2021 Universal Registration Document
4 CORPORATE RESPONSIBILITY
Social responsibility: a committed and responsible Group
our compensation policy is a management tool based on p recognising each individual’s contribution to the Group’s performance, over and above the requirements of local legislation. It is based on the principle of fair treatment and supported by a system of personalised annual performance appraisals for all employees. Compensation offered is in line with local regulations and exceeds the minimum wage (where one exists) in countries in which the Group is present.
The policies described above have translated into the following actions and achievements: Employer brand and recruitment: 2021 was a mixed bag due to the public health situation. Activity slowed in the first half of the year, with some remote and face-to-face events resuming in the second half, particularly in schools.
Attracting and recruiting : ensure that we hire a diverse range of people
10,636 new hires, vs 6,133 in 2020 31.7% of new hires under 25, vs 29.5% in 2020 New hires in France spanned 53 different nationalities (15 European and 38 non-European) Highlight in India: recruitment programme – 574 young people recruited under a graduate programme including 4 to 7 weeks’ training and tailored support 995 interns welcomed, vs 846 in 2020 564 work-linked training students welcomed, vs 557 in 2020 420 school initiatives, vs 614 in 2020: decline due not only to the Covid situation but also to a shift in policy to focus more on content-based activities (classes, academic and corporate chairs, etc.) and less on forums 54.6% of scope: Europe, Africa, India Morocco highlight: an innovative programme in partnership with 17 business and engineering schools to support students, deliver classes and co-design innovative solutions (700 participants) Glassdoor : scored 3.7/5 (up 0.1 point vs 2020) LinkedIn : selected as one of 25 top companies, with 420,200 followers vs 336,762 in 2020 Potential park : ranked among the top 5 French companies (up 13 places vs 2020) Happy Trainees : scored 4.06/5 (vs 3.82 in 2020) Universum : Ranked in the top 3 companies for “Skills Development” Highlight in France: new recruitment channels, with five original event formats rolled out – coding competitions, e-sports challenges, job dating in unusual settings, open days and talks from Sopra Steria experts
Strengthening relationships with universities : promoting jobs in the digital field to attract more young people, welcome more interns and work-linked training students, etc.
Exploring new recruitment channels : numerous sourcing campaigns on social media, etc.
Fostering international mobility : offering students (1) and employees opportunities to broaden their career paths
62 international job moves to 13 different destinations (vs 78 in 2020) 76.2% of scope: Europe, Africa and the United States Proportion of women hired: 33%, vs 34% in 2020 (see section 2.7 "Diversity and equal opportunity" (page 113)
Encouraging more women to join us to help increase the proportion of women working in the digital sector, at all echelons (see section 2.7 “Diversity and equal opportunity” (page 113)
Students: due to the public health situation, which resulted in a ban on internships and work-linked training programmes outside France, no internships or work-linked training programmes were (1) undertaken in 2020 or 2021.
Retention is a key priority in a complex environment. Working arrangements were severely disrupted in 2021, with the advent of hybrid working patterns and staff returning to offices after a long period of fully remote working.
Managing induction and follow-up of new recruits through “Immediate Boarding”, a two-day welcome and induction course tailored to inductees’ seniority Immersive, innovative remote learning event
“Get on Board” induction programme (France) and country-specific programmes: 4,207 participants hosted, vs 1,500 in 2020; p Get on Board satisfaction rate: 4.4/5. p 67.9% of scope: Europe, Africa, South America, Middle East. Continuous improvement approach with regular satisfaction surveys All Group employees assessed using the same HR systems and processes 22,667 employees in 15 countries covered by an enhanced HR system In addition to operational and HR support, 70% of employees chose a mentor to support them in their career development
Maintaining employability: an ongoing career and skills assessment and development process Strengthening relationships: additional mentoring available to each and every employee
64.9% of scope: Africa, United States, Europe Continue rolling out in other geographies in 2022
SOPRA STERIA UNIVERSAL REGISTRATION DOCUMENT 2021
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