Vetoquinol Universal Registration Document 2019

2 STATEMENT OF NON-FINANCIAL PERFORMANCE Overall health, safety and environmental policy 44   Vetoquinol  Universal Registration Document 2019  Financial report 2.4.7 Non-discrimination and equal opportunities Vetoquinol practices no discrimination in the hiring, remuneration or promotion of its employees. The Group’s subsidiaries, many of which are located far from major cities, may experience severe difficulties attracting talented people, whose spouses could have difficulty finding jobs in the area. Positions in produc- tion and control of pharmaceutical products, which are carried out in a clean and sensitive environment, tend to attract women rather than men. The comparative situation report presented to the Works Council each year shows that the procedures applied at the Company do not give rise to inequalities per se. Identifiable inequalities between the status of men and women primarily reflect the sociocultural context (certain roles attract fewer job applications from women, etc.) and the Company’s history. In terms of pay, no inherent inequalities between men and women have been identified for an identical role and for comparable years of service, despite the continuing existence of headcount imbalances due to sociocultural factors. In certain business lines, women are under-re- presented in positions carrying greater responsibility. Nevertheless, women currently occupy a quarter of the 55 most senior positions within the Group. In late 2019, a third woman joined the Group Executive Committee (30% female membership). Some isolated wage anomalies resulting from individual careers and indiscriminately affecting men and women are due to be corrected as part of the year’s wage policy. The ratio of women to men remains relatively stable from one year to the next (see ‘Age breakdown’). 2.4.7.1 Employment of disabled persons Vetoquinol ensures that it meets its disabled person employment obligations as far as possible by retaining its disabled employees and prioritizing its subcontrac- ting partnership with various ESAT institutions (French centers for promoting the employment of disabled employees). Vetoquinol SA currently complies with 100% of the disabled employment targets defined by law. Certain degrees of moderate disability may entitle some disabled employees to extra days’ leave. 2.4.8 Working hours In each of its subsidiaries, Vetoquinol complies with sta- tutory and contractual requirements regarding working hours. Work time organization varies across the Group depen- ding on local conditions applicable to each subsidiary and operation. Part-time work represents 2.3% for the Group as a whole. The percentage increased slightly versus 2018 (2.15%), mainly due to France (32 employees in 2019 vs 24 in 2018). Employees switching to part-time employment have generally chosen this arrangement themselves. Group policy is generally to hire permanent employees. As a result, the proportion of temporary employees is very low. Type of employment contract Americas Asia Europe Total Fixed-term 2.5% 0.4% 6.2% 4.0% Permanent 97.5% 99.6% 93.8% 96.0% TOTAL HEADCOUNT 100.0% 100.0% 100.0% 100.0%