Atos - Registration Document 2016

D Corporate Responsibility D.2

Being a Responsible employer

On top of this, Atos offers a large variety of e-learning materials which cover health and wellbeing topics. Even if Atos’ activities are not of an industrial nature, and therefore have a low risk of generating occupational diseases, factor of occupational diseases in IT services. explaining employees how to understand and detect a psychosocial risk such as stress. These e-learnings are available E-learnings are part of the preventive actions, especially in several countries, and in several languages, such as in France. during their medical check-up, employees are proposed to In addition, in France, Atos has put in place a “stress lab”: Atos ensures that an effective prevention program is put in place, especially regarding psychosocial risks, which are the first employee. In case of an identified risk, the results will be discussed between the doctor and the employee (since only they complete this anonymous online questionnaire, which will evaluate the levels of stress, anxiety and breakdown of the the management if the employee agrees. have access to the results) in order to find solutions to reduce the risk. Some additional actions may include the involvement of People Strategy. Diversity in Atos is about embracing people’s differences and creating a productive environment in which key value driver for the Group’s future continuous growth and competitiveness and Diversity is firmly embedded into our everyone feels valued, where diverse talents are identified and retained and employees can thrive, strongly contributing to their Atos is strongly convinced about the importance of Diversity as a Committee members. to improve Group’s operational performance. The Program is sponsored by a Steering Committee with Group Executive targeted at the further development of diversity within the Group as a way to bring excellence in people management and The Diversity Program contemplates four main dimensions: Gender, Cultural Diversity, Disability, and Senior Capital and it is All along 2016, Atos has continued progressing in the further development of the Program with a clear focus on four main approach. of initiatives both at Group level (transversal campaigns) and in the different geographies with a “Think Global and Act Local” “Embrace” (embedding Diversity in our Group’s ways of working) and “Execute” with the implementation of a substantial number “Exchange” (listening to our staff and making the Diversity Program a program made with and for the employees), initiatives in the Diversity domain, among others: In particular, in 2016 Atos organized a substantial number of signature of the Diversity Charters in numerous countries; • areas of action: “Engage” (taking firm commitments and making the Group’s engagement in this domain more and more visible), professional development and our Group’s future. Promote diversity D.2.2.2 [G4-DMA-Diversity and equal opportunity]

health program. As a concrete achievement, according to the Great Place To Work (GPTW) survey, employees have been satisfied regarding

Smart working conditions

permanent employment contract and 94.30% is in full time [G4-10] . Nevertheless, Atos accepts part time job when an Atos privileges permanent and full time working relations with its employees: 98.80% of persons of the total workforce is under a employee considers that it is better for his work life balance. working, which offer more flexibility for employees in their work life balance. The whole set of initiatives to improve a healthy and Atos operates in collaborative mode, which allows remote absenteeism rate of the Company. smart working environment has allowed reducing the operational workforce in 2016 was 2.53% [AO16] . In addition, the total work related accidents are 243. Thus, the absenteeism percentage regarding the direct

and [G4-DMA-Equal remuneration for women andmen]

launching of the Group Diversity Program Community in • blueKiwi, the Atos Enterprise Social Network; Executive Committee members; implementation of Phase 1 of the setting up of GBU Diversity • Committees under the strong sponsorship of the GBU Week at worldwide level; organization of the Diversity Day within the Wellbeing@work • the Group Diversity Contest “Illustrating Digital Diversity” in • the framework of the Wellbeing@work week; worldwide campaign “Invest 5’ a month in Diversity” to • increase internal awareness on all kind of diversity related topics; and events all across the Group (roundtables, conferences, meetings with employees, etc). Among others: In addition, Atos organized or participated to new initiatives • the Women in IT Campaign, • the IT Girls’ Day, • the “Handi-Entrepreneurs Contest”, • launching of campaigns on the Disability Digital Experience, • group Mentoring Programs including Reverse Mentoring, • workshops “Generations and the Digital Evolution”, • cultural Induction Contests, •

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