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3.3
Measure of employee commitment
The Engagement and Recommendation Index (ERI) is one of the
priorities in the Crédit Agricole Group’s Medium-Term Plan, “Strategic
Ambition 2020”. Launched in September 2016, this plan involving
all entities of the Crédit Agricole Group, including Amundi, aims to
measure employees’ sense of belonging to their company and to
the Crédit Agricole Group. Amundi distributed the survey throughout
France and in 12 countries internationally. The survey was sent to
2,900 employees, with a participation rate of 50%. The Amundi ERI
score was 66% favourable responses.
3.4
Societal involvement
POLICY FOR HOSTING YOUNG PEOPLE IN TRAINING
Amundi contributes significantly to the training of young people
through internships offered to recently graduated students from
diverse areas of study and through work-study, which enables a
young person to both finance his or her education and gain his or
her first work experience.
In 2016, more than 300 young people were welcomed by Amundi
for internships, work-study contracts, VIE
(1)
contracts, CIFRE
(2)
PhD
contracts, and summer jobs. Amundi benefits from the energy and
fresh outlook of this talent pool, who in return receive support from
employees, volunteer tutors and apprenticeship managers. Since the
ultimate goal of these interns is to get a job, Amundi is particularly
interested in facilitating their professional search by organising
workshops to prepare them for job searching and to help themmake
use of their “Amundi experience”.
In 2016, for the third straight year, Amundi was awarded the
Happy Trainees label, recognising companies for the welcome and
assistance they provide to interns and those on work-study.
JOINT INITIATIVES INVOLVING EMPLOYEES
Amundi’s commitment to social responsibility has also led to involving
employees in joint projects with charitable organisations. For example,
since 2013 Amundi has run an annual philanthropic programme
called “Give a Hand,” which provides funds for its employees’ social
projects. In 2016, Amundi launched the first edition of its Charity
Challenge, a week of solidarity providing the possibility of working
(collecting clothing, glasses, purchasing honey produced by Amundi
beehives, etc.) for the benefit of numerous non-profits:
les Restos
du cœur, Planète Urgence, la Cravate Solidaire, Medico Lions Club
and
les Bouchons d’Amour
. A particular point of pride during the
week was employee participation in the Challenge Against Hunger
organised by
Action Contre la Faim
(ACF), an Amundi partner since
2010.
(1) VIE: “
Volontariat International en Entreprise”
(International Business Volunteering).
(2) CIFRE: “Conventions Industrielles de Formation par la Recherche
”
(Industrial Research Training Contracts).
p
the improvement of workplace behaviour through a “Working
well together, We are Amundi” campaign to re-emphasise best
practices (proper use of email, open space working, work-life
balance and effective meetings);
p
Amundi developed its health at work (awareness-raising, training,
etc.) and PSR prevention policy (PSR monitoring committee, set
up of a listening space, etc.);
p
finally, as part of its policy promoting the hiring of disabled
individuals, Amundi has implemented a number of measures in
their favour (facilitation of commuting, possibility of telecommuting,
specific work tools, etc.);
p
in 2016, numerous awareness-raising and assistance campaigns
regarding health and hygiene (blood donation, sleep, vision
screening, flu vaccination campaign, etc.) were conducted. In
terms of workplace safety, in 2016, 100 employees were given
basic first aid training and 70 employees were trained to become
First Aid Officers at Work.
29
AMUNDI
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2016 Corporate social responsability report
Economic, social and environmental information
Make individual and collective development central to our responsibility as an employer