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2016 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR)
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HUMAN RESOURCES INFORMATION: HR DEVELOPMENT AS A DRIVER OF PERFORMANCE
The comparative situation of men and women within the Group is
gradually improving, as illustrated by the following data:
●
women represented 23% of the total workforce at 31 December
2016
versus
22% at 31 December 2015;
●
women accounted for 27% of new hires by AEOS, Assystem France,
Assystem Régions and Athos Aéronautique in 2016,
versus
22% in
2010;
●
the Group had three times more women managers in France in 2016
than in 2010;
●
the proportion of women in the Group in France rose from 17% to
23% between 2010 and 2016.
4.3.3.2
Recognising the value of older employees
In light of the changes in the job market and moves to push back the
statutory retirement age, the Group pays close attention to supporting
the professional development and recognising the value of employees
aged 45 and over, who represented 20% of the total workforce at
31 December 2016.
A career management system has been set up, aimed at helping older
employees maintain and enhance their skills and to pass on their know-
how to the younger generation. Employees are interviewed to ascertain
their plans for the second part of their career and the information is
entered in the Strategic Workforce Assystem Planning (SWAP) system
(see Section 4.3.5.2 of this Registration Document) which helps them
redefine their professional objectives.
In 2013, AEOS and Assystem France signed a corporate agreement
with trade union representatives to set up a “Generation Contract”, a
new type of contract introduced in France to encourage the employment
of young people and promote knowledge-transfer from older employees
(see Section 4.3.5.1.3 of this Registration Document).
4.3.3.3
Making disability a source of strength
for Assystem
Assystem has long been committed to helping people with disabilities
to join the workforce, and to acting as a standard bearer in this area.
In 2005, the Group pledged to uphold France’s equal opportunity
charter, in 2007 a dedicated unit was set up to help employees and
managers address the issues faced by disabled workers and in 2013,
a three-year corporate agreement on the employment of people with
disabilities was signed, which was renewed in 2016.
Through these initiatives, the Group has set the standard among
engineering firms in France for the employment of people with disabilities.
The Group Diversity and Recruitment Department has set up a
Mission
Handicap
team comprising a manager, two project leaders and an
assistant, that is tasked with creating and maintaining a dynamic process to:
●
hire employees with disabilities;
●
facilitate their integration;
●
help them remain in employment through employability management
programs;
●
promote outsourcing of maintenance work and digital, logistic
and other services to “EA” and “ESAT” companies specialised in
employing people with disabilities;
●
increase awareness of disability issues among Group employees and
among people outside the Group (for example, by participating in
the European Disability Employment Week and in the organisation of
handicafés in various French cities). Clients are also targeted through
proposals to create temporary joint ventures between Assystem, the
client and an EA or ESAT, the organisation of disabled sports events
and other events, and client participation in non-profit organisations
such as Hanvol (see Section 4.3.5.2 of this Registration Document);
●
enter into partnerships, through the Assystem Innovation Factory, to
increase the involvement of the Group’s engineers in research and
innovation projects designed to improve the lives of people with
disabilities (for example, Handroid, an internal exoskeleton project
to develop the first wheelchair enabling people with reduced mobility
to access industrial or public buildings that do not have proper
disabled access).
In 2016, the
Mission Handicap
team conducted 29 initiatives, including
the third annual Assystem Handiweek during which employees can view
their activities through the eyes of a disabled person using virtual reality
goggles, take part in an online quiz on technological innovations to
facilitate the lives of people with disabilities and attend a presentation
of the internal Handroid project.
Numerous initiatives are planned to mark
Mission Handicap
’s tenth
anniversary this year, including sign language courses, a silence café,
solidarity walks, and visits throughout France to meet employees and
unite them behind this issue which is central to the Group’s values.
At the beginning of March 2017, Assystem also participated in the
3
rd
edition of the
Femmes en Entreprises Adaptées
awards event
organised by Handiréseau. The one-day event recognises the exceptional
career achievements of women working in companies specialised in
employing people with disabilities and also celebrates the expertise
of these companies in helping people with disabilities to find work.
4.3.4
WORKPLACE HEALTH, SAFETY
AND WELL-BEING
Workplace health, safety and well-being are priorities for the Group
which pays particular attention to preventing the most serious risks in
all of its host countries.
4.3.4.1
Workplace health and safety
In most of Assystem’s businesses, employees’ exposure to accident,
health and safety risks is limited. Where necessary, specific measures
are taken to prevent the occurrence of these risks.
ASSYSTEM
REGISTRATION DOCUMENT
2016
54