_238 2023 UNIVERSAL REGISTRATION DOCUMENT_MICHELIN 4 NON-FINANCIAL STATEMENT Sustainable Development Report WOMEN AS A PERCENTAGE OF EMPLOYEES AT DECEMBER 31, 2023 % of women by employee category and region Production operators Administrative employees and technicians Managers and supervisors(1) Total GRI Indicator North America 16.5% 29.8% 26.9% 20.1% GRI 102-08 South America 16.1% 27.1% 32.5% 20.2% GRI 102-08 Europe 14.7% 27.6% 30.8% 21.4% GRI 102-08 Africa/India/Middle East 1.7% 22.6% 27.5% 11.9% GRI 102-08 Asia (excluding India) 12.3% 30.9% 33.7% 19.2% GRI 102-08 GROUP TOTAL 13.9% 27.9% 30.1% 19.9% GRI 102-08 (1) Employees with a level of individual responsibility of A to N, according to the Hay method used by the Group. Supported by a multi-year improvement plan, three Executive Committee members are leading the Group’s progress in hiring and promoting women in Marketing & Sales, R&D and Manufacturing. Every year, the Regional Presidents set measurable annual targets, backed by action plans. Making Group jobs more appealing to women To enhance manufacturing’s appeal to women, Michelin is pursuing initiatives in schools and universities around the world in view of presenting the diversity of industrial jobs and their interest to women in the surrounding communities. Plant tours for students and meetings with women employees in a variety of inspiring roles enable girls to see themselves meeting challenges in the manufacturing industry. To support this process, women employees can now volunteer to act as ambassadors for their jobs, not only in manufacturing but also in other job families with a low percentage of women, such as marketing and sales, R&D, IS/IT and digital technology. At the “Trucks Are For Girls” event in the United States, marketing and sales employees raised young womens’ awareness of careers in the trucking industry. With the same objective of attracting more women to the shopfloor, the production plants are deploying a variety of programs to improve workstation ergonomics. At workshops in every host country, workstations are being individually analyzed to identify those accessible to women and to upgrade others to improve accessibility. In 2023, for example, 12 workstations were upgraded for this purpose in Poland. These studies are supporting the hiring of a growing number of women in the production plants, including in operator positions. In 2023, a plan to improve sales force gender diversity was rolled out in all the operating regions. It comprises a method for analyzing pathways to progress, a brochure with dozens of recommendations and the introduction of a dedicated governance structure in each region. Michelin is also committed to facilitating work-life balance with a variety of supportive benefits, including flextime arrangements, working from home (see section 4.1.3.4 a), daycare facilities and nursing rooms, financial aid for childcare, service centers, and maternity support in particular. Increasing the percentage of women in management and on executive bodies A dedicated action plan is being pursued in every region to increase the number of women in management. The percentage of management and supervisory positions held by women has risen steadily since 2013, from 22.5% to 30.1% in 2023. To maintain this momentum and break the glass ceiling, the objective is now to reach 35% by 2030, along with a second target of having women account for 35% of so-called “Group Manager” positions by 2030 versus 21.5% in 2023. At January 1, 2023, the Executive Committee was made up of nine members (four of which were women), whose role is to assist the Group’s two Managers. In 2023, five of the 11 members of the CGEM Supervisory Board and two of the four members on each of the three Board Committees (Audit, Compensation and Appointments, and CSR) were women(1). The Supervisory Board and its CSR Committee are both chaired by women. Ensuring wage equality worldwide Every year, country Personnel Department managers analyze the compensation of men and women employees and define action plans to close any gaps. For many years, the Group has used the compa ratio gap indicator to measure the difference between men and women’s compensation, based on the market rate for a similar position. Applying this method to a sample of 37,500 employees, the overall gender gap was -2.54% in 2023, versus - 2.61% in 2022. In France, an independent study by researchers at the French National Institute of Demographic Research (INED) found that once again in 2023, the residual value of the like-forlike gender pay gap was less than 1% in every employee category. Lastly, since early 2019, MFPM has calculated and disclosed its Gender Equality Index, which again stood at 99/100 in 2023. (1) See also section 3.1.3.3 Diverse profiles and experiences represented on the Board – gender balance on management bodies (categories 1 to 4).
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