ADP_REGISTRATION_DOCUMENT_2017

SOCIAL, ENVIRONMENTAL AND SOCIETAL RESPONSIBILITY INFORMATION

RESEARCH AND DEVELOPMENT, PATENTS AND LICENCES

INFORMATION CONCERNING TRENDS

PROFIT FORECASTS

ADMINISTRATION AND EXECUTIVE MANAGEMENT BODIES

COMPENSATION AND BENEFITS OF CORPORATE OFFICERS

FUNCTIONING OF THE BOARD OF DIRECTORS AND MANAGEMENT BODIES

MAIN SHAREHOLDERS

OPERATIONS WITH RELATED PARTIES

FINANCIAL INFORMATION ON ASSETS, FINANCIAL POSITION AND RESULTS

Gender equality in the workplace Aéroports de Paris’ fourth three-year agreement on gender equality in the workplace covered the 2014-2016 period. It was extended in 2017 to allow the negotiation of a new agreement as part of the Diversity agreement of 27 April 2017. The purpose of the Aéroports de Paris professional equality guidelines and the associated measures is to ensure equal pay, improve job desegregation and act in favour of a work-life balance. The fifth agreement was signed on 29 November 2017. The Company confirms its determination to promote professional gender equality, highlights its desire to go further in this commitment and continues and completes its tangible, proactive actions: ◆ wage equality, through the analysis of compensation differences, recovery of unjustified differences and automatic progress in the event of maternity, paternity or adoption leave, full compensation during paternity leave, employee family supplementary benefit; ◆ the aim is to achieve 40% of women managers and 50% in recruitment to the “Graduate programme”; ◆ the CESU system (Universal Service Employment Cheque) and access to childcare places; ◆ the development of the partnership with the women’s “Elles bougent” network. The agreement also provides for additional progress on over- compensation of parental part-time jobs chosen until the child is six years old, the development of women in executive positions and the appointment of a professional gender equality contact. In 2017, the Company’s proportion of women was 37.9%, unchanged since 2015. A significant proportion of recruitment is still in the male- dominated technical and regulatory roles. The gradual rebalancing of men and women in the corporate hierarchy has been stabilised. The proportion of women in the executive category is 36.7% (36.1% in 2016, 36.3% in 2015, and 35.6% in 2014). A partnership was set up in 2015 with the “Elles bougent” association: its aim is to encourage women to work in engineering and technical roles, via its network of female sponsors who are also company employees. From 2010 to 2013, Aéroports de Paris applied the additional corrective salary measures as set forth in the current agreement. Since 2014, situations are examined on a case-by-case basis. In 2017, out of 11 requests studied, 7 situations resulted in wage adjustment. The salary gap between men and women (in average gross wages) is up to 10.0% in 2017, after stabilising between 2015 and 2016, at 9.3%. In 2017, more females were promoted than men, just like in 2016.

The social barometer gives a snapshot of the company environment and its main sectors and is a tool to help managers communicate with their teams. It takes place every other year, given the time needed to implement the action plans. The 2017 social barometer was carried out in October, with a 51.1% participation rate. These results were presented and action plans will be prepared in 2018. Annual report on workplace hygiene, health and safety The relevant agreements in force in 2017 for Aéroports de Paris are the following: three agreements, signed on 9 January 2017, improve the organisation and functioning of the CHSCT and employee representative participation in the prevention of occupational risks: ◆ the first reviews the scope of the CHSCT consistent with the diversity of the activities carried out within the Company and the places where these activities are exercised (seven committees); ◆ the second provides for the creation of a CHSCT coordination body, as a spin-off from local CHSCT when a project concerns at least two; ◆ lastly, the third on the resources allocated to the CHSCT, also provides for the creation of an inter-company committee to handle the Company’s prevention policy. Diversity policy Aéroports de Paris joined the Corporate Diversity Charter in 2013, and has worked on the diversity recruitment process with its subsidiaries. An agreement on diversity was signed on 27 April 2017. It is a framework agreement to take on transversal commitments for all discriminatory criteria, although recording the maintaining of specific commitments if necessary. These provisions form part of the successive agreements that the Company has undertaken for several years within the different areas related to equal opportunities: the inclusion of disabled workers (first collective agreement in 1991), professional equality (first agreement in 2003) and more recently, the retention of seniors in employment (collective agreement in 2009 then action plan relating to the 2013-2015 generation contract). The integration and support of young people is also a core concept in our training programmes. Provisions relating to the employment of young people and seniors are now incorporated into the global collective agreement of 29 January 2016 on training and generation contracts. They are subject to specific commitments which are described below. The extra-financial rating of Groupe ADP by EthiFinance increased by four points to 82/100 in 2016 with, in particular an increase of two points in the theme Human Capital, to 79/100. The parent company increased by three points to 83/100 and by one point in Human Capital, to 79/100. These ratings correspond to the level “Excellence”. A rating request will be renewed in 2018.

17

2017

2016

Men

Women

Workforce distribution by gender 1

Men

Women

Aéroports de Paris ADP Ingénierie ADP International

62.1% 74.0% 80.0% 72.5%

37.9% 26.0% 20.0% 27.5% 37.9%

62.1% 72.4% 73.6% 73.5% 62.1%

37.9% 27.6% 26.4% 26.5% 37.9%

Hub Safe Hub One

62.1%

1 Excluding Média Aéroports de Paris.

133

AÉROPORTS DE PARIS  REGISTRATION DOCUMENT 2017

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