Manpower | SR Policies

Diversity
Manpower considers diversity in the workplace to be essential, and encourages and embraces its diverse workforce. As a global organization, our employees, contingent staff, clients and suppliers are naturally diverse. We value and encourage the broad range of perspectives and capabilities this diversity brings.

Manpower defines diversity as differences of race, national origin, religion, cultural background, gender, age, disability, sexual orientation and gender identity. We expect and promote mutual respect and understanding between people with different personal situations or backgrounds.

The nature of our business – introducing new permanent and contingent staff into our clients' workforces – gives us a privileged position to contribute towards and celebrate diversity across our global network. From its founding, Manpower was a pioneer in creating opportunities for women to engage and thrive in the workforce, beginning in 1948 when it was not yet socially accepted for women to work outside of the home and develop careers. We have also played an important role in providing jobs to racial minorities, beginning in the 1960s, which was the most pivotal era for racial diversity in the United States workforce. This leadership in diversity continues today, particularly in providing opportunities for women, who are strongly represented throughout our global organization, including in our executive management team and Board of Directors.

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Environment

Manpower conducts its business with respect and consideration for the environment. As a service organization, our environmental impact is small compared to manufacturing industries. However, in all of our operations, we strive to minimize our impact on the environment through reduction of waste and energy consumption.

In September 2007, Manpower moved into its new world headquarters, a "green building" in downtown Milwaukee, Wisconsin. The new facility is designed with sustainable features that are aligned with the United States Green Building Council (USGBC). Our world headquarters demonstrates our commitment to the environment and set a benchmark for all future Manpower office developments around the world. Following this standard, Manpower’s French headquarters in Eureka, near central Paris, which opened in 2010, satisfies the High Environmental Quality (HQE) eco-building standards.

In addition, Manpower encourages staff to use modern technology, such as e-mail, teleconferencing, net meetings, webinars and video-conferencing where possible, to reduce our travel impact on the environment.

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Procurement / Supply Chain
Operating in 82 countries and territories around the world, Manpower engages a broad base of suppliers from across the globe. The company seeks assurance that the businesses and individuals it works with throughout its entire supply chain understand, share and commit to Manpower's standards in the Supply Chain Business Partner Policy consistent with our culture and values.

Manpower believes that its values should be reflected and embraced by all of its partners throughout the entire supply chain. We expect our suppliers to operate in a responsible and ethical manner while limiting their impact on the environment.

The company also has adopted a zero tolerance policy against forced labor, child labor and human trafficking, in accordance with the Athens Ethical Principles, which means that we will not knowingly do business with any company that benefits in any way from the trafficking or abusive treatment of workers.

Manpower will develop supplier alignment with our ethical and social business standards by incorporating principles and practices listed above in the supplier approval processes. The expectation is that, where there are differences, Manpower and the supplier will agree on an acceptable level of consistency and that the supplier will actively work toward achieving the desired level of performance. As a last resort, Manpower is prepared to terminate business with any supplier that does not demonstrate progress towards aligning with Manpower's key business practices described above.

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Human Trafficking
Human trafficking is a form of modern-day slavery, which forces an estimated 12.3 million people into forced labor or sexual servitude at any given time. Trafficking human beings is now the third largest illegal industry on the planet, following only arms and drug smuggling, and it is present in every country and territory in our network. For this reason, Manpower Inc. has engaged in the End Human Trafficking Now! campaign, which is championed by the Suzanne Mubarak Women's International Peace Movement (SMWIPM).

Manpower Inc. was the first company to sign the Athens Ethical Principles, which declare a "zero tolerance" policy for working with any entity, which benefits in any way from human trafficking. This includes our clients, vendors and business partners. Our effort to engage more companies in support of the Principles has resulted in more than 12,000 organizations signing up directly, or through the commitment of their industry federation. We have also secured the support of a number of global union organizations.

Manpower is in the business of helping to give every willing person access to, and the benefit of, decent work. The illegal and immoral trafficking of human beings takes away what we believe to be a basic human right – to have access to meaningful work, which is rewarded in a fair manner.

By implementing these ethical principles throughout our company, Manpower is contributing to the eradication of human trafficking worldwide.

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Employee Health and Safety
Manpower is committed to the highest standards of health and safety. In adopting these standards, we seek to create a workplace and work systems that enable all employees to feel safe and secure.

Our commitment to employee health and safety is demonstrated via our registration to ISO 9001:2000 standards, which validates the strength of our Predictable Performance System, and its ability to meet universally recognized quality standards. Manpower has earned this registration in nearly all of our offices throughout North America, Europe and Asia/Pacific.

Manpower continuously endeavors to take appropriate measures to provide a safe workingenvironment for all staff personnel, temporary associates and contractors. In doing so, we focuson compliance with health and safety legislation by our own business operations and also applythis same standard as a matter of priority when reviewing whether to place associates orcontractors in a client’s work environment.

Manpower's Employee Health and Safety Council (EHS Council) was formed in 2008 to establishand encourage improved EHS at the company’s global, regional and country levels. The Council continues to share and develop best practices and analysis. The Council is expected to consider issues such as the following: inventory of safety programs, identify and collect EHS statistics and recommended improvements to reduce the number and severity of work-related injuries and illness, with results to be reported annually to executive management and the Board.

