42
Non-Financial Indicators Handbook -
2013
-
VIVENDI
Social Indicators
5
Equality and diversity in employment
Women on Vivendi’s Supervisory Board
Percentage of women on Vivendi’s Supervisory Board
GRI
UNGC
OECD
4.1, LA13
1, 6
IV, V.1.e
2013
2012
Consolidated data
38.5%
36.4%
With 5 women among its 13 directors, Vivendi ranks 4
th
among
120 French companies based on the percentage of women on its
Supervisory Board, pursuant to the study
(2)
conducted by the Ministry
of Women’s Rights in October 2013. Two of these directors chair Board
committees: the Corporate Governance and Appointments Committee
and the Human Resources Committee.
(2)
Study available on the Ethics and Boards website.
■
5.6.2. Measures Promoting Employment and Integration of Workers with Disabilities
Workers with Disabilities in France
Workers with disabilities
GRI
UNGC
OECD
LA13
1, 6
IV, V.1.e
2013
2012
Consolidated data
327
297
C+G
72
UMG
9
SFR
241
Headquarters
1
Other
4
In 2013, the number of workers with disabilities rose by 10% in Vivendi’s
business segments in France. This increase was due to the strong
engagement of the Canal+ Group (an increase of 31%) and SFR (an
increase of 6%).
Employment and Integration of Workers with Disabilities
The definition of a “worker with disabilities” used in this indicator is
the one defined by national legislation or, failing that, by Convention
159 of the International Labor Organization (ILO): “any individual whose
prospects for securing, retaining and advancing in suitable employment
are substantially reduced as a result of a duly recognized physical,
sensory, intellectual or mental impairment”.
As part of its corporate social responsibility, the Canal+ Group
has been committed for several years to implementing disability
collective agreements (known as disability agreements) and has
introduced an awareness policy on this topic under the CanalHandi+
banner. This reminds employees of the Group’s commitments in this
area to recruit, integrate and retain disabled workers in jobs, as well
as its participation in training disabled youth through internships
or work/study programs. Over the period 2011 to 2013, Canal+
has employed several dozen persons declared desabled.
In late 2013, a new “Handicap” agreement was signed for a three-year
period by all the trade unions represented in the Group, thus enhancing
the commitments already made in previous years. The new agreement
provides for the following:
– hiring 20 disabled workers between 2014 and 2016, and a
“discovery” policy for identifying disabled young graduates
through internships and work/study programs;
– participating in recruitment forums and maintaining specific
partnerships such as
Handicafé, Forum Adapt
,
Osons
! and
Tremplin
;
– increasing business with the sheltered sector through increased
communication with the Purchasing Department and all
employees;
– assisting a significant number of employees to report their
disability, with the help of a social worker for administrative
support;
– empowering disabled employees and keeping them on the payroll
through various forms of assistance:
• authorized absences compensated (for recognition of disabled
worker status procedures, medical care or a sick disabled
child),
• disability CESU paid by the Company at the rate of 75%, and
• participation in funding assistance associated with disabled
workers in the Company;
– numerous communication initiatives carried out, in particular
during National Disabled Employment Week. In 2013, programs
were held to raise awareness of disability, featuring topics such
as youth, sports, cuisine, home and music;
– information and awareness campaigns held and a disability
referral agent network created among employees;
– disability awareness and training sessions held for employees
and managers; and
– HR staff and managers trained in hiring disabled workers.
UMG in Germany: A disabled Employee Officer is responsible for the
needs of disabled workers.
In the agreement of April 24, 2012, signed for a three-year period,
SFR undertook to finance the work of reclassifying workers with
a disability who have been declared unfit by the occupational
physician. Thus it assists and supports employees with a
psychological disability to reduce the risk of possibly being declared
unfit to work. Partnerships have been formed with specialized
associations, which means assistance can be provided to medical
teams and HR staff in preventing and dealing with a psychological
disabilities at work.
