2021 Universal Registration Document

4 CORPORATE RESPONSIBILITY

Social responsibility: a committed and responsible Group

Actions

2021 achievements

Fostering access to employment for people with disabilities

Percentage of employees with a disability: 2.96%, vs 2.48% 1 in 2020 Continuation of the plan put in place to reach out to and support employees with disabilities working remotely during the Covid-19 crisis Awareness raised among 6,000 employees (Group) 12,400 employees trained and awareness raised, vs 6,195 in 2020 Supported 51 secondary school students as part of the HandiTutorat academic tutoring programme 39 grants awarded to students with disabilities (annual programme) Facilitated inclusive purchasing: Procedure for purchasing from sheltered employers p Catalogue of suppliers in the sheltered employment sector p Partnered with the national UNEA network of sheltered p employers Challenge Innovation Awards: three selected projects currently in progress, sponsored by employees Employees took part in fostering the emergence of solutions that improve day-to-day life and increase independence for people with disabilities

Supporting employees with disabilities

Delivering training and awareness-raising to foster access to employment for people with disabilities Facilitating access to higher education for secondary school and university students

Supporting the development of the sheltered employment sector

Encouraging innovation to make day-to-day life easier for people with disabilities

In 2020, the reported proportion of 2.21% was recalculated to reflect the entry into force of new calculation rules issued by AGEFIPH in 2020 and not available at the time the 2020 report was (1) published.

2021-2025 performance indicator target : Increase the proportion of employees with disabilities from 2.96% to 3.30%.

INTERGENERATIONAL POLICY 2.7.3. The Group’s intergenerational policy aims to attract talented young people while ensuring that different generations continue to be represented. The Group promotes knowledge and skills transfer – a key component of its intergenerational policy – by appointing a mentor for every new recruit aged under 25.

The age pyramid illustrated below, shows a breakdown of the Group’s workforce (excluding acquisitions) by gender and age. It has remained stable for the past three years.

6%

3% 3% 3%

>55

7% 7%

5%

12%

45 to 55

6% 6%

13% 13%

7%

17% 17% 17%

35 to 45

8% 8%

14% 14%

27%

26%

25 to 35

25%

13%

3%

7%

5%

2% 2%

<25

6%

15

10

5

0

5

10

15

20

25

30

Women 2021 Women 2020 Women 2019

Men 2021 Men 2020 Men 2019

116

SOPRA STERIA UNIVERSAL REGISTRATION DOCUMENT 2021

Made with FlippingBook - Online catalogs