AFD_REGISTRATION_DOCUMENT_2017

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CORPORATE SOCIAL RESPONSIBILITY

Employee information

Consumer Affairs, Labour and Employment (Direccte) in November 2015, this agreement covers the following four areas for the 2016-2018 period: P hiring and integration of new employees with disabilities, and collaboration with the sheltered and adapted employment sector (ESAT/EA); P retention of disabled employees; P training; P awareness-raising and communications. Specific targets include a direct employment rate of 3% by the time the agreement expires. France 2.1.6.3 The anti-discrimination policy AFD is constantly working to provide all people of comparable skills and profiles with equal opportunity for employment. A proactive policy for hiring and retaining disabled employees was implemented via an agreement signed with the unions in December 2012. The efforts made in recent years to strengthen the AFD network in foreign countries have resulted in increased hiring of local employees. The Group promotes the recruitment of working-age youth by hiring young people through work-study contracts (programmes alternating school training with apprenticeship in a business). In 2017, AFD’s workforce included seven employees working under professional training contracts as well as ten employees under apprenticeship contracts. AFD statistically analyses educational diversity and provides unions with indicators for each type of education ( grandes écoles , universities, etc.). No legal proceedings have been initiated against AFD for discrimination. provisions of the core International Labour Organization conventions concerning: 2.1.7.1 Respect for the freedom of association and the right to collective negotiation In addition to complying with French law on both of these issues, the maintenance and quality of employee dialogue are considered one of the major strategic areas for the internal social responsibility policy. The four underlying principles are: P a constructive dialogue: management and employee representatives work together to support AFD’s development. Their joint efforts are characterised by their pursuit of the collective good; P a respect for each party’s rights: management and representatives have complementary roles that should not be confused; P professional negotiations: AFD is careful to provide employee representatives with the resources to carry out their mandates fully (transparency of information supplied, outside training or support in case of difficult negotiations, etc.); 2.1.7 Promoting and following the

P the removal of management layers with a focus on the numbers of women and men within the Management committee and Executive committee, P personalised coaching and support in order to develop self- confidence, P development of internal professional discussion networks and involvement in inter-company influence networks devoted to promoting professional equality; P women within the network P presence of women within the network: target increased to 35% by end of 2019 (end December 2017: 31.1%), P support for spouse: introduction of a feedback questionnaire, continuing language training and preparation seminars, improvement in communication and documentation and development of the advisory/ orientation role performed by the agency; P compensation: P equal pay: close gaps (focus on employees over 50byears of age at levels E to G), P introduction of a specific financial package devoted to correcting significant differences following promotions (equal to 5% of the overall envelope dedicated to individual increases), P monitoring of actuarial-retirement developments and mortality tables (currently unequal for women/men); P combating stereotypes, sexist behaviour and harassment P Incorporation of the issue in the new management training cycle planned for 2018, P raising Executive committee/Management committee awareness, P awareness raising initiatives for all employees: conferences/films/workshops; P consideration of parenting issues P revaluation of the guaranteed increase for women returning from maternity or adoption leave (rate for individual increases +1 point), P pay guarantee for people returning from parental leave of more than six months (average observed increase over the same level of employment), P coaching initiatives for employees returning from maternal or parental leave. 2.1.6.2 Measures taken to promote the employment and integration of disabled people Recruiting and retaining disabled employees within the company is a major concern for AFD Group’s management and unions. In France, a proactive, structured policy for employing and hiring disabled people has been implemented (with the understanding that the definition of disabled employees varies in different countries) and within AFD Group it has resulted in: P AFD’s head office had 37bdisabled employees at 31bDecember 2017. In addition, management and the unions signed a “Handicap” agreement in October 2015. Having won approval from the Regional Directorate for Businesses, Competition Policy, P mandatory e-learning training for everyone,

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REGISTRATION DOCUMENT 2017

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