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A
Corporate and social responsibility report
Annex III -
Being a responsible employer
298
Worldline
2016 Registration Document
drink;
employees to come together over cake, ice cream or a
Seclin regularly organize “flash meetings” and invite TO
The personal assistants at the Technical Operations entity in
●
decorating their offices to win the prizes offered at each site.
than five hundred people who took up the challenge of
and Christmas decoration competitions entered by more
monthly breakfasts for employees hosted by Gilles Grapinet,
employees proudly represented the Company colors,
“Corporate Games,” an inter-company sporting event where
Various activities have been organized such as the
●
[GRI 103-2 Market Presence]
Diversity and equal opportunity] and
[GRI 202-2] [GRI 405-1] [GRI 103-2
Promoting diversity and equality
A.3.2.4
various task forces have launched long-term action plans. These
staff, disabled employees and gender equality. For this purpose,
represented within the Group: cultural differences, experienced
Worldline seeks to ensure that all forms of diversity are
actions are related to:
development of Worldline’s global and cross-functional
operates. International diversity is the guarantee of the
encouraging the development of talent wherever Worldline
diversity by learning to work better together and
Cultural differences: capitalizing on Worldline’s international
●
organizations;
within Worldline;
policy must ensure the right transfer of expertise and skills
in line with their skills and experience. The active career
their career they are in, are given professional opportunities
making sure that Worldline employees, at whatever stage of
Experienced staff and intergenerational skills transfer:
●
of people with disabilities is at the heart of Worldline’s CSR
development. The policy of employment and employability
employment, access to training and equality in career
Disability: inclusion of disabled people, ensure continued
●
commitments;
within each team.
Worldline enables innovation, creativity and collaboration
Worldline. The right balance of men and women within
equal access for all to the same level of responsibility within
Gender equality: equal opportunities for men and women,
●
among which:
Some of these measures have already been implemented,
Including more women in the Executive Committee;
●
Diversity training in the workplace;
●
Specific initiatives with regard to disabilities.
●
their possible development across the Company.
The local initiatives are analyzed so that Worldline can assess
Since 2013, Worldline has organized workshops on diversity and
have already been implemented:
equity, in which senior managers are involved. Some measures
Including women in top management succession plans;
●
employees;
Encouraging top executives to manage junior female
●
Central gender equality committees for yearly intakes;
●
involved in diversity training.
Leaders who are aware of these diversity issues and are
●
were local.
managers are local, and 92,54% of Company employees in 2016
supports local recruitment [GRI 202-2]: 91,36% of experienced
present in 17 countries [GRI 405-1]. Furthermore, Worldline
the Company employs people of 81 different nationalities and is
Although most of Worldline’s employees are located in Europe,
Besides, Worldline is opposed to any kind of discrimination and
discriminating factors.
works daily to ensure that every decision is made without any
and [WL7]
[GRI 103-3 Diversity and Equal Opportunity]
Promoting gender equality
[GRI 401-1]
A.3.2.4.1
equal value”.
“equal remuneration for men and women workers for work of
issue is the subject of Convention 100 of the ILO concerning
compensation for men and women for equal work value. This
Many countries have adopted laws to enforce equal
world and strives constantly to improve this proportion. 62
20,97% of whom are women (top 750). [WL7].
people are employed in Worldline’s top management team,
Worldline has made gender equality one of its top priorities.
Worldline employs 28,75% of female employees across the
Although the fields of IT and engineering mostly appeal to men,
its CSR ambition TRUST 2020 the Company aims to reduce the
why Worldline has decided to engage in the long term and with
female capital gap to 0 by 2020 (target range of +/-10%).
the women’s career development. Joint bodies have been
between men and women, and secure conditions favorable to
gender equality at all organizational levels, ensure equal pay
partners. Among other things, these plans aim to promote
favor of professional equality have been signed with the social
In Europe – France and Spain notably – plans and agreements in
created to manage and follow up on these measures. This is
encourage women to pursuit an engineer career and to provide
associations (“Duchess Ingénieurs et femmes ingénieurs”) that
free days have been allocated to employees in order to promote
small talks about the place of women in the digital world.
to perform a career in the informatics areas and some additional
scholarship to 3 girls in the University Lille 1 to encourage them
like: partnership sponsored by Technical Operations to give a
initiatives to promote gender equity have been implemented
participants to the mentoring program in 2016 are women and
organization, mostly in Europe. For instance, 25% of the
Leadership development programs exist across the