Saint Gobain - Registration document 2016

4 AN EFFICIENT AND RESPONSIBLE GROUP

3. A Group that is committed to the professional growth of its employees

possible to ensure the regularity and quality of dialogue with employees. Individual interviews are held at least once a year for management and take place regularly among all employees. and fed into the progress plans and action plans to increase employee commitment. More individually, Saint-Gobain has introduced an annual interview procedure which makes it employee commitment, effective implementation of the managerial referential (new SG Attitudes), the Group’s attractiveness in the choice of professional paths and, finally, trust in the future. The results of these surveys are analyzed and repeated every 2 years. The questionnaires are adapted to the local or regional context and include 7 recurring questions on managers’ understanding and acceptance of the Group’s strategy, the sharing of corporate values, leadership, responsibility of the General Delegations. These surveys by country or region are conducted in a coordinated manner countries in which the Group is established under the In order to measure employee commitment, satisfaction surveys are conducted among managers over all the Finally, with the external partners, Saint-Gobain has developed a 360° assessment tool. This tool is available on request for any manager and is compulsory before taking part in any training in the management school. Saint-Gobain also submits its human resources practices to the Top Employers Institute every year. defined by the General Delegations in each country and activity sector based on the market conditions. The companies then draw up their wage policy. At the same time, employee share ownership offers employees the possibility of Regarding compensation, the basic salary standard are countries, from an additional amount. In France, to encourage a team spirit and to associate each person with the success of the Group, Saint-Gobain favors the conclusion of collective profit-sharing agreements. Saint-Gobain shares benefiting from a discount and, in some becoming shareholders under preferential conditions. The Group Savings Plan (PEG) enables them to acquire Saint-Gobain also seeks to offer its employees health cover enabling them to obtain effective protection against the uncertainties of life. In France, social policy on health and pension expenses has been harmonized for all the companies, of establishment. cover to everyone. The Group wishes to continue this measure for the social protection systems, in all its countries by mutualizing plans and benefits in order to offer common To address social issues specifically, dialogues are held and applied to local priorities. The Group’s General Delegates periodically meet employee representatives to exchange views on the strategy and local challenges. In France, besides the numerous meetings held within the companies in particular, the Chairman and CEO of Saint-Gobain chairs the

Group Committee (the authority representing employees at Group level in France) and hosts central union coordinators at least once a year. At European level, the Chairman and CEO chairs the Convention for European Social Dialogue which brings together 70 union representatives from 27 specific training to perform their role. acts as spokesman for the Convention, who benefit from European industrial sites. These subjects are raised in particular by the members of the Select Committee, which European countries annually. With the aid of an independent expert, this Convention makes it possible to supplement the national dialogue by dealing with subjects of common interest such as safety or the trend of employment on In an uncertain economic context, Saint-Gobain is committed, as far as possible, to implementing solutions to safeguard employment and only to making job cuts as a last resort. The section 4.1.2). with retraining, assistance for geographic mobility or support for the execution of a personal project, such as the creation of a business. In France, the Saint-Gobain Development structure provides this supporting role (see chapter 4, affected by workforce adjustments benefit from personalized support programs which may result in training associated the Group. When restructuring is inevitable, the employees aim is initially to reorganize to deal with situations on a temporary basis, as in the case of temporary lay-off, or to favor internal mobility agreements which, associated with incentive measures, make it possible to maintain jobs within In order to develop a feeling of belonging among employees, Saint-Gobain relies on a certain number of measures that aim to make the Group a company of reference in terms of safety, energy efficiency improvement program for Saint-Gobain’s tertiary buildings, based on concepts of working comfort and conditions (see chapter 2, section 2.3.2). balance. Saint-Gobain also wishes to guarantee preferential access to the Group’s products and solutions, particularly by creating training in the techniques of laying and assembling products. The same applies to the CARE:4 ® extension, the health and working conditions. Saint-Gobain thus favors flexibility and telecommuting in order to create a motivating and engaging work environment, respectful of the work/life cross-functional. reference, known and recognized for the wealth of the career paths offered. It involves taking into account individual wishes and the requirements of the organization, offering adapted developing paths, whether individual or collective, specific or Saint-Gobain’s ambition is both to grow the skills and know-how of its employees while still ensuring excellence in each of its businesses, but also to be an employer of Develop talent 3.2.4

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SAINT-GOBAIN - REGISTRATION DOCUMENT 2016

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