ENSURING the well-being of our employees Bureau Veritas takes the well-being of its employees very seriously. In 2022, Bureau Veritas continued to roll out its “well-being framework” structured around four pillars: physical well-being, emotional well-being, financial well-being and community spirit and involvement. We implemented a manual to help local operational teams set up the governance, planning and evaluation of the framework’s implementation. In addition, local well-being ambassadors in Bureau Veritas’ divisions helped design and roll out initiatives inspired by this framework. These have EXPANDING enabled ongoing optimization of the support offered to each employee, in line with Group our efforts to achieve guidelines. The ultimate goal is to continue gender equality increasing the maturity of both this system and the corporate culture at Bureau Veritas. For Bureau Veritas, reaching a higher degree of gender equality is a priority. The Group has set itself ambitious targets for 2025 and is rolling out a number of initiatives to reach them. In 2022, we made good progress toward them, improving and implementing leadership development programs designed for high-potential women in all operating groups. We identified 12 high-potential women to take part in the Women in Leadership program in Asia, for example. Over a six-month period, they received evaluations, training and coaching to boost their professional development and strengthen certain skills. In France, the Women@BV program was launched to accelerate the development of women selected as tomorrow’s leaders. Each participant receives mentoring by Group executives as well as customized learning content and tools for defining and developing her personal leadership style. In Latin America, as part of the BV Women in Action program, high-potential women have been selected to attend year-long group courses on priority topics such as project development and effective communication skills. BY 2025 ACHIEVE A TOTAL ACCIDENT RATE (TAR(1)) OF 0.26 REACH 35% OF FEMALE REPRESENTATION IN LEADERSHIP POSITIONS(2) ACHIEVE 35 TRAINING (1) TAR: Total Accident Rate (number of accidents with and without lost HOURS PER EMPLOYEE time x 200,000/number of hours worked). (PER ANNUM). (2) Proportion of women from the Executive Committee to Band II (internal grade corresponding to a management or executive management position) in the Group (number of women on a full-time equivalent basis in a leadership position/total number of full-time equivalents in a leadership position). BUREAU VERITAS35