The Group's recruitment code of conduct

INTRODUCTION

In an ever-changing economic environment, recruitment is an essential strategic lever for attracting, developing and retaining the talent capable of supporting our Group's ambitions. As part of a global approach to the forward-looking management of jobs and skills (GPEC), our recruitment process must not only meet the immediate needs of our subsidiaries, but also anticipate the future challenges of transmitting knowledge and ensuring the long-term future of our expertise, the fruit of our history. This charter, common to all Group entities, aims to ensure compliance with ethical principles and local and international regulations, while reflecting the Group's fundamental values: innovation, sustainability, commitment, benevolence and cooperation.

"Today, our teams and the global community they represent are our greatest strengths."

FIELDS OF APPLICATION

This charter applies to all recruitment processes deployed within the Group, in all subsidiaries, and concerns both employees and external service providers involved in recruitment activities. It establishes a clear and consistent framework, ensuring consistency in our practices while respecting local specificities.

FUNDAMENTAL PRINCIPLES

The Group anchors its recruitment practices in universal ethical principles and a commitment to decent working conditions for all (in line with our Group Policy on Ethics and Decent Work). Compliance with these principles is an absolute priority.

STRICT BAN ON HUMAN TRAFFICKING, FORCED LABOR AND CHILD LABOR

This translates into a strict ban on human trafficking, forced labor and child labor. To prevent any violation of these principles, a rigorous and systematic verification of the minimum legal age for employment is carried out during the recruitment process, both internally and by our external partners when they are involved in recruitment activities. In the event of non-compliance, a precise and immediate remediation plan is implemented to correct the situation and prevent any recurrence.

FREE AND FAIR HIRING

We also guarantee free and fair recruitment. Access to employment is a fundamental right: no candidate is required to pay any sum of money or provide any form of consideration in order to obtain a job. We ensure that all job offers are freely accessible, based solely on the merit of the candidates. Neither Gindre nor any of its labor suppliers accept any payment or benefit, in cash or in kind, for employment opportunities offered. Recruitment costs are borne by the company. Any departure from this rule will result in reimbursement within a reasonable period of time to the candidates concerned.

When we use labor service providers, they must ensure that workers employed by Gindre have not paid consideration to intermediaries in exchange for a promise of employment or under any other pretext. Should such an incident be discovered, Gindre will consider legal action against the defaulting supplier. And, in any case, would collaborate in remedying the damage suffered by potential victims.

EQUAL OPPORTUNITY AND DIVERSITY

Respect for equal opportunity and diversity is another cornerstone of our policy. The Group firmly rejects discrimination of any kind, and is committed to promoting an inclusive environment that values skills and differences. In particular, we are committed to ensuring equal treatment for men and women, and to promoting the integration of people with disabilities.

TRANSPARENCY

Transparency is a fundamental principle that applies to all phases of the recruitment process. Contractual documents must be clear and comply with local regulations. No original personal documents, such as passports, identity cards or employment contracts, may be withheld. In addition, financial sanctions against employees are strictly forbidden within the Group. Finally, the Group ensures compliance with data protection standards, in particular the General Data Protection Regulation (GDPR).

RECRUITMENT PROCESS

There are several key stages in the recruitment process.

1/ Definition of requirements

The first is to define needs, in line with the Group's forward-looking jobs and skills management strategy. Each recruitment must be planned to meet immediate needs, but also to support the Group's future development.

2/ Publication of the offer

Publication of the offer is essential to guarantee equal and transparent access to opportunities, both internally and externally. Particular attention is paid to internal candidates, who are given preference (for equivalent skills and abilities) in order to promote mobility, development and the retention of existing talent.

3/ Candidate selection

The sourcing and selection of candidates must be handled fairly and professionally, in accordance with the Group's ethical principles. In addition, relationships with external partners, such as recruitment agencies and academic institutions, are monitored to ensure their alignment with our values and ethical requirements.

4/ Transparent hiring and compensation conditions

Right from the start of the recruitment process, the Group ensures that hiring and remuneration conditions are transparent. These are determined on the basis of market research and internal weighing to ensure that remuneration is fair and in line with the contribution of each position.

5/ Integration

Finally, the integration of new employees is an essential step. Each subsidiary is responsible for setting up a structured induction program, including a presentation of the organization, safety training adapted to the position, and actions designed to establish a climate of collaboration and trust.

RESPONSIBILITIES AND GOVERNANCE

The implementation of and compliance with this Recruitment Charter are based on structured governance at Group and subsidiary level. The Group Human Resources department is responsible for drawing up and updating this Charter, ensuring its alignment with the company's values and global strategy. In each subsidiary, local management and Human Resources departments are responsible for its operational application and adaptation to local circumstances, while respecting the common framework. Everyone involved in the recruitment process, whether internal or external, is required to respect the principles set out in this Charter. Gindre undertakes to provide regular training to the teams involved in recruitment to ensure a common understanding of the rules and expectations; and, reserves the right to regularly audit its labor suppliers who must be able to prove the full compliance of their processes and practices, with the rules of this Code of Conduct.

CONCLUSION

This Recruitment Charter embodies the Group's commitment to promoting ethical, inclusive and responsible practices at every stage of the recruitment process. It reflects our ambition to remain an employer true to our values of innovation, sustainability, commitment, caring and cooperation. By harmonizing our practices across all our entities and placing our employees at the heart of our approach, we are building a working environment that values talent, cultivates diversity and responds to the challenges of an ever-changing world.