_240 2023 UNIVERSAL REGISTRATION DOCUMENT_MICHELIN 4 NON-FINANCIAL STATEMENT Sustainable Development Report DISABILITY: Group objective: “Michelin offers career paths to people of all abilities, in accordance with its talent development policy”. 2023 2022 2021 2020 2030 Objective Percentage of country organizations with more than 1,000 employees with at least 2% of the workforce recognized as disabled 35.3% 35.7% 26.6% 33.3% 100% Percentage of country organizations that have appointed an Ambassador with expertise in workplace disability issues 97.9% 97.6% 85.8% 68.2% 100% Michelin has long pursued a commitment to hiring people with disabilities and retaining employees who become disabled at some point in their careers. The Group’s objective that people recognized as disabled should account for at least 2% of the workforce in every country organization with more than 1,000 employees has inspired new units to plot a course to progress and to share best practices. After deploying a roadmap, Mexico commissioned a specialist firm to hire autistic individuals in 2023. Mental disabilities were also the subject of training and adaptation programs in Hungary, Mexico, Poland and other countries. In 2023, extending the IMDI4 scope of reporting to three new country organizations, in Canada, Sri Lanka and Indonesia, slightly reduced the percentage of organizations reaching the 2% target. Disabled employees made up 6.49% of MFPM’s French workforce in 2023, once again exceeding the legally mandated quota of 6%. In Brazil, hearing-impaired people have long been hired in workshops, with training and support provided to the departments concerned. EQUAL OPPORTUNITY Group objective: “Every employee can develop their talents in the company, regardless of where they started at Michelin. As a manufacturing company, Michelin pays particular attention to promoting production operators (category 5)”. 2023 2022 2021 2020 2030 target Percentage of managers who began their careers as production operators (category 5) 15.5% 14.8% 13.8% 13.4% 20% Percentage of managers(1) promoted from within 68.4% 69.8% 72.7% 73.9% 80% Promoting from within is one of the Group’s core values, which is why the new IMDI indicator includes targets for the career development of people hired as production operators and for the percentage of managers promoted from within. In addition to these two targets, Michelin strives to support the social inclusion of disadvantaged people in its host neighborhoods. In France, for example, three maintenance skills training and job opportunity programs offered to refugees in collaboration with the Hope association resulted in the hiring of more than 30 people under vocational training contracts, of which 14 were converted into permanent and fixed-term contracts. (1) Categories 1 to 4 or A to N.
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