Assystem - Registration Document 2016

2016 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR)

HUMAN RESOURCES INFORMATION: HR DEVELOPMENT AS A DRIVER OF PERFORMANCE

Certain measures deployed by the Group go beyond its legal obligations. In France, for example, an agreement concerning special arrangements and resources for employee representatives was signed on 30 August 2016 between AEOS and the trade unions. Under the terms of the agreement, each Works Council member has been allocated additional hours for Council business, the Council has been given a dedicated phone line for conference calls and a full-time assistant, monthly Works Council meetings will be organised in the regions, and the Works Council can set up local units to manage welfare and other activities. 4.3.2.2 Overview of collective agreements In 2016, the process of active social dialogue led to the signature of several collective agreements in France: ● on 21 December 2015, renewal of the gender equality agreement covering Assystem France/Assystem Régions for a period of three years beginning 1 January 2016. The agreement establishes new commitments designed to: ● increase the proportion of female hires, particularly for management positions, with specific targets to be achieved within specified periods, ● ensure that female hires are offered the same salary as their male counterparts; ● pursue initiatives to help women move up the career ladder and secure promotion to management positions, ● promote a work environment that enables employees to balance their responsibilities at work with their family responsibilities; ● on 16 February 2016, renewal of the agreement to promote employment of people with disabilities covering AEOS and Assystem France/Assystem Régions; ● on 15 March 2016, signature of a statutory employee profit-sharing agreement covering Assystem France/Assystem Régions; ● on 10 May 2016, signature of Addendum 2 to the agreement covering supplementary health and death/disability insurance plans for employees of AEOS, Assystem France/Assystem Régions and Athos Aéronautique; ● on 19 May 2016, signature of an addendum to the corporate agreement on the reorganisation and reduction of working hours (“35- hour week” agreement), covering Assystem France/Assystem Régions; ● on 19 May 2016, signature of an addendum to the corporate agreement establishing working time savings accounts, covering Assystem France/Assystem Régions; ● on 23 June 2016, signature of a discretionary employee profit-sharing agreement covering Assystem France/Assystem Régions; ● on 30 August 2016, signature of an agreement on the special arrangements and resources for employee representatives at AEOS (see above); ● on 14 September 2016, signature of an addendum to the discretionary employee profit-sharing agreement covering Assystem France/Assystem Régions; ● on 5 December 2016, signature of an agreement covering support for AEOS employees in building personal professional mobility projects (trialled at the Belfort unit).

The working conditions agreements covering employees in Romania was also renewed in 2016.

4.3.3

ANTI-DISCRIMINATION POLICY AND PROMOTION OF DIVERSITY

Fighting discrimination and promoting diversity are an integral part of the Group’s values, supporting its aim to be one of the best-performing engineering firms in this respect. For several years, the Group has been following an assertive equal opportunities and diversity policy supported by practical initiatives in the areas of hiring, partnerships, employee agreements and community outreach. This policy is being deployed in all host countries. In the United Kingdom, the equal opportunities and diversity policy adopted in 2013 promotes equality in hiring, career development, training, working conditions and remuneration, and the prevention of discriminatory behaviour on the grounds of gender, marital status, disability, race, colour, religion, nationality, ethnic origin, sexual orientation and age. The policy focuses notably on promoting employees based exclusively on merit and ensuring that managers adhere to this fundamental principle. In Germany, the anti-discrimination policy in place since 2006 includes a whistle-blowing procedure. In Romania, training seminars and awareness-building programs have been developed to promote application by management of best practices in the area of diversity policy. 4.3.3.1 Gender equality The Group invests heavily in promoting gender balance and equality, covering both general working conditions (hiring, promotion, qualifications, training, etc.) and salary policy. At issue is banishing stereotypes, applying the “equal work for equal pay” principle, keeping up the endeavour to hire more women, and promoting mixed teams and equal career development opportunities. There is a serious shortage of women engineering graduates and very few women send unsolicited job applications to companies operating in Assystem’s industry. The Group has developed various targeted initiatives to overcome this problem, such as by creating and leading a network specifically dedicated to promoting the role of women within the organisation. Named Femmes d’Énergie , it comprises various corporate agreements, a work-life balance charter, programs to increase managers’ awareness of the benefits of mixed teams and women- focused talent management and training initiatives. Femmes d’Énergie was initially launched in France and was extended to Belgium and the United Kingdom in 2015. The network currently has 400 male and female members. It has a deep regional presence, with 40 local correspondents, and is being deployed gradually throughout the Group. Projects for 2017 concern mentoring programs and communication about the WorkPlace on-line communities.

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ASSYSTEM

REGISTRATION DOCUMENT 2016