Page 20 - Parmalat 2017 Consolidated Statement

Personnel Management and Human Rights

Parmalat officially incorporated its commitment to respecting human rights and managing equitably its human
resources with the adoption of a Code of Ethics that constitutes the foundation of the Company’s culture. This
Code represents a complex of principles that are obligatorily implemented through the policies and procedures
that govern the Company’s activities. Specifically, the policies and procedures that guarantee the respect of human
rights and a fair management of human resources, at all stages of the Company’s activities (from recruitment and
hiring to the end of the employment relationship), are listed below:

- Group Policy on Workplace Sexual Harassment;
- Group Policy on Equal Opportunity for Men and Women in the Workplace;
- Group Policy on Parental Relationships in the Workplace;
- Group Guidelines on Recruitment and Hiring.

The companies of the Parmalat Group fully respect the provisions of laws and regulations governing diversity rights
and protections. Industrial relations and relations with trade unions are carried out in compliance with the
requirements of labor laws and collective bargaining agreements.

Its human capital is for the Parmalat Group one of the essential drivers for the constant and sustainable growth of
its business, and the correct management of this asset makes it possible to manage potential risks inherent in the
loss of attractiveness towards talented employees, whether they are already part of the Group or intend to join it.
The management of human resources is carried out through career development and company benefits programs,
while constantly and continuously respecting the rights of individuals. The existing policies, specific to each
individual country, cover the following topics: from the initial phase of employee recruitment and hiring, to the
identification of talented resources, to training and career growth paths. The policies that are most closely related
to the area of human rights are those that deal with equal opportunities, harassment, discrimination and violence.

With regard to the topic of equal opportunities, Parmalat ensures compliance starting from the personnel
recruitment and hiring phases through the employee’s entire working relationship, without making any distinction
based on gender, sexual orientation, age, marital status, physical appearance, nationality, disability, political or
religious belief. Some Group companies (specifically those in Australia, Romania, South Africa and the United
States) prepare an annual sustainability report/plan to further underscore Parmalat’s attention and commitment
for the topics of occupational safety, respect for the environment and respect for human rights. An extremely
important factor in avoiding the occurrence of discriminatory events in the workplace is the periodic training
provided to all employees, which covers in a broader sense the issues of harassment, bullying and diversity. In
addition, any employee can contact the Group, with total freedom and confidentiality, through a dedicated
channel (email or telephone contact) or directly through the Human Resource Department, in the event that any
such episodes were to occur. In the case of the Italian subsidiary, the Supervisory Board has been designated as
the recipient of reports concerning suspected violations of the Code of Ethics, with responsibility for taking any
actions that may be appropriate under the circumstances.

Training is one of the fundamental tools with which Parmalat supports the growth and development of its
resources. Depending on the needs that must be addressed, Parmalat develops training paths addressed at the
different levels and functions within the organization, so as to broaden the competencies of its resources and
support them in their professional development. The training programs offered by Parmalat can be classified into
the following categories:

- Management development paths;
- Technical training;
- Foreign language training (English, French, Italian for foreigners, etc.);
- Occupational safety training.

20 Consolidated Non-financial Statement at December 31, 2017 Pursuant to Legislative Decree No. 254/2016