_236 2023 UNIVERSAL REGISTRATION DOCUMENT_MICHELIN 4 NON-FINANCIAL STATEMENT Sustainable Development Report 4.1.2.2 Instilling an inclusive culture of diversity and preventing discrimination SDG 4.3, 4.4, 4.5, 5.1, 5.5, 8.5, 8.6, 10.2 and 10.3. Discrimination risks Every person is unique and contributes to diversity. Respecting individuals in all their uniqueness is the basis of the Group’s Diversities & Inclusion Policy. Diversity comes in many forms, including gender, age, culture, religion, social background, disability, sexual orientation, union membership, family situation, political opinion and physical appearance. Michelin’s approach to diversity and inclusion is guided by three intentions: (i) that its teams be representative of all the diversity found in their local host communities; (ii) that each person be treated fairly and feel free to express their authentic self and uniqueness; and (iii) that diversity be experienced in a spirit of inclusion and tolerance, so that it can also help to drive collective performance. Reflecting and supporting these intentions, Michelin does not tolerate any form of discrimination anywhere in the Group, with respect to anyone or for any reason whatsoever, including in cases allowed by local practice or custom. Employees have access to recourse in every country. 4.1.2.2 a) A comprehensive, worldwide commitment Policies and objectives First deployed in 2005, the Group's diversity process was formally described in a Diversity & Inclusion Policy that sets out guidelines for the entire Group, as well as an objective for 2030. Progress towards the objective is being measured by the Diversity & Inclusion Management Index (IMDI), a composite indicator comprising 12 sub-indicators in five metrics: gender diversity, identity, multi-national management, disability and equal opportunity in promotions. Each of the five metrics is weighted equally in calculating the Index. In addition, the Code of Ethics emphasizes Michelin’s commitment to combating all forms of discrimination, specifies a number of sensitive situations (hiring, promotions, training, various employee benefits, etc.), cites 12 discrimination criteria as examples and describes real-world situations demonstrating conduct to be encouraged or avoided. Governance and organization Diversity management is built on a multi-level global organization. Led by the Corporate Vice President, Sustainable Development and Mobility, the process is managed by a Steering Committee comprising the Executive Vice President, Personnel and the heads of Training, Hiring, Employee Relations and Sustainable Development. The guiding objectives are approved by the Human Rights Governance body. An international Diversity & Inclusion network bringing together D&I managers from each geographic region meets every two months. It is led by the Group so that each region can work on every aspect of diversity and help to drive improvements in the IMDI indicator. In 2023, for example, each operating region defined measurable targets for several diversity issues. Team initiatives around the world Impelled by the Group, a wide range of programs and initiatives have been undertaken in the country organizations, including: ● local Diversity & Inclusion Councils tasked with organizing and fostering diversity in North America, Brazil, Mexico and North Europe; ● Diversity charters or company agreements, such as the one signed in France in November 2023 that includes a section addressing end-of-career issues; ● In-house diversity events, such as the Cultural Diversity Festival in the Africa/India/Middle East region, Diversity and Inclusion Day in Mexico and the Live Event in Brazil; ● Local networks formed in the United States (11 communitybased business resource groups), Europe (Better Together), Hungary (Seniors’ Club) and Brazil (Women in Sales); ● Diversity and Inclusion pages on country and regional intranets, and video messages from leading regional executives addressing the issue, in France, the United States, Mexico, Brazil and other countries; ● Outside partnerships with local associations in the United States, Brazil, India, Poland and other countries. A highlight of 2023 was Michelin France’s engagement with the FACE Foundation, which advocates against domestic violence.
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