Atos - Registration Document 2016

D Corporate Responsibility Being a Responsible employer

D.2

identifying potential gaps. Those gaps are intended to be filled primarily with internal candidates, and as such also further alignment of people objectives across the organization, increases clarity and transparency in workforce capabilities, and help enhance the development opportunities for Atos’ people. More than 15% of staff received a horizontal or vertical promotion in 2016.

needs and support Group strategy. On the other hand it also offers more transparency to employees on mobility options, and provides them the possibility to more pro-actively follow up in their career ambitions. The media and collaboration platform “MyMobility", introduced in deploying in this area. 2015, reached approximatively 20,000 followers and more than 30,000 visits per month, is a clear example of the efforts Atos is continue to place productivity and return on investment high on the agenda, and this accentuates the need to develop employees Throughout 2016 Atos feels that the economic climate will and to ensure smooth and fruitful international assignment experiences for the benefit of customers and employees.

Global mobility

accountability in supporting business’ mobility requirements. This model also provides more flexibility to anticipate future achievement has created a sustainable and risk managed delivery model providing more efficiency, clarity and 2016 has seen globalization of the mobility function within Atos and professionalization of the service delivery model. This

Recognition and Loyalty D.2.1.3 [G4-DMA-Market presence]

Minimumwage comparison

PER CONTRACT TYPE [G4-LA2] EMPLOYEES PARTICIPATING INRISK BENEFITARRANGEMENT

59.78% of the countries where a minimum wage is set up by law. [G4-EC5]. wage. Atos is paying more than 50% above minimum wage in (lowest wage in Atos paid to a permanent and full time employee) is in line with local policies and above local minimum In all countries where the Group operates, Atos entry level wage

D

100%

94%

93%

88%

80%

73%

68%

61%

Health care coverage, death and disability benefits

60%

not necessary. comprehensive, so supplementary medical benefits are generally rare in Germany, Austria, Switzerland and Sweden. In these countries, the compulsory health insurance is fairly disability benefits are offered to 88% of permanent employees [G4-LA2]. Additional occupational medical/health benefits are Health care is offered to 93% of permanent employees and [G4-LA2 ] . In Austria, Germany and Switzerland, death benefits are included in the pension plans and provided in the form of Death Benefits are offered to 94% of the permanent employees pension for spouse and children. In other countries, death benefits are mainly provided in the form of lump sum payments. doubled for a death as a result of an accident (China, Japan, Thailand, Poland, Spain, Brazil, Chile, Mexico, and UAE). The principal lump sum amount is sometimes increased according to the family status (France, Morocco, Denmark) and

40%

20%

0%

Death Bene ts

Disability Bene ts

Health Care

Permanent (Full & Part-time) Temporary

Coverage of the organization’s defined benefit plan obligations [G4-EC3] recovery plans for plans in deficit. plan and country and are set up to reflect the relevant local funding requirements, respecting legally required timelines for Funding strategies for defined benefit pension plans vary per

Atos | Registration Document 2016

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