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2015 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR)
4
HUMAN RIGHTS: RESPECTING FUNDAMENTAL FREEDOMS
Compliance with international standards
Assystem undertakes to apply the international legislative framework,
i.e
.: the OECD guidelines, ILO agreements, as well as UN guidelines
(Enterprises and Human rights). Along the same lines, the Group has
engaged upon a continuous improvement process with respect to CSR
for its international operations based on ISO 26000.
2015 NEWS
●
Assystem has been a member of the UN Global Compact since the
end of 2011 and its Communications on Progress (COP) form a key
aspect of its overall continuous improvement process.
●
In 2015, the Group reviewed all of its Group and local procedures
to ensure their overall consistency and in relation to the principles set
out above. This body of documentation now gives concrete expression
to the Company’s Ethical Charter with a Code of Conduct and the
corresponding procedures detailing specific practices that will be
described in detail throughout this report (business conduct, anti-
corruption, commercial practices, etc.).
●
Assystem management has validated this approach as well as
the creation of an Ethics Committee responsible for implementing
and enforcing these principles. It also acts as a regulatory body,
observing and correcting practices not consistent with the established
principles and procedures if the pre-existing legal, HR or managerial
bodies have been unable to do so. This Committee is made up of
representatives from the Management Committees of the Group’s
operational divisions, the Human Resources Department, the Legal
Department and the Communication Department.
●
In addition, in 2016 and 2017 Assystem aims to raise the awareness
of all managerial teams (roughly 300 people) concerning compliance
with the Group’s principles and procedures in this sphere, by organising
relevant training courses, and then to assess the effectiveness of the
actions undertaken.
4.4.2
PROMOTING DIVERSITY, GENDER
EQUALITY AND EQUAL OPPORTUNITIES
Promoting diversity and gender equality
Diversity and gender equality are an inherent part of Assystem’s values.
The Group aims to be among the most exemplary engineering firms
in these fields and for several years has been conducting a proactive
policy through concrete actions in its recruitment, partnerships, employee
agreements and community initiatives. For each action there are targeted
objectives.
Gender diversity is one of the areas Assystem is most committed to.
Assystem is aiming to broaden recruitment pools, maintain gender
equality in the Company, and promote the value of mixed teams and
thereby the value of women’s contribution and progress in management
functions in particular.
In France in 2015, Assystem celebrated the 5
th
anniversary of its internal
network
Femmes d’Énergie
(Women of Energy) a source of inspiration
and promotion of an ambitious HR policy.
The figures bear witness:
●
30% of new hires were women in 2015 compared to 22% in
2010. This result goes beyond the objectives signed with personnel
representatives which sets the hiring rate of women in the Company
at 25%, bearing in mind nevertheless that engineering schools find
it difficult to achieve this quota;
●
three times more female managers between 2010 and 2015;
●
in all, an increase from 17% to 22% in the number of women in the
Company in France.
Other additional actions:
●
introduction of a Work-Life Balance Charter;
●
implementation of manager awareness-raising programmes on the
benefits of gender diversity;
●
management of female talents;
●
specific training and mentoring actions, etc.
Today the network consists of 400 male and female employees and
benefits from strong territorial presence, with 40 local offices. It is
headed by a Committee made up of a representative of the Group’s
management team, representatives of the operational divisions, the
Human Resources Department and the Communication Department.
Assystem also strives to develop the careers of older people and
capitalise on their experience. In 2015, they accounted for 20% of
the overall workforce. The Company has set up a career management
system aimed at helping older employees maintain and enhance their
skills and to pass their know-how on to the younger generation. In
France, this system is accompanied by specific “late-career” interviews
which help older employees redefine their medium-term professional
objectives.
In 2013, Assystem signed a company-wide agreement with
representatives of French trade unions regarding the “Generation
Contract” (a new type of contract introduced in France in 2013 to
encourage the employment of young people and knowledge-transfer
from older employees). This agreement aims to promote the recruitment
of young job-seekers and capitalise on senior employees’ experience
by focusing on the transmission of know-how and skills. It sets out the
induction and integration process for new employees, the conditions
under which interns can be employed, and the Company’s commitments
in terms of employing older people and helping them maintain their
employment. Pursuant to the agreement Assystem has undertaken to
do its utmost to agree to requests for part-time positions expressed by
senior employees and has put in place a process for inter-generational
cooperation in order to create “technical expertise” units as part of the
Group’s internal training centre, the Assystem Institute.
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ASSYSTEM
FINANCIAL REPORT
2015