Company: SNY
Filing Date: 2025-02-13
Form Type: 20-F
Source: 0001121404-25-000010
Chunk: 207

Company: Sanofi
Filing Date: 2025-02-13
Form: 20-F
Chunk 207
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 short, medium or long term, but which also builds in diversity – in all its facets – as a key factor. To fulfill its remit, the Appointments, Governance and CSR Committee: • provides the Board with progress reports, in particular at executive sessions; • co-ordinates with the Compensation Committee. In that regard, having a director that sits on both Committees is a great advantage;

| SANOFIFORM 20-F2024 | 101 |

| PART I                                             |
| ITEM 6. Directors, Senior Management and Employees |

• works closely with the Chief Executive Officer to (i) ensure the succession plan is consistent with the Company’s own practices and market practices, (ii) ensure high-potential internal prospects receive appropriate support and training, and (iii) check there is adequate monitoring of key posts likely to fall vacant; • meets key executives on an ad hoc basis; and • involves the Chairman and the Chief Executive Officer insofar as each has a key role in planning for his own successor, though without them directing the process. In fulfilling their remit, Committee members are acutely conscious of confidentiality issues. Although aware that separating the offices of Chairman and Chief Executive Officer provides continuity of power, the Committee nonetheless assesses the situation of the Chairman as well as that of the executive team. Succession planning for the Chief Executive Officer is also reviewed regularly by the Appointments, Governance and CSR Committee. Evaluation of the Board and its Committees Under the terms of the Board Charter, and in accordance with the AFEP-MEDEF Code, a discussion of the operating procedures of the Board and its committees must be included on the agenda of one Board meeting every year. The Charter also requires a formal evaluation to be performed at least every three years under the direction of the Appointments, Governance and CSR Committee, with assistance from an independent consultant. Since 2023 the evaluation procedure has included one-on-one interviews with each director (including the Chief Executive Officer), intended to measure the contribution of each director to the work of the Board and its committees and to record any suggestions they may have. In practice, even in years when the three-yearly formal evaluation procedure (assisted by an independent consultant) is not conducted, an annual internal evaluation is conducted using a detailed questionnaire sent to directors by the Secretary to the Board, and covering the composition and the operation of the Board and its committees. The responses (which are confidential) are analyzed by the Secretary to the Board. The results are then presented and discussed at a meeting of the Appointments