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D
Corporate Responsibility
D.2
Being a Responsible employer
Trusted partner for your Digital Journey
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On top of this, Atos offers a large variety of e-learning materials
which cover health and wellbeing topics.
Atos ensures that an effective prevention program is put in
place, especially regarding psychosocial risks, which are the first
Even if Atos’ activities are not of an industrial nature, and
therefore have a low risk of generating occupational diseases,
factor of occupational diseases in IT services.
explaining employees how to understand and detect a
psychosocial risk such as stress. These e-learnings are available
E-learnings are part of the preventive actions, especially
in several countries, and in several languages, such as in France.
employee. In case of an identified risk, the results will be
discussed between the doctor and the employee (since only they
complete this anonymous online questionnaire, which will
evaluate the levels of stress, anxiety and breakdown of the
the management if the employee agrees.
have access to the results) in order to find solutions to reduce
the risk. Some additional actions may include the involvement of
during their medical check-up, employees are proposed to
In addition, in France, Atos has put in place a “stress lab”:
health program.
As a concrete achievement, according to the Great Place To
Work (GPTW) survey, employees have been satisfied regarding
Smart working conditions
permanent employment contract and 94.30% is in full time
[G4-10]
. Nevertheless, Atos accepts part time job when an
Atos privileges permanent and full time working relations with its
employees: 98.80% of persons of the total workforce is under a
employee considers that it is better for his work life balance.
absenteeism rate of the Company.
smart working environment has allowed reducing the
working, which offer more flexibility for employees in their work
life balance. The whole set of initiatives to improve a healthy and
Atos operates in collaborative mode, which allows remote
operational workforce in 2016 was 2.53%
[AO16]
. In addition,
the total work related accidents are 243.
Thus, the absenteeism percentage regarding the direct
and [G4-DMA-Equal remuneration for women andmen]
Promote diversity
D.2.2.2
[G4-DMA-Diversity and equal opportunity]
People Strategy. Diversity in Atos is about embracing people’s
differences and creating a productive environment in which
key value driver for the Group’s future continuous growth and
competitiveness and Diversity is firmly embedded into our
everyone feels valued, where diverse talents are identified and
retained and employees can thrive, strongly contributing to their
Atos is strongly convinced about the importance of Diversity as a
professional development and our Group’s future.
Committee members.
to improve Group’s operational performance. The Program is
sponsored by a Steering Committee with Group Executive
targeted at the further development of diversity within the
Group as a way to bring excellence in people management and
The Diversity Program contemplates four main dimensions:
Gender, Cultural Diversity, Disability, and Senior Capital and it is
approach.
of initiatives both at Group level (transversal campaigns) and in
the different geographies with a “Think Global and Act Local”
areas of action: “Engage” (taking firm commitments and making
the Group’s engagement in this domain more and more visible),
“Embrace” (embedding Diversity in our Group’s ways of working)
and “Execute” with the implementation of a substantial number
“Exchange” (listening to our staff and making the Diversity
Program a program made with and for the employees),
All along 2016, Atos has continued progressing in the further
development of the Program with a clear focus on four main
initiatives in the Diversity domain, among others:
In particular, in 2016 Atos organized a substantial number of
signature of the Diversity Charters in numerous countries;
•
launching of the Group Diversity Program Community in
•
blueKiwi, the Atos Enterprise Social Network;
Executive Committee members;
implementation of Phase 1 of the setting up of GBU Diversity
•
Committees under the strong sponsorship of the GBU
Week at worldwide level;
organization of the Diversity Day within the Wellbeing@work
•
the Group Diversity Contest “Illustrating Digital Diversity” in
•
the framework of the Wellbeing@work week;
worldwide campaign “Invest 5’ a month in Diversity” to
•
increase internal awareness on all kind of diversity related
topics;
and events all across the Group (roundtables, conferences,
meetings with employees, etc). Among others:
In addition, Atos organized or participated to new initiatives
•
the Women in IT Campaign,
•
the IT Girls’ Day,
•
the “Handi-Entrepreneurs Contest”,
•
launching of campaigns on the Disability Digital Experience,
•
group Mentoring Programs including Reverse Mentoring,
•
workshops “Generations and the Digital Evolution”,
•
cultural Induction Contests,
•