SOLOCAL_Registration Document_2017

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CORPORATE SOCIAL RESPONSIBILITY 3.2 Social responsibility

SAFETY, HEALTH AND WELL-BEING AT WORK 3.2.3

Raising the awareness of all employees to the prevention of PSR and the quality of life in the workplace is an area in which SoLocal Group has carried out numerous actions in France in order to make employees players in prevention, but also to provide them with permanent, accessible information on the listening and support systems set up in the Company via the Group’s Intranet.

MONITORING THE QUALITY OF LIFE AND OCCUPATIONAL HEALTH

3.2.3.1

An evolving global action plan SoLocal Group in France is evolving in a context of profound transformation of its organization and its business model due to its growing digital activities, its customer relations and its offers. The Group has chosen to implement an action plan promoting quality of life and occupational health in order to support the changes in progress, closer to real work. The local action plans drawn up by the managers are prepared across many disciplines, whether based on their drafting or on indicators provided by results. As of 2016, this action plan was rolled out across the Group’s entire scope in France. It helps to prevent psychosocial risks (PSR) and to maintain the quality of life and occupational health. It is built around three commitments: to transform the Company and its businesses, support the health players and protect in the sense of primary prevention. The challenges of this global action plan make it possible to reconcile an objective of performance and the quality of life and occupational health of employees, and are structured around five priorities: understanding and solving business problems; l assisting the managerial line; l supporting the occupational health players; l strengthening detection capacity and optimising alert and action l processes for better prevention of PSRs; making all employees aware of the prevention of PSR and Quality l of Life in the Workplace. This action plan is upgradeable and constitutes a continuous improvement mechanism in terms of Quality of Life and Occupational Health (qualité de vie et santé au travail, QVST). It is operational by nature; targeted actions are implemented according to priorities and situations. It creates an engaging dynamic from the national to the local levels. The local and multidisciplinary version is ensured by the Quality of Life and Occupational Health division, joining the CHSCT, the managers, and the human resources managers. In 2017, the overall plan in favour of the QVST has been extended to support actions for return to employment. A process by commercial, telesales and administrative activities has been set up through work with CHSCT representatives, the managerial line, the human resources managers and the HR Development department. In addition, throughout 2017, the SoLocal Group’s Human Resources department in France and the representative unions met in the context of a negotiation on health and quality of life in the workplace aimed at integrating preventive measures and actions already in existence and to be shared on new quality of life in the workplace measures, in particular the coach manager, the workload, the right to disconnect and the reconciliation of private and professional life.

Monitoring actions on quality of life and occupational health

Every year, the Group conducts an opinion survey of all employees to get their perception of their work environment, their professional development, the interest of their work, collaboration within the Group, strategy, commitment, etc. This annual survey gives all managers an opportunity to listen to their staff, understand needs, identify priorities and determine the means and actions that will be necessary to correct any problems observed. The survey is conducted online by a survey firm and is entirely anonymous. The 2017 opinion poll, conducted among employees in France and abroad, enabled significant mobilisation: 82% of employees responded (+6% from 2016). By means of this poll, the Group has dented five that 78% of employees were satisfied with their work stop. Three segments of opinion measurement have been defined: ensure the fundamentals of quality-of-life and occupational health at work, build a stimulating employee experience, and foster an agile customer-oriented organisation. The answers to these questions are specifically analysed and are presented to the CHSCT and managers, and help in preparing the action plans developed locally by entity or department. In the context of preventing absenteeism, in 2017, PagesJaunes and the unions commissioned a study conducted by a specialised firm. The purpose of this study was to understand the causes of this absenteeism, making it possible to define corrective and preventive measures. In order to have a representative analysis on the subject, the consulting firm’s consultants conducted interviews with a sample of active employees and employees on sick leave, on a voluntary basis. The actions on quality of life and occupational health are based on shared indicators developed from different sources. In 2015, SoLocal Group mapped out the psychosocial risks to which employees are exposed, measuring constraints at work, the nature of the risks (requirement, independence, support, meaning of work) and feelings expressed. All of the expertise on quality of life and occupational health is relayed to managers and CHSCTs. Sick leave data, which are cross-referenced with other quantitative data, are monitored quarterly by the CHSCTs. Depending on the situation, a multidisciplinary analysis is carried out with the manager, the human resources manager and the CHSCT. Monitoring the quality of life in the workplace is also carried out through the reading of the annual reports on occupational health of all the sites and occupational social services led by a social worker consultant.

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2017 Registration Document SOLOCAL