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A
Corporate and social responsibility report
Annex III -
Being a responsible employer
299
Worldline
2016 Registration Document
GENDER
[GRI 401-1]
BREAKDOWNOFTHECOMPANYHEADCOUNTBY
71%
Men
29%
Women
BREAKDOWNOFMENBYAGE
[GRI 401-1]
22%
< 30
21%
> 50
57%
30 - 50
BREAKDOWNOFWOMENBYAGE
[GRI 401-1]
16%
< 30
26%
> 50
58%
30 - 50
[GRI 405-1]
Taking disabled people into account
A.3.2.4.2
0.7% and 1% depending on the country.
proportion of disabled people hired by Worldline varies between
2016, the percentage of disabled employees was 1.4% and the
them interesting jobs that accommodate their disabilities. In
bodies. They aim to attract and train disabled people by offering
Europe, in collaboration with the employees’ representative
Specific programs have been set up on various sites, mostly in
testing.
outsourcing project with a company specializing in software
in partnership with a social inclusion enterprise for an
In France, Worldline promotes the training of disabled people,
purpose of providing a year of work experience for employees
social inclusion clauses for public procurement in France for the
at some point in their careers. In 2016, Worldline applied the first
the continuous training of the people who have to face disability
not only during their initial training periods, but also as part of
and “Illunion” in Madrid for the reception desk.
businesses, such as “Le petit plus” in Blois for recycling waste
In this way, Worldline calls on the services of specialized
order to foster the inclusion of disabled people in their teams:
Worldline provides all of its employees with training programs in
communication between deaf employees and their
Sign language lessons are provided to make
●
colleagues easier;
legislation in 2017.
our customers, and prior to expected changes to European
employees in order to satisfy the growing expectations of
In 2016, 60 people were trained in the inclusion of
●
a disabled access friendly office.
where the facilities have been transformed with the aim to build
applicants who are permanently or temporarily disabled, and
Once again, these initiatives aim to support employees and
initiatives have taken place like for instance in Worldline China,
both inside and outside of the Company. Thanks to this, some
also to encourage people to be open-minded about disability,
this topic in countries like Argentina, Spain, Germany and UK
Learning Days diversity days took place and a special focus on
topics like Noémie Watson from WACG and also during the
presence of international references on digital accessibility
implemented like the accessibility day counting with the
Also, some awareness events on this topic have been
diversity.
thanks to the promotion of e learning trainings on cultural
year-end.
of disabled people. This agreement was renewed until 2016
and which concerns the employment and professional inclusion
Agreement signed with the French staff representative bodies,
In January
2014, Worldline was added to the Group-wide
Promoting intergenerational
A.3.2.4.3
collaboration
[AO6]
better working environment.
transfer and the sharing of everyone’s knowledge to foster a
Worldline provides conditions that encourage intergenerational
development programs have been deployed on a large scale.
To enrich the role of every employee in the Company, staff
France are having place to promote a closer relation within
the Young Worldline in Belgium and the Fresh Connection in
development of intergenerational networks. Some programs like
Company’s human potential through proximity and the
Through these programs, Worldline seeks to develop the
digital tools.
young employees support more experienced ones in the use of
different generations as well as the Reverse Mentoring where