Assystem - 2018 Register document

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NON-FINANCIAL INFORMATION STATEMENT

A RESPONSIBLE EMPLOYER

combat stereotyping. To address the problem at its source, we have taken the following steps: ● in 2018, we joined the “Elles Bougent” non-profit organisation set up to encourage girls of high school age to consider a career in engineering; ● we used last year’s Women’s Day (8 March 2018) as an opportunity to launch and roll down our new French communication campaign around the slogan “Women Engineers are Incredible”. Plans are now being made to launch similar campaigns in our other host countries. We also sponsored posts on social media promoting our gender balance programme; ● many communication tools are used to highlight the position of women in our workforce and improve the gender balance. For example, we target women candidates through specific hiring events and take part in forums and debates, a dedicated community has been set up on our internal social network, Yammer, and we publish an internal newsletter, and we also sponsor women’s sports events such as the La Parisienne and La Marseillaise runs. Encouraging the promotion of women within the organisation We have developed initiatives to help women take on additional responsibilities and become more assertive, including mentoring plans, lunch & learn coaching sessions, female leadership and self-marketing courses and conferences featuring female role models such as the French sailor, Isabelle Autissier, who visited our Company in 2018 to talk about her personal and professional experience. Networking is still a hot topic, as reflected in the popularity of our internal “Incredible Women” network dedicated to promoting the position of women inside and outside the organisation. Given its success, we are now looking at deploying the network internationally.

intelligence available within the organisation to drive competitive advantage. POLICY AND COMMITMENTS Our commitment to gender diversity has been translated into an ambitious and differentiating programme called Incredible Women . The programme is designed to achieve continuous progress towards the following objectives in the period to 2020, measured by precise indicators: ● hiring: 40% of new hires to be women by 2020 (versus 30% in 2018 and 7% in 2010); ● gender balance: women to account for over 40% of the total workforce by 2020 (versus 27% in 2018 and 17% in 2010); ● career development: 30% of managers to be women by 2020 (versus 15% in 2018 and 11% in 2010). A dedicated organisation has been set up to promote change in this area, led by a Gender Balance steering Committee which validates the strategic choices. A 4-member project team (who combine this task with their other work) is responsible for the programme’s operational management, supported by a network of correspondents who deploy the programme in our host regions and countries. ACTION PLANS AND RESULTS We have adopted a two-pronged gender balance strategy: Hiring and awareness-raising The engineering profession traditionally attracts more men than women. Too few girls are choosing to study science, technology and engineering, as evidenced by the fact that, on average, only 20% of engineering school students are women. The challenge for us is to go out and meet the young generations in order to change mentalities and

Championing women’s rights throughout the world In 2018, we took another step forward in our fight against discrimination by signing a pledge to uphold the Women’s Empowerment Principles (WEPs), which respond to one of the issues covered by the UN’s Global Compact. The pledge strengthens our engagement in favour of cultural, ethnic and social diversity. By holding the signing ceremony in the United Arab Emirates, we reaffirmed our commitment to promoting gender balance in all cultural environments. The seven WEPs are as follows:

● establish high-level corporate leadership for gender equality;

● treat all women and men fairly at work – respect and support human rights and non-discrimination;

● ensure the health, safety and well-being of all women and men workers; ● promote education, training and professional development for women;

● implement enterprise development, supply chain and marketing practices that empower women;

● promote equality through community initiatives and advocacy; ● measure and publicly report on progress to achieve gender equality.

Disability, a driver of social innovation As a group working in high-tech industries, Assystem believes that technological innovation is not enough on its own, it should be

accompanied by innovations that benefit employees and the community. Since 2007, we have been identified in part by our ability to propose innovative solutions that increase job opportunities for people with

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ASSYSTEM

REGISTRATION DOCUMENT 2018

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