2021 Universal Registration Document


Social responsibility: a committed and responsible Group


2021 indicators

Training employees at every level to drive the cultural and behavioural changes needed to ensure women can advance (addressing the impact of stereotypes on decision-making processes, sexual harassment, sexism, etc.)

5,011 employees received training in gender equality issues 87% of scope: Europe, South America, Africa, Middle East, Singapore Key events for the Group: Gender Equality Tour with multicultural sessions in five languages: 1,088 employees trained “Action to prevent sexual harassment and sexist behaviour”: 3,923 employees trained 72.8% of scope: Europe, South America, Africa, Middle East, India and Singapore Programmes supporting women to more quickly increase the proportion of women in management: a total of 188 women mentored, vs 137 in 2020 82.5% of scope: Europe and India Key events for the Group: “TogetHER For Greater Balance” platform promoting women with inspiring careers at Sopra Steria. Media campaign: #WomenWhoInspire in Spain; videos of inspiring women in Belgium 2,717 members of gender equality-focused networks (Europe and India) working for greater gender equality in the digital sector by including more men in the approach Highlight in Italy: an inspiring female employee served as a role model by promoting careers in STEM to female secondary school students as part of the Elis Training project 85% of employees (vs 77% in 2019) responding to the survey felt that “Staff are treated fairly irrespective of gender”

Supporting career development for women through mentoring programmes

Promoting role models to inspire career choices through testimonials, talks, webinars, and internal and external multimedia campaigns involving inspiring women in the Group Promoting gender equality-focused networks to raise women’s and girls’ awareness of and attract them to the digital sector through events, in particular at schools (primary, secondary and beyond)

Great Place to Work survey

Increasing the proportion of women in senior management positions Increasing the proportion of women in senior management positions is one of the Group’s top three ESG priorities. In accordance with requirements laid down in the AFEP-MEDEF code, Executive Management has drawn up an action plan and targets to more quickly increase the proportion of women in senior management positions. To ensure that targets are achieved, an

operational governance structure has been put in place at the very top of the company to monitor the progress of this action plan. The target population of women in senior management positions encompasses the following: Group Executive Committee; p “Upper management”, corresponding to roughly the 3% of p employees on permanent contracts belonging to the top two echelons (future Executive Committee members). 29% of those promoted at the highest echelons of the organisation were women, in line with the overall proportion of women in the workforce 16.4% of female new hires were recruited into positions in the highest echelons Implemented recruitment targets Targets for bringing more women into senior management positions included in the criteria used to determine the variable component of management compensation Put in place a mentoring scheme (188 women mentored) Highlight in France: implemented the “Boost’Her” programme, a mentoring, coaching and training programme to help talented women make it to the very top of the organisation innovative initiatives in the areas of recruitment, adapting the work environment, training and awareness. The Group has reaffirmed its commitment and joined the ILO Global Business and Disability Network, an initiative run by the International Labour Organization (ILO). This network of international businesses aims to share best practices in the various countries to improve the recruitment and induction of employees with disabilities. The Group is committed to complying with local legislation, regulations and recommendations regarding employment of people with disabilities. Differences in how disability is defined from country to country mean we are not able to collect consistent and comparable data. 2021 achievements


Promoting female talent by identifying candidates and facilitating their access to the highest levels of the organisation

A recruiting plan to help meet the targets for female representation at the levels concerned alongside internal promotion procedures Adjustments to HR and management practices to promote gender equality

Supporting actions for talented women to encourage and secure their move into senior management positions by setting up specific training, coaching and mentoring programmes

2021-2025 performance indicator target The ultimate aim is to ensure that women are represented at every level of the Company, and particularly at the highest levels, in

proportion to their percentage of the total workforce. Women to make up 30% of the Executive Committee; p

20% of senior management positions to be held by women (with p an intermediate target of 17% of senior management positions to be held by women by 2023).


Our disability policy has been implemented to favour the recruitment and retention of people with disabilities through



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