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2016 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR)
4
HUMAN RESOURCES INFORMATION: HR DEVELOPMENT AS A DRIVER OF PERFORMANCE
Certain measures deployed by the Group go beyond its legal
obligations. In France, for example, an agreement concerning special
arrangements and resources for employee representatives was signed on
30 August 2016 between AEOS and the trade unions. Under the terms
of the agreement, each Works Council member has been allocated
additional hours for Council business, the Council has been given a
dedicated phone line for conference calls and a full-time assistant,
monthly Works Council meetings will be organised in the regions,
and the Works Council can set up local units to manage welfare and
other activities.
4.3.2.2
Overview of collective agreements
In 2016, the process of active social dialogue led to the signature of
several collective agreements in France:
●
on 21 December 2015, renewal of the gender equality agreement
covering Assystem France/Assystem Régions for a period of three
years beginning 1 January 2016. The agreement establishes new
commitments designed to:
●
increase the proportion of female hires, particularly for management
positions, with specific targets to be achieved within specified
periods,
●
ensure that female hires are offered the same salary as their male
counterparts;
●
pursue initiatives to help women move up the career ladder and
secure promotion to management positions,
●
promote a work environment that enables employees to balance
their responsibilities at work with their family responsibilities;
●
on 16 February 2016, renewal of the agreement to promote
employment of people with disabilities covering AEOS and Assystem
France/Assystem Régions;
●
on 15 March 2016, signature of a statutory employee profit-sharing
agreement covering Assystem France/Assystem Régions;
●
on 10 May 2016, signature of Addendum 2 to the agreement
covering supplementary health and death/disability insurance plans
for employees of AEOS, Assystem France/Assystem Régions and
Athos Aéronautique;
●
on 19 May 2016, signature of an addendum to the corporate
agreement on the reorganisation and reduction of working hours (“35-
hour week” agreement), covering Assystem France/Assystem Régions;
●
on 19 May 2016, signature of an addendum to the corporate
agreement establishing working time savings accounts, covering
Assystem France/Assystem Régions;
●
on 23 June 2016, signature of a discretionary employee profit-sharing
agreement covering Assystem France/Assystem Régions;
●
on 30 August 2016, signature of an agreement on the special
arrangements and resources for employee representatives at AEOS
(see above);
●
on 14 September 2016, signature of an addendum to the
discretionary employee profit-sharing agreement covering Assystem
France/Assystem Régions;
●
on 5 December 2016, signature of an agreement covering support for
AEOS employees in building personal professional mobility projects
(trialled at the Belfort unit).
The working conditions agreements covering employees in Romania
was also renewed in 2016.
4.3.3
ANTI-DISCRIMINATION POLICY
AND PROMOTION OF DIVERSITY
Fighting discrimination and promoting diversity are an integral part of
the Group’s values, supporting its aim to be one of the best-performing
engineering firms in this respect.
For several years, the Group has been following an assertive equal
opportunities and diversity policy supported by practical initiatives in
the areas of hiring, partnerships, employee agreements and community
outreach. This policy is being deployed in all host countries.
In the United Kingdom, the equal opportunities and diversity policy
adopted in 2013 promotes equality in hiring, career development,
training, working conditions and remuneration, and the prevention
of discriminatory behaviour on the grounds of gender, marital status,
disability, race, colour, religion, nationality, ethnic origin, sexual
orientation and age. The policy focuses notably on promoting employees
based exclusively on merit and ensuring that managers adhere to this
fundamental principle.
In Germany, the anti-discrimination policy in place since 2006 includes
a whistle-blowing procedure.
In Romania, training seminars and awareness-building programs
have been developed to promote application by management of best
practices in the area of diversity policy.
4.3.3.1
Gender equality
The Group invests heavily in promoting gender balance and equality,
covering both general working conditions (hiring, promotion,
qualifications, training, etc.) and salary policy. At issue is banishing
stereotypes, applying the “equal work for equal pay” principle, keeping
up the endeavour to hire more women, and promoting mixed teams
and equal career development opportunities.
There is a serious shortage of women engineering graduates and very
few women send unsolicited job applications to companies operating
in Assystem’s industry. The Group has developed various targeted
initiatives to overcome this problem, such as by creating and leading
a network specifically dedicated to promoting the role of women within
the organisation. Named
Femmes d’Énergie
, it comprises various
corporate agreements, a work-life balance charter, programs to increase
managers’ awareness of the benefits of mixed teams and women-
focused talent management and training initiatives.
Femmes d’Énergie
was initially launched in France and was extended
to Belgium and the United Kingdom in 2015. The network currently
has 400 male and female members. It has a deep regional presence,
with 40 local correspondents, and is being deployed gradually
throughout the Group. Projects for 2017 concern mentoring programs
and communication about the WorkPlace on-line communities.
ASSYSTEM
REGISTRATION DOCUMENT
2016
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