04 Sustainability Statement Own workforce (S1) A global governance system supporting dialogue with employee representatives Social dialogue begins by listening to employees, through the "Moving Forward Together" survey (see above), whose findings, over time, demonstrate the commitment of managers to using it as a lever to support dialogue and drive continuous improvement. More generally, Michelin fosters open, transparent, constructive social dialogue as a powerful source of sustainable performance. Managers receive training in the legal aspects of labor relations. The social dialogue process is designed to address employee ideas and viewpoints and encourage their free expression in the production plants, offices, country organizations and regional organizations. Dialogue with employees and their representatives is conducted in accordance with the principles of freedom of association and the right to collective bargaining, without any form of discrimination. The information provided to employee representatives is negotiated with them and complies with the legal requirements in each country. Particular attention is paid to dialogue in countries where the local culture and/or legislation is not conducive to employee input. Sharing and dialogue are also facilitated by two Group employee representation organizations: n The European Works Council (CEEM), set up in 1999, meets twice a year in plenary session. It represents a forum for information and consultation, where employee representatives are kept regularly informed of the Group’s strategic objectives, financial results, highlights of the preceding six months, the main health, safety, environment and prevention metrics, and changes in the workforce. n The Global Works Council, in place since 2020 and led by the Director of Employee Relations, meets once a year in plenary session. Its remit is to share the Group’s strategic objectives and results transparently in every country where Michelin has a significant presence and to help co-construct fundamental policies to support the Group's transformations in such areas as competitiveness, social protection, diversity (particularly inclusion and disability) and sustainability. It includes representatives from the various host countries and focuses on labor relations and other aspects of the employeremployee experience. In July 2023, the Global Works Council began its second three-year term by broadening its membership, with new representatives from India, Sri Lanka, Indonesia and Australia. An Employee Relations Policy (2024), overseen by the Corporate Personnel Department, describes the Group’s general principles governing its employee relations engagement: n To support a clear understanding of actual opportunities and challenges, the social dialogue process strives to ensure that employee ideas and viewpoints are addressed. n Management plays a key role in this process by sharing technical and business information with employees or their representatives, enabling them to understand the true nature of the Group’s situation and thereby contribute to constructive dialogue. n Engagement with employees and/or their representatives is organized and conducted in accordance with the principles of freedom of association and the right to collective bargaining. n Social dialogue leads to co-construction and compromises that foster a sustainable balance between People, Profit and the Planet, and therefore the interests of the Group, its employees and its shareholders. n As part of this process, employees and/or their representatives have the right to express themselves freely, including to management, in accordance with our corporate values. n Employees or their representatives are not subject to any form of discrimination nor suffer any negative effects on the management of their careers or advancement as a result of their actions as representatives. In a commitment to enhancing the effectiveness of the social dialogue process in all its host communities, in line with their particular features and characteristics, Michelin has been a member of the Global Deal since 2017. Michelin is thus strongly committed to upholding and promoting human rights, measuring and improving employee engagement, and practicing inclusive, constructive social dialogue to drive sustainable, balanced performance. Michelin’s commitment to human rights Since 2010, Michelin has actively supported the United Nations Global Compact, integrating its principles into its global operations in compliance with local legislation. The Group embraces human rights principles and upholds the major international conventions. This commitment is also expressed in the Group’s support for the OECD Guidelines for Multinational Enterprises and the United Nations Guiding Principles on Business and Human Rights, as well as in its compliance with a number of the fundamental conventions of the International Labour Organization (freedom of association and protection of the right to organize; the elimination of discrimination in employment and occupation; the abolition of forced and child labor; and the right to a safe and healthy working environment). Michelin’s human rights policy and strategy are approved by the dedicated Human Rights Governance body which meets twice each year, which is co-chaired by the Executive Vice President & Chief Personnel Officer and the Executive Vice President, Engagement and Brands. 265 2024 UNIVERSAL REGISTRATION DOCUMENT_MICHELIN
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