Diversity and Inclusion Selected slides for external use Uxio Malvido May 2015

Lafarge profile

A World leader in building materials

Major player in the cement, aggregates

and concrete businesses

2

© L

afa

rge m

edia

libra

ry -

A.D

etienne -

CA

PA

Pic

ture

s

Sales

€15,198m

Employees

64,000

Production sites

1636

Operating

in

62 countries

* 2013 figures

Our business at a glance

3

Quarries

Cement Plants

Ready-Mix Concrete Plants

Aggregates Plants

Clients

Quarries

Breakdown of sales by business

Lafarge: geographical portfolio

71 % Of sales outside Europe

A geographical portfolio with well-

balanced positions

Breakdown of sales by region

A strong presence in emerging markets

4

* 2013 figures

D&I Perspectives

5

D&I

Business

Legislation Values “L’homme au coeur de

l’entreprise”

Global trend:

non-discrimination and

equality laws

Talent Pools, Performance

and Innovation

Business Case: Talent Trends

6

MANY COUNTRIES HAVE REACHED GENDER PARITY

IN PRIMARY EDUCATION…

Source: WHO/UN Department of Economic and Social

Affairs/UN Economic Commission for Europe

Older

… and Female ! 3

1 2 Global, Mobile…

Source: UNICEF - Gender parity index (GPI) in primary education (2000–2006)

Today, only 10% of the Global Talent

Pool is white men; global companies

need to leverage and deploy the other

90% to be competitive in the global

marketplace

Source: Center for Talent Innovation

Business Case: Individual and Team benefits

7

Team Outcomes

Individual Outcomes

Source: Source: CEB Corporate Leadership

Council, Global Labor Market Survey, 2012

Diversity

Resp

ect

8

Differences

Inclusion Need To Feel Unique

and To Belong

Defining Terms

Exclusion Differentiation

Belongingness

High

Inclusion Assimilation

9

Uniqueness

High

Low

Low

Inclusion

Individual treated as

an insider when

conforming to

dominant norms and

dowplaying

uniqueness.

Individual treated as

an insider.

Allowed/encouraged

to retain uniqueness

within the workgroup.

Individual not treated

as insider. Other

employees or groups

are insiders.

Individual not treated

as insider in the work

group but uniqueness

seen as valuable.

Inclusion

D&I Approach

Gender Country

Talent

Governance Policy Metrics

Foundations

Enablers / Programs

D&I Topics

Business

Case

Training Comms External

Partnersh.

REVIEW 2014

REVIEW 2015

Group Priorities

TBD 2014

HR

Capability

R&S

L&PD

TM

C&B

HR

Integration

TBD 2015

Disability Generations LGBT Religion

Work-Life

Balance

CQ

Competence Awareness

Unconscious

Bias

D&I Policy: 8 Principles

11

Global-Local

Approach

Resources

DRAFT VERSION

Lafarge Group

Diversity & Inclusion Policy

“Cities have always been at the intersection of diverse talent and ideas. As a key player on the ongoing big scale

urbanization process, we embrace and nurture the diversity of our employees in our global operations; they reflect the

diverse communities and societies we serve”

Bruno Lafont

Introduction

This Group Diversity and Inclusion policy is a key enabler in our ambition to play a leading and sustainable

role in the challenges of global urbanization. We acknowledge that the cities we contribute to build and

transform, as well as our existing workplaces, our customers, and that the communities in which we operate

are intrinsically diverse. They are made up of men and women, people of different nationalities, ethnic and

racial backgrounds, generations, religions, capabilities, sexual orientations and many other personal and

group differences.

At Lafarge, we value and respect all the differences that make each person unique. This is what Diversity

means to us. Furthermore, we aim to leverage people’s different perspectives and contributions as a

powerful source of performance and innovation. To achieve this, we promote a sense of belonging in our

employees by creating an inclusive work environment where diverse talent can thrive, engage and

contribute to our business results.

Diversity and Inclusion are entrenched in our corporate values. They are part of our company heritage and

therefore define who we are and how we want to conduct business. We also believe that diversity and

inclusion create the conditions for our success as a company, by giving us access to a broader set of talent

and skills, positioning us as an Employer of Choice, and helping us strengthen our links with our stakeholders

and the communities where we operate.

Rules

1. Best Talent. Lafarge hires, develops and deploys talent according to the best available match

between current job requirements, future business needs and people profiles.

2. Non-discrimination. We guarantee non-discrimination in our people processes, and we comply with

all country regulations regarding equal opportunities.

D&I Policy

Best Talent

Non

Discrimination

Culture of

Inclusion Transparency

Integration

Measure

Your role as an inclusive leader

12

Be a Role-

model

Value differences

AND create a sense

of belonging

Mitigate

Biases

Accept you are

biased

Create the right

conditions

Set fairness as an

explicit goal

Learn more

Take an IAT test

Participate in

events

Read

Use company

partnerships