to download the 2012 registration document. - Groupe M6

SUSTAINABLE DEVELOPMENT AND CORPORATE RESPONSIBILITYThe Group renewed all its partnerships with organisations that work to help integrate people withdisabilities (Tremplin, Jaris Tv) and agreed a new partnership with Arpejeh (Accompagner la Réalisationdes Projets d'Etudes de Jeunes Elèves et Etudiants Handicapés), an organisation that helps young anddisabled students achieve their goals.2011 2012 ChangeNumber of disabled workers 7 10 42%7.1.5. Commitments to gender equalityA plan of action relating to gender equality at work was also implemented from 1 January 2012 for theGroup as a whole (excluding Ventadis and FCGB). This three-year action plan has two objectives:- to increase action in certain areas such as training, recruitment, work/life balance, remuneration,- to reiterate an equality policy, which is already in practise at M6 Group.The plan particularly focuses on several areas:- Work/life balance: Management has decided to implement a protection process for pregnantwomen by organising interviews with HR and the employee’s manager, subject to the employeeconsenting to it, in the month before the period of maternity leave is due to begin and in themonth before the employee is due to return to work. It has been decided to facilitate therelationship with the employee during the period of maternity leave by providing her with aconnection to the intranet. More generally, management has made a commitment to thestructure of working of hours, to promote respect for personal life, for example with meetings tobe set for times during working hours, working week matching school time, etc. An innovativestep has also been taken to extend the partial parental leave period to a maximum of 80% ofworking hours until the child is six years old.- Remuneration: in order to ensure an objective comparison between men and women,management have implemented a classification structure of 5 levels of responsibility. The aim isto allow for the comparison of situations and to close the gap between employees according togender and level within the range of + or – 5%.At the end of this first year of implementation, the first performance indicators were presented to theelected representatives of the companies. The commitments undertaken as part of this action plan,notably in relation to remuneration, have been complied with.Indicators (excluding F.C.G.B. and Ventadis)2011 2012 Change% of women in total workforce 52% 53% 2%% of female managers/executives 55% 55% -% of female Executive Committee members 38% 38% -% of women who received training 27% 31% 13%% of women recruited 55% 59% 7%7.1.6. Social dialogueIn 2012, M6 Group had 26 employee representation committees and 133 elected representatives:- 3 committees of employee representatives, 25 elected members,- 2 works councils, 21 elected members,- 9 single employee delegations, 54 elected members,250 - M6 GROUP - 2012 REGISTRATION DOCUMENT