Areva - Reference Document 2016

17

EMPLOYEES

17.7 Promotion and compliance with the stipulations of fundamental agreements of the international labor union

2016

2015

Disabled workers in France Disabled workers in Germany

NA

5.04% 4.13%

4.78%

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).

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2016 AREVA REFERENCE DOCUMENT