163 / 386
EMPLOYEES
17
17.7 Promotion and compliance with the stipulations of fundamental agreements of the international labor union
2016
2015
Disabled workers in France
NA
5.04%
Disabled workers in Germany
4.78%
4.13%
The 2016 data for France will be available in April 2017.
17.6.3.
THE FIGHT AGAINST DISCRIMINATION
Employees have multiple paths of recourse in connection with the group’s
anti-discrimination measures. They may contact their local HR manager, their
manager, the business ethics advisor or the labor partners. In France, an additional
recourse was established: the Alert and Claim System. In France, for all systems
combined, management was alerted to eight instances of discrimination or alleged
discriminatory behaviors. Two cases proved justified after examination. Corrective
measures have been taken.
In general, HR processes concern the diversity policy as a whole and particularly
verification that managerial decisions affecting employees are made according to
the principle of equal opportunity.
17.7.
PROMOTION AND COMPLIANCE WITH
THE STIPULATIONS OF FUNDAMENTAL AGREEMENTS
OF THE INTERNATIONAL LABOR UNION
With its Code of Ethics, which replaced the Values Charter in 216, AREVA has and
implements a process of ethics and respect for human rights and the fundamental
conventions of the International Labor Organization (ILO). The Code of Ethics is
updated regularly to include best practices in light of changes in the group’s national
and international environment. Individual behaviors andmanagement activities may
be audited for compliance with the Code, which serves as a set of standards and
a code of conduct in this regard.
AREVA’s Code of Ethics reiterates that the group is a signatory to the United Nation’s
Global Compact. It also adheres to the Guidelines for Multinational Enterprises of the
Organization for Economic Cooperation and Development (OECD), the Extractive
Industries Transparency Initiative (EITI) and the Nuclear Power Plant Exporters’
Principles of Conduct published by the Carnegie Endowment.
17.7.1.
RESPECT FOR THE FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE
BARGAINING
In the introduction to the ten principles of the UN Global Compact to which it
subscribes, AREVA draws inspiration from the ILO’s Declaration on Fundamental
Principles and Rights at Work.
The third principle is explicitly quoted: “Businesses are asked to uphold the freedom
of association and the effective recognition of the right to collective bargaining”.
17.7.2.
ELIMINATION OF DISCRIMINATION RELATED TO EMPLOYMENT AND OCCUPATION
AREVA’s action principles for stakeholder relations state, as regards employees, that
“AREVA’s workforce is constituted without discrimination”. To facilitate the reporting
of any discrimination and to comply with the obligations conferred by the Diversity
Label, AREVA’s HR Department deployed an Alert and Claim System in France.
This systemsupplements other internal corporate systems to report actual or alleged
discrimination in the group. It follows rules and a process developed in concert
with the group’s Director of Compliance and is the subject of authorization by the
National Commission on Informatics and Liberty (CNIL).
2016 AREVA
REFERENCE DOCUMENT
163