2021 Universal Registration Document


Social responsibility: a committed and responsible Group

Policies, actions and achievements associated with these five challenges are described below. As part of its commitment to collective responsibility, Sopra Steria presents its roadmap for achieving its targets announced in 2021: Priorities Targets for 2025 2020 Results 2021 Results

Boost visibility of actions and gain more followers on social media



5.8% interest managed on behalf of employee shareholders (company mutual fund/trust) Launch of the We Share programme -4.8 points due to delayed resumption of recruitment in the second half of 2021

1. Attracting and retaining more talent

6.3% interest managed on behalf of employee shareholders (company mutual fund/trust)

Give all employees a more meaningful stake in the Company’s performance

Increase the % of employees under 30 (1) Increase proportion of training hours linked to innovation and digital transformation to 20% (2) 100% of employees receive training every year Management and Leadership programme fully rolled out at Group level 30% of Executive Committee seats to be held by women 20% of senior management positions to be held by women (17% in 2023) Increase the proportion of women in the 10% most senior positions Increase the proportion of employees with disabilities to 3.3% (scope: France) All employees to have access to a non-discrimination training module All employees to have access to a workplace well-being programme (4) Maintain high-quality labour relations and successfully implement agreements

+0.2 points

13.3% 41.7% of scope: France

Not available

2. Maintaining and developing skills



Launched in France in 2021 41.7% of scope: France

Launched in France in 2021




Update in 2023



3. Diversity and equal opportunity

2.48% (3)


Launched in 2021


4. Health, safety and working conditions

Launched in 2021


5. Labour relations

74.2% of scope: Europe

74.4% of scope: Europe

Performance indicator relating to key risks set out in the Statement of Non-Financial Performance: 2019-2021, renewed for 2022-2025 . (1) Performance indicator relating to key risks set out in the Statement of Non-Financial Performance: rebased for 2022-2025. (2) In 2020, the reported proportion of 2.21% was recalculated to reflect the entry into force in 2020 of new calculation rules issued by AGEFIPH and not available at the time the 2020 report was (3) published. The workplace well-being programme includes training in the form of talks and workshops on issues relating to health and work-life balance. (4)

Employment policy for professional excellence 2.3. For many years, the Group’s growth has been backed by a proactive employment policy of recruiting talented individuals and developing employees’ skills. This policy and a working environment nurturing professional development and well-being help to attract and retain its talent.

At 31 December 2021, the Group had 47,437 employees, including acquisitions. The workforce grew relative to 2020 thanks to recruitment returning almost to 2019 levels (with 10,636 new hires in 2021 vs 10,844 in 2019). Employees are mainly based in the following countries: Germany, Spain, France, India, Norway and the United Kingdom, which together account for 88.8% of the Group’s total workforce. The Group continued to pursue its policy of taking on work-linked training students and interns, welcoming 995 interns in 2021, compared with 846 in 2020 (66.6% of scope: Austria, Belgium, France, Germany, Italy, Luxembourg, Morocco, Poland, Spain, Switzerland, Tunisia) and 564 work-linked training

External growth is also a strong driver of the Group’s development and increased business volumes. Thanks to the various acquisitions completed in 2021 (420 employees), the Group can offer a comprehensive response to its clients’ needs in terms of transformation and competitiveness.



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