Danone // 2020 Universal Registration Document

Social, Societal and Environmental Responsibility 5.4 Building the future with Danone employees DANONE UNIVERSAL REGISTRATION DOCUMENT 2020 174 Percentage of women in the organization 2019 2020 Total %women Total %women Board of Directors 16 43% 16 43% Executive Committee 7 43% 7 43% Managers, directors and executives 22,699 51% 23,367 51% Senior managers: executives (excluding Executive Committee) and directors 1,753 40% 1,792 41% Other managers 20,946 52% 21,575 52% Non-management employees 79,692 25% 78,452 25% Total employees 100% 31% 100% 31% Conditions and organization of Danone's working time 2019 2020 New hires (a) 13,202 12,550 Dismissals (a) 6,146 6,192 Absenteeism rate (a) 2.4% 2.9% Employee turnover rate (a) 17% 14% Part-time employees (a) 3% 3% (a) Social Indicators scope, see Methodology Note. Danone enables employees to arrange their work schedules in accordance with their local environments, for example by allowing part- time work or remote work, thus contributing to their well-being at work. INCLUSIVE TALENT DEVELOPMENT Employee training and development Definition Danone is committed to providing a range of learning opportunities to all its employees. In addition to personalized managerial support, the Company offers functional and cross-functional training pro- grams, most of which are: (i) developed in-house and (ii) delivered by Danone managers. Governance The issues surrounding talent management and employee training are managed by the Head of Global Human Resources, who reports to Danone’s Chief Human Resources Officer and General Secretary, member of the Executive Committee. Policies, action plans and outcomes CODES leadership model Danone also seeks to develop a company culture whereby each em- ployee can develop leadership skills through its CODES (Committed, Open, Doer, Empowered, Self-awareness) leadership model. The Company deploys this model based on five key attitudes, which support its goals over the long term and cover the leadership skills expected of its employees, at both the individual and collective level: (i) human centric (consumers, patients, employees), (ii) inclusive and collaborative, (iii) courageous with empathy, (iv) agile and (v) accountable and decisive. 0.4% 0.4% Percentage of employees by age (social indicators scope) 1.7% 1.9% < 20 years old From 20 to 29 years old From 30 to 39 years old From 40 to 49 years old From 50 to 59 years old ≥ 60 years old 2019 2020 12.9% 27.2% 38.3% 19.5% 13.3% 27.5% 37.8% 19.2%