AFD - 2018 Registration document

STATEMENT OF NON-FINANCIAL PERFORMANCE

Ameaningful work environment

2.8 Ameaningful work environment

2.8.2 Skills development, employability and training In order to support its new strategic vision and meet the challenge of growth, AFD Group has adopted an ambitious human resources policy. Approved by the Executive Committee in 2018, this policy has been brought to the attention of all employees. Within this framework, the Group has adopted a set of human resources management tools to recruit and induct talented employees in France and its countries of operation, to offer motivating career paths, and to implement a training policy providing everyone with the means to develop their skills and enhance their employability. The Group’s recruitment policy includes an onboarding system that offers a full training and mentoring programme that – in addition to promoting a basic understanding of the work environment – fosters cohesion and teaches the strategic goals, missions, challenges and procedures relevant to AFD Group’s present and future activities. Created in 2016, the onboarding system offers new hires a multi-stage course which unfolds over 4 to 6 months and is initiated automatically. Updated every year, the training plan becomes a “Skills development plan”. It aims to meet the requirements of the Group’s teams and employees, and to support them in the transformations affecting their professions. Numerous initiatives of the skills development plan target the reinforcement of technical banking and finance skills. Support for project team managers and country managers has been continued through sectoral or cross-functional training, whereas managers continue to have access to a programme of specific actions to help them improve their managerial skills. The “Development Profession” programme, intended to provide employees with shared expertise in development aid and AFD’s role within the French system, continued. This is also true for the World seminar, which brings together local employees at the Paris head office to discuss topics currently relevant to AFD, projects and strategy. Local employees’ access to training was generally facilitated and improved through access to training organised at the head office and through the organisation of regional seminars which are growing in number. There was a particularly high momentum in training activities in 2018 (2) : 40,709 hours of training were provided (versus 39,681 in 2017), representing an investment of 3.82% of the total payroll. During the year, 244 local employees received training organised by the Human Resources Department (at head office or in the region), representing a volume of 8,028 hours. The overall training (3) effort led by the Human Resources Department represented 53,115 (4) hours in 2018 (53,300 hours in 2017).

AFD Group strives to promote a responsible approach in its internal operations and to provide its employees with a meaningful work environment. It encourages employee dialogue and offers its employees the most favourable working conditions to develop their skills and pursue rich and motivating career paths. 2.8.1 The ethics system Created in 2004, AFD Group’s ethics system is based on three pillars: a Charter, a Committee and an Advisor. The Ethics Charter (1) sets out the behaviour required in performing the Group’s duties for the benefit of populations in foreign countries and French Overseas Departments and Collectivities. This public text, applicable to all employees working within the institution on a daily basis, is appended to the employment contract of all Group employees when first hired and is brought to the attention of partners and suppliers. The Charter reiterates the references inspiring the action of the Group and its employees: a mission, key values (commitment, openness, adaptability and integrity) and an ambition that complies with laws and regulations. It lists the main commitments in terms of compliance, corporate social responsibility, the fight against money laundering, corruption and fraud, and warns against conduct where risk is involved. The Charter resembles a “social contract” defining the commitments of the employer, employee and manager. Revamped in May 2017 based on more representative and more operational grounds, the Professional Ethics Committee comprises members appointed by Senior Management (one representative for Proparco and for each of AFD’s seven executive departments), one elected representative of the Social and Economic Committee, and the Ethics Advisor. Chaired by the Deputy Chief Executive Officer, it issues opinions and advice on the proper application of the Ethics Charter, any difficulties regarding its application and interpretation, and on the Group’s ethics-related initiatives (training, awareness-raising, etc.). Reporting to Senior Management, the Ethics Advisor ensures the proper application of the Charter and its related documents, at the head office and in the network (6 agencies visited in 2018), with the Ethics Committee’s support. It conducts training and awareness-raising actions (9 in 2018), supports the Group’s structures and offers a confidential, attentive support and advice service to all Group employees, at their request and with full anonymity (136 employee consultations in 2018). Furthermore, it supervises AFD’s system for managing environmental and social complaints, launched in May 2017. Lastly, as from January 2019, it has been the point of entry for AFD Group’s professional whistle-blowing system.

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(1) http://www.afd.fr/webdav/shared/ELEMENTS_COMMUNS/pdf/charte-ethique-professionnelle-2012.pdf (2) Attributable sessions, SAM Head Office and Network employees, without premises and International Volunteers. Data from the Balance Sheet. (3) The overall effort takes into account so-called “attributable” and “non-attributable” training initiatives. (4) Including all sessions, all AFD/IE Head Office and Network employees, including local employees (but excluding International Volunteers).

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REGISTRATION DOCUMENT 2018