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A
Corporate and social responsibility report
Annex III -
Being a responsible employer
294
Worldline
2016 Registration Document
Integration@worldline
[WL6]
Startingmy career at Worldline:
A.3.2
the wellbeing@worldline program.
responsibility policy and are one of the major commitments of
Worldline are key components of its corporate social
The hiring of talent and the integration of each employee within
Employment] and [WL6]
Hiring of talent
[GRI 401-1] [GRI 103-2
A.3.2.1
information technologies, but also from Big Data, security, etc., to
Company hires people from various backgrounds, mainly in
Worldline is a dynamic company in constant growth. The
of expertise and innovation.
the development of the Company whose core culture consists
meet the demanding requirements of its customers and ensure
their spirit of initiative and innovation.
mission is to attract the best talents in the market by calling on
hiring team that worked closely with Operations, and whose
Worldline achieved its strategic objectives in 2016 thanks to a
management positions.
management and so benefit from access to certain
programs if they are identified as such by their line
mobility. Employees can also take part in talent development
business, international, geographic, functional and sector
motivation and illustrate the Company’s commitment to
Worldline are recognized by employees as a source of
career through various programs. The career paths offered by
Being hired by Worldline is the opportunity to develop your
management internal qualification, and opportunities for
development paths such as functional expert or the project
training, support schemes such as mentoring, alternative career
people. Throughout their careers, employees are offered
providing engaged, personalized career management for its
employment contract.
students have an opportunity to join Worldline with a long-term
their internship, most of the talented and best performing
Company, and open the door to the professional world. After
Every year, Worldline offers numerous internships in IT
the practical application of their theoretical knowledge in the
young graduates to complete their academic courses through
functions. These internships provide opportunities for future
development, infrastructures management and support
from the best universities and, in France, the best major
launched a “Campus Manager” program to attract young talents
To ensure a high quality level of its workforce, Worldline has
engineering and business schools.
development programs.
a deliberate strategy of relations with academia and career
its visibility on the market, and therefore its appeal, by means of
Worldline also works on its employer brand in order to enhance
best candidates in the marketplace.
regularly updated, help to guarantee that the Company finds the
working environment. These different stages, which are
with HR, an operational interview, and a behavioral test in the
a selective and qualitative hiring process, including an interview
To ensure high-quality recruitment, Worldline has implemented
joined the Company around the world in 2016 [GRI 401-1].
talent in 2017.
Worldline plans to continue with this dynamic of hiring young
with a 10.2% increase in headcount, of which 25% women, who
In terms of hiring, the past 12 months have proven to be positive,
Human Resources.
further information on social issues, please refer to Section 9.10.
appeal, and to position itself as a first choice employer. For
“Hiring” rankings by 2020 in order to enhance its visibility and
through the CSR program, TRUST 2020, to appear on five
Against this backdrop, Worldline has made a commitment
AND [WL6]
BREAKDOWNOFNEWEMPLOYEES BYAGE
[GRI 401-1]
2.11%
> 50
66.93%
< = 30
30.96%
30 > < = 50
BREAKDOWNOF LEAVERS BYAGE
[GRI 401-1] AND [WL6]
14.40%
> 50
37.76%
< = 30
47.84%
30 > < = 50
Turnover 2016 [WL6]
Women
Men
Total
Entries
24.64% 75.36% 10.22%
Leavers
25.60% 74.40%
8.42%