The work of the Council is expected to contribute to overall Company objectives, including risk mitigation, cost efficiencies and improved Brand experience and reputation.

We have put processes in place and strive to adequately assess and control the health and safety risks arising from the company’s work activities. Adequate resources are made available to provide information, instruction, training and, where necessary, supervision, for all colleagues on an ongoing basis.

In addition, Manpower considers employee health to be one of the keys to the sustainable communities in which our employees live and work. For that reason we encourage employees to take responsibility for their health and that of their families. Manpower employees also value a comprehensive set of benefits, including an opportunity for health care insurance coverage.

In the U.S, there continues to be a need for health care reform, including the following principles (recommended at www.betterhealthcaretogether.org):

Quality, affordable health insurance coverage for every person in America;

The responsibility of individuals to maintain and protect their health;

A dramatic improvement in America in the value it receives for every health care dollar;

The contribution of businesses, governments, and individuals to managing and financing improved health care.

Employee Health and Safety Council
The Council expects to develop an organized approach with an information gathering and monitoring capability for Employee Health and Safety (EHS) best practices and related issues in our major operations worldwide.

EHS Council

The EHS Council is a network of individuals in Manpower operations worldwide who are responsible for facilitating compliance with local country occupational health and safety laws. This includes the sharing of best practices and contributing to business continuity planning initiatives, such as the development of action plans to mitigate the impact of flu viruses or other pandemics on the business. Council members also gather and maintain data such as injury logs.

EHS Corporate Council Coordinator

The EHS Corporate Council Coordinator facilitates meetings, conference calls and information gathering.

Management

The Global Ethics Compliance Officer serves as the management lead.

Senior Executive Sponsorship

The EVP for Strategy and Talent will report to the board audit committee from time to time as part of Enterprise Risk Management Program.

Expected Outcomes

The role of the EHS Council continues to evolve. Following are some desired results:
- Establish and encourage expectations related to employee health and safety at the company global, regional and country levels.
  - Example: inventory of safety programs
- Gather and report EHS statistics on an annual basis.
  - Example: injuries and hours worked.
- Reduce the number and severity of work-related injuries and illness.
- Contribute to overall Company objectives, such as mitigating risk, improving cost efficiencies, and enhancing the Brand experience and reputation.

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Data Privacy
As a world leader in the employment services industry, Manpower helps both companies and individuals to navigate the changing world of work. People are central to our business and we take our responsibility for ensuring the privacy and protection of personal and sensitive information very seriously. To Manpower, privacy is more than complying with privacy and data protection laws; it is about doing the right thing for the four million people that find jobs through Manpower every year.

The following are our Global Data Privacy Principles that guide our protection of personal and sensitive information. We respect the privacy of individuals through the following means:

We tell the individuals who engage with us what personal information we collect, and why we collect it.
Where appropriate, we respect personal choices about our collection, use and sharing of information.
We collect, use and retain only personal information that is relevant and useful to our business interactions.
We use reasonable efforts to keep personal information accurate and up-to-date.
We use information security safeguards to protect personal information.
We limit access to, and disclosure of, personal information.
We retain only the personal information that is needed to fill our business and legal obligations.
Where appropriate, we offer individuals the ability to view and update the information we have about them.
We provide an opportunity for people to ask questions and register complaints.

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Community
For Manpower, social responsibility extends well beyond just writing a donation check to a charitable cause. Instead, the company is dedicated to being a responsible contributing member of society in the communities of the 4,000 offices across the 82 countries and territories in which it operates. All over the world, Manpower employees, partnering with community organizations, businesses and government, engage in workforce development programs that make a difference in people's lives.

Charitable giving and volunteerism are part of the Manpower culture, and our employees are making a difference through local involvement and corporate activities. In fact, Fortune Magazine's annual Most Admired Companies list has consistently ranked Manpower as the number one staffing firm in the category "Social Responsibility."

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Training / Lifelong Learning
Manpower believes continued learning is important for all of our employees and associates, and we strive to ensure that everyone in our organization has ready access to development opportunities at all times. We provide training and career development opportunities through a variety of resources, but the foundation of our educational program is our Global Learning Center, which provides free online training to our permanent and contingent employees around the world. The award-winning program has successfully enhanced the skills of over nine million people worldwide and there are currently over 3,600 courses available to our employees, ranging from IT courses to general business skills.

The Global Learning Center is also utilized by many of our clients around the world for their own staff, as they see the benefits it provides to the people we place on assignment in their organizations. Our employees and associates find it to be a convenient way to upgrade their skills and continue to develop their careers, through the convenience of access to the GLC from anywhere, any time. As their skills and credentials increase, so do their options to qualify for more advanced positions and earn higher salaries.

With more than four million people placed into jobs each year, Manpower's lifelong learning philosophy and educational tools are a vital source of work-ready employees for our clients around the world.

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Corporate Governance
Our Code of Business Conduct and Ethics promotes honest and ethical conduct throughout the organization, as well as provides a mechanism to report unethical conduct via the Manpower Ethics Hotline to help preserve the culture of honesty and accountability throughout the Company.

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