3.2 respecting careers

3.2.1 NON-DISCRIMINATORY, TRANSPARENT RECRUITMENT POLICIES

The very structure of Accor’s businesses means that the hiring process is completely decentralised. It is therefore essential for the employees in charge of this managerial process to embrace the Group’s professional standards and method guidelines. These rules are applied prior to recruitment and hiring, enhancing efficiency while guaranteeing fairness in compliance with current legislation.

Any candidate selection based on nonprofessional criteria (such as religion, age, gender, sexual orientation, disability, political opinions, ethnic origin, union membership,…) is prohibited, subject only to local regulations in a limited number of countries which require us to apply other specific criteria when recruiting. reduce the stereotyping that fuels discrimination. The working environment, our past experience and our subconscious expectations can influence the way we feel about candidates and the questions we ask them.

Accor pledges:

̸ to comply with a selection process, applying the same criteria to every applicant for a given position; to base all recruitment decisions exclusively on professional skills and personal qualities, in line with our needs and the applicant’s own attributes.

Sensitivity training is essential if we want to

YOU SHOULD ALWAYS

ask questions that cannot be perceived as involving a direct risk of discrimination, for example: • how many years of experience do you have in this position? • how many years of experience do you have in a similar job? • what skills and expertise did you acquire through your previous job experience that could be useful in this new position?

YOU SHOULD NEVER

ask questions that might be perceived as involving a direct risk of discrimination, for example: • how old are you? • when were you born? • we have a very young team. Do you think that you could fit in?

IS THIS ETHICAL?

Situation: after meeting several prospective candidates, I overhear the colleague responsible for candidates selection making negative remarks discretely to another colleague about a prospective supplier based on his supposed religion. It is reasonable for me to believe that this assessment has resulted in this candidate being ruled out. What should I do?

Solution: selecting or not selecting a candidate based on religion or another such criteria is strictly prohibited. The employee making such a decision, and Accor may be liable to severe penalties and sanctions. You should immediately inform your manager, Legal Department or Talent & Culture representative. You can also report the matter using the Group’s Whistleblowing Hotline.

3.2.2 VALUING AND RESPECTING DIVERSITY AND INCLUSION

For a company, diversity means the variety of individual backgrounds found among its employees (including but not limited to factors such as country, region or neighbourhood of origin, family name, culture, age, gender, physical appearance, disability, sexual orientation, education and others).

When applied to management, this translates into an inclusive approach to recognition and the celebration of individual differences as a real and valuable source of higher performance for the company.

In terms of organisation, diversity influences all of the procedures and processes implemented by the company to ensure equal opportunity and prevent discrimination. Resources have been deployed to support our Diversity & Inclusion Commitment (downloadable from the Group intranet).

More than commitments and resources, however, respect for diversity is primarily a personal issue. It is up to each of us to improve our practices, driving superior performance for the entire organisation.

YOU SHOULD ALWAYS

implement Accor’s diversity pledges and commitments, especially in terms of its Human Resources, Marketing and Procurement policies;

satisfy yourself that our guests, customers, suppliers and partners are familiar with Accor diversity and inclusion policy.

YOU SHOULD NEVER

discriminate when recruiting, making decisions about working conditions, in relationships with suppliers, partners and other third parties, by reason of gender, disability, family circumstances, sexual orientation, age, political or philosophical opinions, religious convictions, trade union activities, ethnic, social, cultural or national origins.

IS THIS ETHICAL?

Situation: one of my colleagues has been jokingly commenting on the nationality and ethnic origin of a member of his team. What should you do?

Solution: any discrimination, including where the tone is supposed to be humorous, has no place at Accor. Everyone is entitled to respect. Such behaviour may have consequences for the person suffering it without the maker of the remarks ever knowing. In such a situation, you should immediately inform your manager, Ethics and CSR Officer, Compliance Officer, Legal Department or Talent & Culture representative. You can also report any discrimination using the Group’s Whistleblowing Hotline.

3.2.3 REWARDING PERFORMANCE

Performance is driven, for individual employees, by a sense of involvement and commitment and, for teams, by solidarity around a shared objective. In both cases, it is monetised according to the criteria for determining variable pay.

3.2.4 TRAINING AND CAREER SUPPORT

Everyone at Accor is pursuing a life-long quest for career development and meaningful experience. Everyone feels valued and free to pursue their own objectives. Accor pledges to ensure that career development experience focuses on learning, available to all, anywhere and at any time. Accor provides added value to its employees’ career development, not only for the future of the company but equally so that its employees are equipped to adapt to a constantly changing world.

YOU SHOULD ALWAYS

each employee to give of their best by instilling pride in a job well done, offering opportunities for promotion in-house and providing all the educational and training tools necessary for their career development.

Accor pledges:

to offer remuneration that is competitive in each market and country; to compensate employees fairly and motivationally in reward for their personal and

team performance.

Accor pledges:

to maximise individualised experiences: we adapt and customise our learning opportunities to our employees. We develop and enhance programmes, tailoring them to suit our employees, their needs and how they may change; to globalise the transformation in education and training: at Accor, you can learn wherever you want, whenever you want. The digitalisation of learning provides every employee with the opportunity of receiving education and training at a distance; to energise group learning: every individual is a source of learning and each individual experience provides learning content. We believe that a dual or shared creative approach drives learning forward. Every employee can contribute to the learning community by

encourage and motivate your teams, helping sharing experiences, expertise and know-how.

YOU SHOULD NEVER

lose sight of the fact that every employee should be given the chance to grow at Accor.

4

Our commitments as a company invested in the community and the planet

4.1 respecting the environment 4.2 respecting local communities and society