SOLOCAL_Registration Document_2017

CORPORATE SOCIAL RESPONSIBILITY 3.2 Social responsibility

In addition, as part of the “new managers” integration program, one day is dedicated to the theme of “prevention of PSRs”. SoLocal Group wishes to raise awareness among its teams of managers concerning psychosocial risks by drawing their attention to the issues of primary prevention, risk factors and associated management methods. 50 first-time managers were trained at the end of 2017. In order to optimise the chain of occupational health players, in addition to the expected role of the manager in this field, the Company’s 9 regional CHSCTs on the one hand and all the human resources managers on the other hand, have been trained in the prevention of psychosocial risks and the role they should play among occupational health actors, especially in particularly difficult situations.

Training for senior executives Well-being at work and development of performance are the subject of various training actions for managers. Particular emphasis has been placed on the dissemination of skills around the commitment of all managers to integrate the human factor at the heart of performance. Like the year 2016, in 2017 the Company’s Top Managers were asked to question the practices and the way work is carried out so that they could make their personal contribution to the improvement of the quality of life in the workplace and performance. This approach, undertaken with senior executives, was relayed to local managers. 500 managers were trained in 2016/2017 to manage change and difficult situations by placing the human factor at the heart of performance.

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Work accident frequency and severity at 31/12

SoLocal Group

PagesJaunes

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2015

2016

2017

2015

2016

2017

Work accident frequency rate Work accident severity rate

7.4 1.0

7.8 1.0

8.2 0.9

7.9 1.2

7.7 1.2

8.1 1.0

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In 2017, the process of preventing and reducing sick leave absenteeism continued, in line with the national action plan appended to the Group’s life and health insurance policies. In 2017, SoLocal Group’s sick leave rate was 7.2% and for PagesJaunes, 7.9%.

the regional structures in order to talk about work situations from the point of view of performance, but also improving working conditions. The format consists of collaborating with employees to find practical solutions that are simple to implement and to resolve problems identified by the Group in France. Local psychosocial risk prevention monitoring Committees In 2017, various Monitoring and Psychosocial Risk Prevention Committees were set up locally in France. They were set up in a multidisciplinary mode and meet according to a schedule defined at the initiative of their members. The employees concerned by the scope of actions of these Committees are involved in the analyses and action plans implemented. The methodological framework proposed by the INRS and the ANACT serve as a reference for structuring the reflections and recommendations made. SoLocal Group in France’s consultant social worker sends a letter to all employees out sick for more than 6 weeks in order to help them in their return to employment and maintain the social link when the absence is extended. 40% of employees who have made contact with the social worker during sick leave remain in contact with the social worker. The Company has also set up a partnership with its life and health insurance provider and a specialised service provider to support the return to work of long-standing employees as part of a personalised and comprehensive approach. The system proposed by this partner helped the recovery of many employees’ activities following a support program implemented during their sick leave. Assistance programme for return to employment

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ACTIONS TO IMPROVE QUALITY OF LIFE IN THE WORKPLACE

3.2.3.2

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Support programmes for the prevention of PSRs Beyond the listening and support measures already present in the Company (psychological hotline), SoLocal Group in France has adapted and personalised the supports related to the context of the Company to thus better respond to specific situations: hotline for assistance and psychological support by consultant l psychologists specialised in traumatic situations; psychological hotlines to deal with difficult situations; l personalised support measures for managers (including l coaching); tailored support in collective degraded situations; l mediation in conflict situations; l individual/collective coaching by the QVST team. l Collaborative problem-solving workshops In 2017, as a continuation of the successful experiments of the previous year, problem-solving workshops were set up locally in

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2017 Registration Document SOLOCAL