ASSYSTEM_Registration_Document_2017

2017 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR)

HUMAN RESOURCES INFORMATION: HR DEVELOPMENT AS A DRIVER OF PERFORMANCE

In 2017, all of our facilities in France were OHSAS 18001-certified. In the belief that safety is a driver of performance, we are committed to conducting our business in a safe environment for our employees, clients, partners and other stakeholders. We have developed a four-pronged health and safety strategy: STRATEGY TO PREVENT MAJOR PHYSICAL AND PSYCHO-SOCIAL RISKS Assystem is an engineering group and its exposure to the risk of serious accidents is therefore limited. Physical risks mainly concern road accidents (45%), slipping and falling (35%), dizziness (9%) and accidents linked to the work environment and technical gestures. In 2017, we kept up our efforts to reduce the number of road accidents involving our employees in France. These occur mainly during employees’ daily commute or business trips. Several initiatives have been deployed, including: ● road safety training for employees who spend a lot of time on the road (i.e. drivers who clock up more than 27,000 km. a year); ● half-day eco-driving courses for employees who have been involved in an accident during the past year. These courses helped to reduce the accident rate by 1.2% in 2017. Preventing psycho-social risks is also a key concern for the Group. Management is keenly aware of situations that could make employees feel vulnerable or experience a loss of confidence, such as: ● exceptionally complex projects with very short deadlines, where the support and encouragement of all the teams involved is important; ● the on-bench periods that are a feature of Assystem’s business model, leading to professional and geographic mobility for the consultants concerned who receive effective support from the Group; ● individual situations (such as extended periods of ill health or the loss of a loved one) and group situations (such as a terrorist attack or a state of emergency) that temporarily affect the life of employees. We have a long-standing proactive strategy to address these risks, through a vigilance network made up of members of the Health, Safety & Working Conditions Committee, the directors of the regional offices and human resources professionals. The network’s mission is to identify and monitor employees classified as “at risk” or who have become vulnerable following an adverse life event. Managers at all levels in the organisation receive regular training in ways to prevent these risks and to manage them if they arise. The focus on anticipating and listening ensures that employees who are struggling to cope receive the support they need. The solutions offered may include making adjustments to their workstations. Employees can also contact a confidential helpline operated by an external firm, Ileas. ● campaigns to raise awareness of road accident risks;

A RoadTour to celebrate Mission Handicap’s 10th anniversary To mark Mission Handicap’s 10 th anniversary, the team criss- crossed France in an iconic vintage-style caravan, meeting employees, local partners (non-profits, regional authorities) and clients (EPR Flamanville and EDF Marseille), and organising sign-language courses, theatrical events and Christmas markets selling products made in sheltered workshops or by companies specialised in employing people with disabilities. Highlights of the RoadTour included “silent cafés” where employees were invited to place their orders using sign language and the installation of a photobooth outside the caravan with pictograms presenting different aspects of disability. The photos were then displayed in a collaborative fresco. This was an ingenious way of linking the Group’s various entities. Following the example of the engineering professions, Mission Handicap endeavours to innovate by developing disruptive solutions. Some 290 employees took part in the RoadTour which was supported by a large-scale media campaign. Preventing discrimination We are also committed to creating an inclusive environment and preventing all forms of discrimination, in particular through the “Equal Access to Education” charter adopted in 2005. We have built on this charter by organising regular training and information initiatives. The “Manager’s Employee Relations Toolkit” training programme for new managers includes diversity training designed to provide a basic understanding of all of these issues, including disability. In 2018, in compliance with new legislation in France, staff involved in recruitment, managers and HR teams will participate in a training programme on diversity-sensitive hiring practices addressing 24 discrimination criteria, conducted with the assistance of an external partner. Workplace health and safety are a priority concern and we pay particular attention to identifying and preventing risks. Our safety culture is a significant driver of internal cohesion; however, it is also an important issue that we address through a broad-based approach to protecting employee health and safety that considers not only applicable health and safety regulations but also the standards set by our clients and our own internal standards. 4.3.4.1 Health and safety, focused on preventing risks We have established a health and safety management system aligned with international standards such as OHSAS 18001. 4.3.4 WORKPLACE HEALTH, SAFETY AND WELL-BEING: A PRIORITY

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ASSYSTEM

REGISTRATION DOCUMENT 2017