In your view, what defines Technip Energies people and culture?

Magali Castano (MC): People are passionate about their work, and they take pride in their achievements and those of the company. They re also passionate and confident about the future. As an Engineering and Technology (E&T) company our people like to find solutions and deliver results. We have a collaborative mindset, and this is behind the successful delivery of lots of first-of-a-kind projects, it forms part of our collective DNA. The company has been through many changes. We know how to adjust, to learn fast and adapt, and these are the competencies we need to be leader in the Energy Transition.

What is the role of company Values for Technip Energies?

MC: Values play a foundational role in the company culture; they form a change driver by translating the vision into actions. As a new company, we decided to take time to define them and make them meaningful through a highly participative process involving people throughout the company. This doesn t mean that we started from scratch, we have a 60-year history. We wanted to make sure that our values resonate with our company purpose and ESG Roadmap. Our values reflect where we come from and where we want to go.

Technip Energies has set an annual objective to achieve gender parity in graduate recruitment. What specific steps are you taking to attract young graduates to the industry, and women graduates in particular?

MC: We decided to set an ambitious target for young graduate recruitment because gender parity starts with having the right reservoir of talents. The first reaction when we set the 50% recruitment target for female graduates was that it couldn t be done. However, if we want things to change, if we want to stay ahead of the game, we need to take a different approach and solve the problem. And this is what we did. We reached our target already in 2021 by having a different positioning and messaging for young graduates. Our focus on the energy transition certainly helps to create a more attractive proposition. Technip Energies has developed long-term initiatives to promote

women in STEM. These are carried out on a very local basis to identify the most appropriate action. They include supporting schools and students through scolarships, mentoring, donation of materials and equipment and by promoting STEM-oriented activities. One example that I would like to share and in which I am involved directly is C Génial (It s Great), which is a French association promoting science by connecting schools, universities and business. The association organizes innovation contests for students and will be celebrating it s 15th anniversary this year.

Transformation, change, and uncertainty creates a lot of stress for employees. What measures have been taken to reduce these risks and raise awareness of mental health issues?

MC: In addition to the global challenges we have all faced with Covid-19, the company has been through lots of changes over the past years. However, the reaction to the creation of Technip Energies has been really positive. The Covid-19 crisis meant that we had to react quickly to organize remote ways of working. To sustain the lessons learned from the Covid-19 pandemic, we have put in place a policy called SmartWorking . For an international company with operations all around the world, SmartWorking is not just about remote working; it s about working differently to facilitate team collaboration. Thanks to digital technology, this flexibility can have a positive impact for employees wellbeing and enhance performance. But it can also create other stresses often complex and personal. So, SmartWorking also means keeping offices open, promoting social interaction, and having a flexible approach. Many initiatives have been set up across the company including wellbeing ambassadors, psychological assistance and the it s okay not to be okay program. We will ensure that these initiatives are deployed in a consistent manner so that all our employees have access to the same level of support.

What actions have you put in place to promote a diverse and inclusive workplace?

MC: Creating a diverse and inclusive workplace is actually another way of addressing wellbeing. We have launched

a program called Inclusion in Action . It starts with a statement from the Executive Team that sets out what we mean by inclusion at Technip Energies and our gold standards. An online global inclusion course has been designed, which includes a self-assessment component. As part of the follow up, we invite managers to lead a team discussion about how to translate the standards into actions in the workplace. It is not judgmental. We want to encourage a speak-up culture, where employees feel comfortable to report issues and share problems, and therefore nurture empathy, listening and trust.

As one of only two women on the Technip Energies Executive Committee, do you see yourself as a role model for other women to achieve senior positions in the company?

MC: I do believe in role models, and I have to say that we still lack female role models in the company. Our target for women to represent 50% of young graduate recruitment is a great start, but we also need to accelerate the promotion and development of senior women in the company, hence our ambition to have 25% of women in leadership positions by end of 2025. Arnaud Pieton is a great champion of gender diversity; he is genuinely promoting diversity and is pushing in this direction. And together with all the members of the ExCom, we are challenging everyone to do better and faster.

What do you consider to be the key achievements of Technip Energies in 2021? And what are your expectations for 2022?

MC: I would say our first year as a stand-alone company has been very successful, both in terms of operations and organization. At the same time, we have defined our Values and Purpose, developed our strategy, and established the ESG Roadmap, providing a clear dynamic for the future. On a personal level, meeting our target of 50% women graduates in our first year, is a great achievement and we need to pursue our actions to build up our talent pool. I am also proud of our work on inclusion and the journey towards making Technip Energies an inclusive workplace.

Technip Energies Sustainability Report 2021 . 61