4 _237 2023 UNIVERSAL REGISTRATION DOCUMENT_MICHELIN 4 NON-FINANCIAL STATEMENT Sustainable Development Report Training to encourage inclusion and attenuate the risk of discrimination A variety of training and sensitivity programs are being led to instill a culture of diversity and inclusion and to encourage everyone to treat people solely on the basis of their skills, avoiding any bias based on prejudice or discriminatory stereotypes. In particular, a half-day class-based bias and stereotype awareness seminar has been offered for all Group managers since 2020. In 2023, more than 4,000 new participants were trained, particularly in Europe and the United States, bringing the number of employees having completed the program over the past three years to more than 28,000. 4.1.2.2 b) Targeted initiatives in the five areas of diversity To track and improve diversity across the organization, Michelin has introduced a composite indicator reflecting five diversity metrics, each with a target for 2030. 2030 IMDI objective IMDI 2023 IMDI 2022 IMDI 2021 IMDI 2020 80/100 points 72 70 65 60 The five IMDI metrics 2023 score 2022 score 2021 score 2020 score Gender equality in the workplace 73.9 69.2 56.2 48.2 Identity (age, religion, sexual orientation, etc.) 77.7 72.3 73 69.7 Multi-national management 73.6 76.2 76.6 69.4 Disability 66.6 66.7 56.2 50.8 Equal opportunity 68.1 66.6 64.1 64.1 The IMDI composite indicator continued to improve in 2023, rising by two points to 72/100 from 70/100 the year before. The strongest gains were in (i) the percentage of women in management positions (30.1%, from 29.4% in 2022) and in the 600 most senior management positions (21.5%, from 18.8% in 2022) and (ii) the perceived acceptance of diversity (the “identity” metric). On the other hand, the percentage of country organizations with more than 1,000 employees with at least 2% of the workforce recognized as disabled declined slightly over the year, to 35.3% from 35.7% in 2022, following the inclusion of three new countries (Sri Lanka, Indonesia and Canada) in the scope of reporting. GENDER EQUALITY IN THE WORKPLACE Group objective: “Aim to set the gender balance benchmark in our industry” and achieve gender balance among Group senior executives and managers by 2030. Issue Indicator 2023 2022 2021 2020 Ambition 2030 Gender equality in the workplace % of women in positions of responsibility at least equivalent to supervisors 30.1% 29.4% 28.9% 28.2% 35% % of women in the Group’s 600 most senior management positions 21.5% 18.7% 17.2% 15.5% 35% Compa gap ratio, men/women, excluding production operators 2.5% 2.6% 3.4% 3.6% <2.2 Women accounted for 19.9% of the consolidated workforce as of year-end 2023. After declining somewhat last year due to the inclusion of Sri Lanka in the scope of reporting, this new improvement was led by the long-standing commitment to hiring more women and upgrading factory workstation ergonomics. Although, much like in the automotive industry as a whole, women accounted for just 13.9% of production operators in 2023 (excluding the dealership networks). They were better represented among technical staff (27.9%) and, to a lesser extent, in management and supervisory positions (30.1%). In 2023, about 39% of new hires were women in the administrative employees, technicians, supervisors and managers categories.
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