Company: SNY
Filing Date: 2025-02-13
Form Type: 20-F
Source: 0001121404-25-000010
Chunk: 206

Company: Sanofi
Filing Date: 2025-02-13
Form: 20-F
Chunk 206
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 CSR Committee has a remit to organize a procedure for selecting future independent directors. Once the desired profile and skillset for a new director has been defined, a search for potential candidates is conducted by external consultants. Once a shortlist has been established, the Committee interviews two or three candidates. The candidates also meet with the Chairs of the other Board committees, and in some cases the other Committee members as well. In all cases, they meet with the Chairman of the Board of Directors and the Chief Executive Officer. After completing the interviews, the Committee makes a recommendation to the Board on the candidate with the best fit for the profile, supporting that recommendation with an explanation of how the interviews were conducted and giving reasons why a candidate was selected. Before recommending a candidate to the Board, the Committee obtains assurance as to their availability, in particular as regards any other executive posts or offices the candidate may hold. Overview of selection process for Board members

|                                |     | Definition of profileand skillset                                      |     | Pre-selection                                                                                                                   |     | Selection                                                                  |     | Appointment                                                                                                                                                                                                                                                                                                 |
| Independentdirectors           |     | Appointments,Governance & CSRCommittee defines theprofile and skillset |     | Appointments,Governance & CSRCommittee pre-selectsthree potentialcandidates from a long-list suggested by anexternal consultant |     | Some or all Committeemembers interviews twoor three short-listedcandidates |     | Appointments, Governance &CSR Committee recommends acandidate, and explains thereasons for itsrecommendation                                                                                                                                                                                                |
| Directorsrepresentingemployees |     |                                                                        |     |                                                                                                                                 |     |                                                                            |     | •One Director representingemployees is designated bythe trade union body which isthe most representative, inthe Company and those of itsdirect or indirect subsidiariesthat have their registeredoffice in French territory,•One Director representingemployees is  designated bythe European Works Council |

Succession planning General principles The remit of the Appointments, Governance and CSR Committee includes preparing for the future of the Company’s executive bodies, in particular through the establishment of a succession plan for executive officers. The succession plan, which is reviewed at meetings of the Appointments, Governance and CSR Committee, addresses various scenarios: • unplanned vacancy due to prohibition, resignation or death; • forced vacancy due to poor performance, mismanagement or misconduct; and • planned vacancy due to retirement or expiration of term of office. Through its work and discussions, the Committee seeks to devise a succession plan that is adaptable to situations arising in the