Danone // 2020 Universal Registration Document

5 Social, Societal and Environmental Responsibility 5.4 Building the future with Danone employees 181 DANONE UNIVERSAL REGISTRATION DOCUMENT 2020 Outcomes Year ended December 31 2019 2020 (number of accidents, except frequency rate in percentages) Fatal accidents (a) Accidents with at least 1 day lost time (a) Frequency Rate 1 (FR1) (a) Fatal accidents (a) Accidents with at least 1 day lost time (a) Frequency Rate 1 (FR1) (a) By Reporting Entity Essential Dairy & Plant-Based – 157 1.6 – 127 1.3 Waters 1 103 1.2 2 70 0.8 Specialized Nutrition – 50 1.0 – 35 0.7 Corporate functions – 46 2.9 – 20 1.3 Total 1 356 1.4 2 252 1.0 (a) Safety Scope, see Methodology Note. Year ended December 31 2019 2020 Frequency rate 2 (FR2) (a) 1.24 0.95 Severity rate (a) 0.06 0.07 (a) Safety Scope, see Methodology Note. Focus – Promoting well-being in the workplace and stress prevention Since 2014, Danone has included promoting health and well-being in the workplace to its WISE² program. Danone defined a systematic approach built around five pillars: (1) ensure a good work rhythm, (2) make daily work meaningful, (3) promote healthy ways of working (4) manage staff with kindness and authenticity, and (5) promote a healthy lifestyle and environment. Practical guides encourage the subsidiaries and sites to implement them. Some subsidiaries have implemented initiatives that call for: • the right to disconnect; • visits by psychologists and social workers and committees to detect situations of workplace isolation; • training of management to detect and prevent employee stress. In 2019, Danone offered a training program in Europe for the human resources function on quality of life in the workplace. In 2020, in the context of Covid-19 crisis, these measures were supplemented by: • global and local surveys to regularly monitor and ensure the well-being of employees in order to identify their needs; • a Stay Strong Stay Safe campaign in which employees were asked about changes in their working conditions in the following five categories: (i) effectiveness at work, (ii) mental health, (iii) physical health, (iv) managerial monitoring and support and (v) solidarity and mutual assistance; • the creation of a psychological support unit for employees. Health in the workplace Definition Access to health coverage and education regarding health challenges for all employees is a priority for Danone, which notably continues to deploy its Dan’Cares program in countries where the Company operates. In the context of the Covid-19 crisis, this became an even higher priority for all employees worldwide. Policies In 2009 Danone launched the Dan’Cares program, with a goal of ultimately guaranteeing quality health coverage for all employees to cover major risks while taking into account practices in the respective markets. The three main risks taken into account are hospitalization and surgery, ambulatory care and maternity care. Dan’Cares is intended to be deployed in all Danone subsidiaries, including in countries where such coverages are not offered by the healthcare systems. Danone conducts regular market studies to assess where it stands in terms of employee health coverage relative to themarket. In 2020, Danone extended the health coverage of its local programs (family health coverage, employee assistance program) in light of Covid-19. Action plans In addition to the Dan’Cares program, Danone has implemented several initiatives, including Health@Work, which seeks to inform and raise awareness among employees on improving their health through dietary practices and physical activity. In 2020, 94%of Danone’s employees (vs. 84% in 2019) had access to at least one free offer of this program (Health & nutrition scope, see Methodology Note). Moreover, in 2020 all Danone entities included employee health as a condition of business continuity. They implemented and moni- tored preventive measures such as checking for fevers, access to protective equipment and/or Covid-19 testing (Danone Way scope, see Methodology Note).