2021 Universal Registration Document
4 CORPORATE RESPONSIBILITY
Social responsibility: a committed and responsible Group
Social responsibility: a committed and responsible 2. Group
The Group adheres to the principles and fundamental entitlements of the Universal Declaration of Human Rights adopted by the United Nations General Assembly in 1948 and the European Union’s Charter of Fundamental Rights. It abides by the eight fundamental conventions of the International Labour Organization (ILO) and is committed to: Complying with European Community and domestic labour law p and collective bargaining agreements in each country where the Group operates or, if necessary, putting in place measures intended to improve relations between labour relations; Upholding, in particular, freedom of association and the right to p collective bargaining in each relevant country, the elimination of forced or compulsory labour and the effective abolition of child labour. It meets the United Nations Sustainable Development Goals and directly or indirectly contributes to Goals 3, 4, 5, 8, 9, 10 and 17. In keeping with these commitments, it pursues a corporate responsibility policy aimed at safeguarding the health and safety of each of its employees and ensuring that everyone is treated with dignity and respect at work. The goal is to foster a caring work environment where everyone feels recognised and valued irrespective of origin, gender, age or disability 2021 context The uncertain public health and economic environment and new hybrid working arrangements prompted the Group to adapt its work environment so as to protect its employees and maintain their engagement. The goal was to establish genuine relationships of trust between managers and their remote teams by rolling out specific programmes and new digital tools designed to help meet this collective challenge. The Group was able to successfully adapt, enabling business to continue without any significant impact on indicators, including recruitment. Governance 2.1. All matters relating to talent management, employee training and diversity are managed by the Group Human Resources Director, supported by a network of country and/or subsidiary Human Resources Directors. Regarding matters related to health and safety and labour relations, each country and/or subsidiary is subject to its own country’s legislation. Health and safety committees in each country ensure that specific processes and measures are implemented at the local level. These measures cover, in particular, buildings (security of premises, furnishings, heating and air conditioning, etc.) and food (canteen, water, etc.). Social dialogue is organised through regular (weekly, monthly and annual) steering meetings attended by the HR directors of the different companies to exchange and ensure the
consistency of the approach to labour relations with the Group's policy. The Group Human Resources Director reports directly to Sopra Steria’s HR Transformation Director, who is a member of the Executive Committee .
Responsible employment 2.2. priorities
The digital sector is a strategic sector of the economy. The digital transformation has gathered pace over the past two years as a result of the public health situation, affecting many areas of day-to-day life. Teaching, healthcare and the service sector have been very quick to adopt digital technology. Digital technology is a real necessity at a time when the Company must reinvent itself while also maintaining a long-term vision. Sopra Steria Group is transforming itself to increase its value to clients by addressing their business challenges, combining its various service offerings as part of an end-to-end approach and incorporating digital technology at every level. It seeks to continually develop the abilities of its teams, to ensure that they can constantly adapt to technological and market changes. The Group’s five main responsible employment priorities are as follows: Attracting and retaining more talent to support the Group’s p development; Maintaining and developing skills to boost employees’ skills p to proactively meet clients’ current and future needs; Diversity and equal opportunity to address issues of p importance in the public interest and prevent all forms of discrimination, with a particular focus on access to employment for people with disabilities and young people, as well as workplace gender equality; Labour relations to work with employee representatives to p maintain constructive dialogue and negotiations in order to plan ahead for and support the major changes affecting the Group; Health, safety and working conditions to offer an p environment conducive to quality of life at work. Given the nature of the Group’s business, not all the responsible employment priorities set out above constitute key risks as defined in the Statement of Non-Financial Performance. Only the priorities related to attracting talent and maintaining and developing skills are key risks for the Group, and are treated as such in the “Risk factors” section. The relevant information is set out in section 1, “Risk factors” of Chapter 2 of this Universal Registration Document (pages 38 to 44).
SOPRA STERIA UNIVERSAL REGISTRATION DOCUMENT 2021
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