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Social Indicators
Diversity and Equal Opportunities
◆
UMG Australia: the policy of employing persons with a disability is
currently being studied by a “Learning and Development Manager”;
it is expected that the policy will come into force in 2016;
◆
Digitick works closely with the association
Accompagner la
Réalisation des Projets d’Études de Jeunes Élèves et Étudiants
Handicapés
(ARPEJEH) and is committed to accepting young trainees;
◆
Devispresto (MyBestPro) adapts the job position of an employee with
a disability by setting up telecommuting.
The integration of individuals 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 for
employees and managers to raise awareness of disabilities.
5.6.3.
PROMOTING DIVERSITY AND
NON-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 opportunities 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 employees’ concerns.
Moreover, in the US and the UK subsidiaries, a hotline is available to
employees, in accordance with applicable rules and regulations, to report
any cases of discrimination or harassment.
The Vivendi group is aware of the issue of diversity and pursues a policy
in favor of equal opportunities, as defined in various ways depending on
the subsidiary:
◆
providing employee training on diversity issues;
◆
implementing agreements on employing disabled workers;
◆
negotiating and signing agreements on remote working
arrangements;
◆
establishing inter-company nurseries to facilitate a balance between
personal and professional life;
◆
continuing the commitment to select applicants exclusively from the
standpoint of diversity; and
◆
contributing to the action plan, programs or collective bargaining
agreements related to gender parity.
The Canal+ Group and Universal Music Group have long been involved
in diversity issues. The Canal+ Group’s global presence requires it to
develop a territorial base for its business activities. Hence, for its growth,
it is vitally important that its staff reflect this diversity. Universal Music
encourages diversity in all of its activities and has committed itself to
eliminating all forms of discrimination through its Equal Opportunity
policy which applies to all employees and also to temporary workers
and job applicants as well as to the numerous contractors, suppliers and
consultants
(1)
.
Vivendi group managers receive regular awareness training on the
group’s hiring criteria, which are based on openness, difference and
diversity. Social dialog and the signing of numerous agreements on issues
such as professional gender equality, disability, employment of seniors,
and the awareness policy pursued at all levels by the group on these
issues are a reflection of this commitment.
Employment of Seniors
The term “senior” refers to an employee aged 55 or over.
EMPLOYMENT OF SENIORS
(NUMBER AND PERCENTAGE OF THE HEADCOUNT)
GRI
UNGC
OECD
G4-10, G4-LA12
1, 6
IV, V.1.e
2015
2014
UMG
617 (8%)
585 (8%)
C+G
278 (4%)
240 (3%)
of which SECP
72 (10%)
70 (8%)
Vivendi Village
20 (3%)
9 (1%)
Corporate
49 (24%)
45 (23%)
Total
964 (6%)
879 (6%)
The overall percentage of seniors at group level (6%) has remained
unchanged over the last two fiscal years. Their presence is greatest at
the corporate level (24%) owing to the level of expertise of employees
working at corporate headquarters.
Employment of Youth
NUMBER OF EMPLOYEES WITH WORK-STUDY CONTRACTS
IN THE GROUP IN FRANCE EMPLOYEES WITH WORK-
STUDY CONTRACTS IN THE GROUP IN FRANCE
GRI
UNGC
OECD
G4-10, G4-LA11
6
V.1.e
2015
2014
Consolidated data
225
230
Vivendi continues to pursue its engagement in employing young staff
members through various types of work-study programs. The number of
work-study contracts in 2015 is mainly due to the Canal+ Group’s active
investment (61% of contracts) and to Universal Music France (26% of
contracts). Vivendi Village, Dailymotion and Vivendi Headquarters
employed 13% of the work-study contracts in 2015.
(1)
Equal Opportunities: Our Policy, UMG internal publication, circa 2013.
EXTRA-FINANCIAL INDICATORS HANDBOOK
2015
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