43
Non-Financial Indicators Handbook -
2013
-
VIVENDI
Social Indicators
5
Equality and diversity in employment
In 2013, special emphasis was placed on the following:
– adjusting work stations and the work environment of employees
with disabilities on the SFR Campus;
– increasing the percentage of services devoted to the sheltered
sector on the new website; and
– developing partnerships with schools and universities and the
CFA (Centers of apprentice training) to hire apprentices with
disabilities for work/study programs.
The integration of people with disabilities and non-discrimination
are principles respected within every company in the Group. In
the recruitment process, the companies ensure equal treatment
for applications and maintain strict respect for the individual. At
the same time, the companies have developed specific training
programs to raise the awareness of employees and managers
regarding disabilities. It should be noted that, for Maroc Telecom,
the social and cultural context limits the publication of information
on disabilities.
■
5.6.3. Diversity and Discrimination Policies
Diversity and Non-Discrimination Policies
in the Business Units
In accordance with Vivendi’s Compliance Program, the Group’s
subsidiaries are committed to equal opportunity for all in recruitment,
mobility, promotion, training and compensation, without distinction as
to gender, religion, origin, age, personal life or disability.
Vivendi’s Compliance Program states that, in each subsidiary, the
Compliance Officer is in charge of responding to an employee’s
concerns. Moreover, in the US and the UK subsidiaries, a hotline
is available to employees, in accordance with prevailing regulations,
to flag any cases of discrimination or harassment.
In 2012, an interim audit conducted by AFNOR at SFR confirmed that,
until 2014, it would retain the Diversity Label it was awarded in 2010.
For 2013, a “Diversity” action plan was drafted with the following major
points:
providing employee training in diversity issues;
implementing the 2012-2014 disability agreement;
negotiating the signing, on December 20, 2013, of an agreement on
remote working;
continuing the commitment to preselect and select applicants
exclusively from the standpoint of diversity;
implementing educational programs targeting youth from
disadvantaged neighborhoods;
contributing to the action plan related to gender parity; and
launching a study on installing inter-company nurseries to facilitate
the balance between personal and professional life.
Vivendi and SFR have also introduced a parental leave policy for
employees partnered with a person of the same sex who have had a
child.
The Canal+ Group has long been involved in diversity issues. Its global
presence requires it to develop a territorial foothold for its business
activities. Hence for its growth it is vitally important that its staff reflect
diversity and a gender balance. Managers receive regular awareness
training in the Group’s hiring criteria, which are based on openness,
difference and diversity. Social dialog and the signing of numerous
agreements on topics such as professional gender equality, disability,
employing seniors, and the awareness policy conducted at all levels by
the Group on these topics are a reflection of this commitment.
Employment of Senior Employees
The term “senior employee” refers to an employee over 55 years of age.
Their presence is greatest in the Maroc Telecom Group and at Vivendi
Corporate: they represente 10% of the total workforce at Maroc Telecom
and in several of its African subsidiaries, and nearly 22% at Vivendi
Corporate, which is due to the high level of expertise of the employees,
typical for a corporate headquarters. A total of 4.7% of the Group’s
workforce is over 55.
Employment of senior employees (number and
percentage of the workforce)
GRI
UNGC
OECD
LA1, LA13
1, 6
IV, V.1.e
2013
2012
Consolidated data
2,507 (4.7%)
2,241 (4.4%)
C+G
202 (3.4%)
UMG
561 (7.3%)
GVT
151 (0.9%)
SFR
392 (4.2%)
MTG
1,141 (9.7%)
Corporate
50 (21.9%)
Other
10 (1.4%)
Employment of Youth
Number of employees with professionalization contracts
in the Group in France
GRI
UNGC
OECD
LA1, LA13
6
V.1.e
2013
2012
Consolidated data
662
648
Vivendi continues to pursue its engagement in employing young staff
members through various types of work-study contracts. The increase
in the number of contracts in 2013 (+10%) is the result of the Canal+
Group’s active investment in numerous apprentice training programs.
