitivity training (see section 4.1.2.2 a). In 2022, a project was undertaken to ensure that the Group’s communication to employees and outside stakeholders speaks to everyone, regardless of their gender identity. Following presentations to regional Ethics Committees, these practices were adopted in 2023 in certain regions, such as North America, where HR systems were reviewed to enable the identification of people regardless of their gender identity. In Brazil, a brochure on inclusive communication was published. In June 2023, country organizations in the United States, Canada, Mexico, Brazil, Thailand, the United Kingdom and Germany celebrated Pride Month with employee parades and other festive events, as well as with webinars on LGBTQ issues. Also during the year, Michelin Mexico was certified as a “Best Place to Work for LGBTQ+ Equality” by the Human Rights Campaign Foundation. A wide range of initiatives were undertaken to address agerelated issues, such as the agreement signed with the unions in France specifying a variety of measures for people nearing retirement. In addition, Michelin Brazil rolled out the “Generational Forum” corporate initiative during the year and organized training courses to prepare employees for retirement. Aware that people's physical appearance is also subject to stereotyping, Michelin Brazil created a working group on dress codes to ensure that employees enjoy a safe space. In the Group’s most diverse region, Africa/India/Middle East, more than 1,000 employees in nine countries took part in a cultural diversity festival, sharing their customs, foodways and traditional dress in the workplace. In Australia, the five local Michelin companies have embarked on a Reconciliation Action Plan to support Aboriginal and Torres Strait Islander peoples. The Plan comprises 13 actions to ensure that these communities benefit from the opportunities created by the industries Michelin serves and that the workplace is a safe space for them. MULTI-NATIONAL MANAGEMENT: Group objective: “All of the Group’s host country nationalities and cultures are represented in all the corporate functions in the operating regions and at headquarters, in line with the geographical footprint of each business. In each country and region, more than 80% of management positions are held by locals.” 2023 2022 2021 2020 Ambition 2030 Percentage of employees with a level of responsibility from A to I working in a growth region who signed their first employment contract in that growth region 86.1% 85.8% 83.2% 78.8% 80% Percentage of non-French nationals among the Group’s 100 most senior executives 30.6% 33.3% 35% 30% 50% Particular attention is paid to fostering the emergence of local managers in the growth regions of South and Central America, Southeast Asia, China and Africa/India/Middle East, where 86.1% of managers were locals in 2023. In addition, Michelin is aiming for half of its 100 most senior executives to be non-French nationals by 2030. In 2023, the percentage declined slightly to 30.6%. (1) Moving Forward Together survey. (2) Based on a new methodology in 2023 following the addition of a new age category.
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