4 2021 results and outlook for 2022 Non-financial results SAINT-GOBAIN UNIVERSAL REGISTRATION DOCUMENT 2021 143 DIVERSITY 2021 2020 2019 GRI SDG Diversity index (objective to maintain above 90%) 91.1% 90.7% 91.4% 405-1 5; 8; 10 Gender diversity Percentage of women in the headcount: Percentage of women in the headcount at the end of the year 23.3% 22.8% 22.5% 405-1 5; 8; 10 Percentage of women on fixed-term contracts at the end of the year 31.1% 28.9% 28.1% 405-1 5; 8; 10 Percentage of women in the average headcount 23.0% 22.6% 22.4% 405-1 5; 8; 10 Percentage of women on fixed-term contracts in the average headcount 29.5% 28.2% 27.9% 405-1 5; 8; 10 Percentage of women in governing bodies and management: Group Executive Committee (target of 30% by 2025) 37.5% 25.0% 23.5% 405-1 5; 8; 10 Executive Committees Business Units (target of 30% by 2025) 24.0% Senior management (target of 25% by 2025) 21.0% 19.0% 17.1% 405-1 5; 8; 10 Management (female managers in the total managerial headcount) 26.3% 25.3% 24.2% 405-1 5; 8; 10 Middle management 27.3% 25.9% 25.3% 405-1 5; 8; 10 Junior management 29.4% 28.5% 29.1% 405-1 5; 8; 10 Promotion of female managers among all management promotions 31.4% 33.7% 26.0% 405-1 5; 8; 10 Hiring rate of female managers: in the main countries: France, United States, United Kingdom, ■ Germany, Nordic countries (target of 40% by 2025) 34% 401-1 & 405-1 5; 8; 10 in other countries (target of 30% by 2025) ■ 36% 401-1 & 405-1 5; 8; 10 Equal treatment Ratio of average basic wage: female to male 0.94 0.94 405-2 5; 8; 10 Ratio of average basic wage: female to male junior managers 0.95 0.96 0.98 405-2 5; 8; 10 Ratio of average basic wage: female to male middle managers 0.93 0.95 0.95 405-2 5; 8; 10 Ratio of average basic wage: female to male senior managers 0.99 0.98 0.96 405-2 5; 8; 10 Ratio of average total compensation: female to male 0.91 0.92 0.92 405-2 5; 8; 10 Ratio of average total compensation: female to male junior managers 0.93 0.95 0.97 405-2 5; 8; 10 Ratio of average total compensation: female to male middle managers 0.92 0.93 0.93 405-2 5; 8; 10 Ratio of average total compensation: female to male senior managers 0.92 0.94 0.93 405-2 5; 8; 10 Percentage of women in the top pay quartile 18.0% 18.6% 18.4% 405-2 5; 8; 10 Percentage of women in the upper middle pay quartile 20.1% 19.7% 19.2% 405-2 5; 8; 10 Percentage of women in the lower middle pay quartile 22.4% 23.0% 21.5% 405-2 5; 8; 10 Percentage of women in the lower pay quartile 24.2% 23.3% 23.6% 405-2 5; 8; 10 Generational diversity Breakdown by age 24 years old 7.4% 6.6% 6.9% 405-1 8; 10; 25-34 years old 24.2% 23.6% 23.8% 405-1 8; 10; 35-44 years old 27.5% 27.7% 27.6% 405-1 8; 10; 45-54 years old 25.0% 26.3% 26.3% 405-1 8; 10; 55-64 years old 14.9% 14.9% 14.5% 405-1 8; 10; > 64 years old 1.0% 0.9% 0.9% 405-1 8; 10; Breakdown of headcount by seniority Less than 5 years 41.9% 39.3% 39.6% 405-1 8; 10; 5-14 years 29.4% 30.7% 31.1% 405-1 8; 10; 15-24 years 18.3% 18.8% 18.1% 405-1 8; 10; 25-34 years 7.8% 8.5% 8.3% 405-1 8; 10; > 34 years 2.6% 2.7% 2.9% 405-1 8; 10; Disability Proportion of disabled employees within the Group 1.6% 1.6% 1.5% 405-1 8; 10;
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