AFD // 2021 Universal Registration Document

STATEMENT OF NON-FINANCIAL PERFORMANCE Ameaningful work environment

Furthermore, in 2021, the application of the collective agreement on teleworking in the context of the health crisis generated a dispute over interpretation. The Paris Court of Justice (Tribunal Judiciaire de Paris) , to which the trade unions had referred the matter, gave them satisfaction.

Among the negotiations initiated in 2021, several resulted in the signing of a collective agreement.

❙ A review of collective agreements (and notifications of disapprovals) signed in 2021: 21/01/2021 Agreement on gender equality in the workplace (2021-2023) 18/03/2021 Electronic voting agreement 30/03/2021 Agreement on the extension of the terms of office of employee representatives

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Agreement on the functioning of the social and economic committees of the institutions and the central social and economic committee Minutes of the disagreement in relation to the Negotiation on remuneration, working hours, and the sharing of added value in 2021

06/04/2021

15/04/2021

30/06/2021 Agreement on profit-sharing for the 2021, 2022 and 2023 financial years

At the employee representative bodies, a number of issues were addressed. Of the 12 consultations held at the head office SEC, ten resulted in a favourable opinion, seven of which were unanimous. At the level of the central SEC, 11 ɸ favourable opinions were issued, including six unanimously among the 12 ɸ projects submitted for consultation. Finally, 2021, like 2020, was marked by the Covid-19 pandemic. Faced with this health crisis, social dialogue had to adapt: remote meetings and signatures, multiple meetings to inform and consult the social partners on the management of the crisis, professional elections adapted to the health context, implementation of a remote voting tool for procedure meetings, ɸ etc. 2.8.4 Promotion of professional equality and diversity 2.8.4.1 Promotion of professional gender equality Professional gender equality is a major priority in the AFD Group’s human resources management policy, which aims to promote diversity and equal opportunities. It is anchored in the Group’s values and is an integral part of its corporate social responsibility approach. A new “professional equality” agreement, signed with the social partners, has been in force since January ɸ 2021. It reflects the commitment of AFD’s management and its elected officials to continue the actions to promote professional equality initiated several years ago and reaffirms their commitment to respect the principle of non-discrimination and equal opportunities for women and men. Guaranteeing professional equality, developing diversity in jobs at all levels and in different functions, and promoting gender parity represent a source of progress and overall performance, both economically and socially. This approach is consistent with the approach initiated by the Group in terms of its operations by making the theme of gender a lever for achieving the SDGs.

The new agreement identifies the following professional equality priorities for the Group: P access to employment; P promotion and professional development; P equal pay; P work organisation, work-life balance; P training and awareness-raising on professional equality; P action in the fight against domestic violence. The agreement is applicable from 2021 to 2023 and includes employees working in French overseas departments. AFD is increasing its objectives in terms of recruiting women engineers, promoting women to high-level positions of responsibility, and expatriation. In addition to maintaining its previous commitments, AFD is innovating by setting up a support system for caregivers. Onboarding training without discrimination becomes mandatory for managers. In addition to previous achievements, the focus was on the implementation of a system to prevent and combat domestic violence. AFD signed the charter of commitment against domestic violence in the presence of Minister Élisabeth Moreno. Thanks to a partnership with the inter-company collective OITW, supported by the FACE foundation, AFD benefits from an e-learning module dedicated to domestic violence, and human resources managers received more in-depth training. A communication campaign informed all employees of useful contacts and social assistance that can be activated in the event of domestic violence. The Executive Committee was made aware of the links between ordinary sexism and professional gender inequality. AFD’s efforts concerning professional gender equality were recognised when it received the AFNOR label (1) on professional equality in July ɸ 2021. AFD published its gender equality index at 1 ɸ March 2021 in accordance with the law on the freedom to choose a professional future (2018). This index stood at 92 points out of 100.

(1) Association française de normalisation.

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2021 UNIVERSAL REGISTRATION DOCUMENT