2024 Integrated Report

REMUNERATION OF THE CHIEF EXECUTIVE OFFICER

Given the publication date of this document (14/03/2025), only the data for the 2024 (ex ante) remuneration policy can be shown.

Remuneration of Olivier Roussat in 2024

Composition of the overall remuneration^a

This diagram shows the composition of total compensation (in 2024). Fixed compensation: 28%. Maximum annual variable compensation attributable in 2024: 46%. Maximum long-term variable compensation attributable (at fair value): 26%

Composition of maximum awardable annual variable remuneration for 2024

This diagram shows the composition of the maximum annual variable compensation attributable in 2024. Financial indicators: 74%. Non-financial indicators: 26%.

REMUNERATION STRUCTURE FOR 2024

The remuneration principles applied in 2024 were in the same vein as in 2023, namely to make remuneration contingent on attainment of annual targets, long-term performance and non-financial objectives linked to the Climate strategy and the Gender Balance plan. In 2024, however, the proportion of long-term variable remuneration was increased in order to bring the interests of Executive Offers more closely in line with those of shareholders, and to place a stronger emphasis on long-term growtha^a.

	OBJECTIVES OF THE REMUNERATION STRUCTURE	CRITERIA AND CONDITIONS GOVERNING REMUNERATION
Fixed remuneration	Fixed remunerationOBJECTIVES OF THE REMUNERATION STRUCTURE Fixed remuneration is determined according to the level and complexity of the person’s responsibilities, experience in the post and length of service with the Group, and practices followed by groups or companies carrying out comparable activities.	Fixed remunerationCRITERIA AND CONDITIONS GOVERNING REMUNERATION n.a. not applicable.
Annual variable remuneration	Annual variable remunerationOBJECTIVES OF THE REMUNERATION STRUCTURE Annual variable remuneration is designed to make executive pay contingent on attainment of annual targets and progress on strategy, in a manner consistent with corporate interests.	Annual variable remunerationCRITERIA AND CONDITIONS GOVERNING REMUNERATION Business performance Financial structure Progress on strategic priorities Non-financial performance: compliance, health and safety, Climate and Gender Balance strategies, management
Long-term variable remuneration	Long-term variable remunerationOBJECTIVES OF THE REMUNERATION STRUCTURE The long-term variable component links senior executive pay to the attainment of medium- and long-term strategic targets, as well as strengthening alignment between the interests of executives and shareholders.	Long-term variable remunerationCRITERIA AND CONDITIONS GOVERNING REMUNERATION Continuing employment condition Long-term variable pay is contingent on business performance (ROCE), share performance (benchmarking) and non-financial performance (Climate and Gender Balance strategies).

n.a. : not applicable.

Learn more

> 2024 Universal Registration Document, Chapter 2 “Corporate Governance”