Universal Registration Document Fiscal 2025

Act:

• Maintain strong employee engagement, above 80%, measured through the Voice survey every two years.
• Strengthen social dialogue across all regions, ensuring transparent and continuous engagement with employee representatives.
• Support local communities through programs such as Stop Hunger and other social impact initiatives by supporting more than 100 million cumulative beneficiaries between 2015 and 2025.

Thrive:

• Reduce workplace accidents and achieve a Zero Harm mindset across all operations.
• Ensure that 100% of on-site management & senior leaders trained on sustainable practices by 2025.
• Promote internal mobility and succession planning to enable long-term career growth.

These social priorities are at the heart of Sodexo’s strategy. Unlike climate, where external commitments are central, our social approach is primarily built around internal targets that directly enhance employee experience and business performance. They are closely monitored by Group leadership to ensure continuous progress and are tailored by region, and sometimes by country, to remain consistent with local regulations and cultural specificities.

Looking forward: as part of the Better Tomorrow 2028 plan, Sodexo will continue to enable its employees to grow and offer them a work environment where everyone can flourish, with a commitment to provide 15 hours of training per year to all employees worldwide.

Governance and policies

At Sodexo, Human Resources governance is structured around a clear organization and close coordination between the Group, regional, and local teams. It ensures that social issues are identified as close as possible to the field, consolidated at Group level, and translated into concrete, monitored, and measurable action plans.

Our governance approach is rooted in responsibility, transparency, and sustainable performance, reinforcing the organization’s ability to manage its social commitments consistently and proactively:

• Corporate HR (CHR Office): defines the strategic HR roadmap, ensures organizational integrity across the Group, and provides guidance to functions and regions;
• Talent & Development: attracts, develops, and retains talent through career management, succession planning, and global learning strategies;
• Total Rewards: drives compensation and benefits policies, and job grading, ensuring fairness, transparency, and alignment with Sodexo’s strategy and values;
• Culture & Belonging: drives global initiatives to foster inclusion, ensure equal opportunities, and amplify impact through stakeholder collaboration.
• HR services : standardizes and manages HR processes and systems globally to enhance efficiency and enable data-driven decisions.
• Group Security: protects employees and clients by deploying a tailored global security strategy to anticipate risks and strengthen resilience.

To ensure relevance and impact, this global framework is cascaded to regional and country teams, who adapt them to local contexts and regulations while staying aligned with Group principles. This cascade process guarantees both consistency of standards worldwide and the flexibility needed to address local realities, ensuring that our commitments translate into tangible improvements for all employees, everywhere we operate.