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Corporate and social responsibility report
Annex III -
Being a responsible employer
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Worldline
2016 Registration Document
cultural diversity and develop the network dynamic.
which it operates, in order to stimulate creativity, promote
programs and initiatives, begun in 2015, in all the countries in
program. Worldline therefore continues the roll-out of its local
actions it undertakes as part of the wellbeing@worldline
following objectives:
2020” CSR initiative, to making further progress in terms of the
department at Worldline has committed, through the “TRUST
improvement in its performance, the Human Resources
In order to drive this dynamic and the strategy of continuous
Index of the Great Place to Work® survey.
Increase employee satisfaction as measured by the Trust
●
Be cited in at least 5 employer brand studies;
●
Reduce the female capital gap to 0 (target range of +/- 10%);
●
trainings provided by Worldline;
Ensure more than 90% employee satisfaction with the
●
gained recognition, thus enabling Worldline to publish, in 2017, a
that run information technology courses.
brand to attract the best talents from schools and universities
thanks to the work done to remodel the Worldline employer
attending its target schools. This has all been made possible
label for the quality of the internships it offers to students
Worldline France has received the Happy Trainees 2016–2017
by developing the potential of its people. As a case in point,
progress report on its goal of becoming a responsible employer
TRUST 2020 program have delivered the first successes and
The action plans deployed to achieve these goals as part of the
Worldline” program has also been created in pilot form: it is
experts in these fields. The “reverse-mentoring made in
balance through case studies and presentations from outside
accompany the digital transformation.
designed to encourage intergenerational collaboration and
example, in 2016 Worldline set up “Job Cafés”, and a “Mobility
many countries, including France, Germany and Spain. For
address the issues of diversity in the workplace and the work-life
International Women’s Day and will provide an opportunity to
Worldline Group. The event will take place during the week of
schemes and career support programs that exist within the
this week-long event is to raise awareness and promote all the
global level, with local versions and adaptations. The purpose of
visibility. In 2017, Worldline will launch its first “Career Days” on a
Community” was established to create opportunities greater
New initiatives to promote mobility have started to flourish in
help improve and enrich the catalogue of available courses.
terms of acquiring and further developing skills, and finally to
by Worldline, measure the effectiveness of these courses in
levels of satisfaction with the range of training courses offered
employees during the previous year in order to assess their
satisfaction survey about the training programs attended by its
Finally, in 2017, Worldline decided to roll out, on a global scale, a
made by TRUST 2020 are therefore the essential drivers and
The WellBeing@Worldline program and the CSR commitments
long term.
employer by developing the potential of its employees over the
strategies and Worldline’s ambition of being a responsible
catalysts to support the Human Resources policies and
AND [GRI 102-8]
PEOPLE, WORLDLINE’SMAINASSET
[GRI 102-7]
and is broken down as follows:
Worldline’s human capital consists of 7426 people [GRI 102-8]
10%
Latam& Iberia
12%
Asia
40%
France
13%
Germany & CEE
7%
Great Britain
18%
Benelux
Section 9.10, Human Resources, in this document.
resignations and subcontractors (indirect jobs), please refer to
For further information regarding Human Resources, including