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D
Corporate Responsibility
D.2
Being a Responsible employer
Atos
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Registration Document 2016
69
D
identifying potential gaps. Those gaps are intended to be filled
primarily with internal candidates, and as such also further
alignment of people objectives across the organization, increases
clarity and transparency in workforce capabilities, and help
enhance the development opportunities for Atos’ people. More than
15% of staff received a horizontal or vertical promotion in 2016.
Global mobility
needs and support Group strategy. On the other hand it also
offers more transparency to employees on mobility options, and
accountability in supporting business’ mobility requirements.
This model also provides more flexibility to anticipate future
provides them the possibility to more pro-actively follow up in
their career ambitions.
achievement has created a sustainable and risk managed
delivery model providing more efficiency, clarity and
2016 has seen globalization of the mobility function within Atos
and professionalization of the service delivery model. This
The media and collaboration platform “MyMobility", introduced in
deploying in this area.
2015, reached approximatively 20,000 followers and more than
30,000 visits per month, is a clear example of the efforts Atos is
and to ensure smooth and fruitful international assignment
experiences for the benefit of customers and employees.
continue to place productivity and return on investment high on
the agenda, and this accentuates the need to develop employees
Throughout 2016 Atos feels that the economic climate will
Recognition and Loyalty
D.2.1.3
[G4-DMA-Market presence]
Minimumwage comparison
59.78% of the countries where a minimum wage is set up by
law.
[G4-EC5].
wage. Atos is paying more than 50% above minimum wage in
(lowest wage in Atos paid to a permanent and full time
employee) is in line with local policies and above local minimum
In all countries where the Group operates, Atos entry level wage
Health care coverage, death and disability benefits
not necessary.
comprehensive, so supplementary medical benefits are generally
rare in Germany, Austria, Switzerland and Sweden. In these
countries, the compulsory health insurance is fairly
disability benefits are offered to 88% of permanent employees
[G4-LA2].
Additional occupational medical/health benefits are
Health care is offered to 93% of permanent employees and
doubled for a death as a result of an accident (China, Japan,
Thailand, Poland, Spain, Brazil, Chile, Mexico, and UAE).
[G4-LA2
]
. In Austria, Germany and Switzerland, death benefits
are included in the pension plans and provided in the form of
Death Benefits are offered to 94% of the permanent employees
The principal lump sum amount is sometimes increased
according to the family status (France, Morocco, Denmark) and
pension for spouse and children. In other countries, death
benefits are mainly provided in the form of lump sum payments.
PER CONTRACT TYPE
[G4-LA2]
EMPLOYEES PARTICIPATING INRISK BENEFITARRANGEMENT
100%
80%
60%
40%
20%
0%
94%
88%
93%
73%
61%
68%
Death
Bene ts
Disability
Bene ts
Health
Care
Permanent (Full & Part-time)
Temporary
Coverage of the organization’s defined benefit plan
obligations
[G4-EC3]
recovery plans for plans in deficit.
plan and country and are set up to reflect the relevant local
funding requirements, respecting legally required timelines for
Funding strategies for defined benefit pension plans vary per