Assystem - Registration Document 2016

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2016 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR)

HUMAN RESOURCES INFORMATION: HR DEVELOPMENT AS A DRIVER OF PERFORMANCE

The comparative situation of men and women within the Group is gradually improving, as illustrated by the following data: ● women represented 23% of the total workforce at 31 December 2016 versus 22% at 31 December 2015; ● women accounted for 27% of new hires by AEOS, Assystem France, Assystem Régions and Athos Aéronautique in 2016, versus 22% in 2010; ● the Group had three times more women managers in France in 2016 than in 2010; ● the proportion of women in the Group in France rose from 17% to 23% between 2010 and 2016. 4.3.3.2 Recognising the value of older employees In light of the changes in the job market and moves to push back the statutory retirement age, the Group pays close attention to supporting the professional development and recognising the value of employees aged 45 and over, who represented 20% of the total workforce at 31 December 2016. A career management system has been set up, aimed at helping older employees maintain and enhance their skills and to pass on their know- how to the younger generation. Employees are interviewed to ascertain their plans for the second part of their career and the information is entered in the Strategic Workforce Assystem Planning (SWAP) system (see Section 4.3.5.2 of this Registration Document) which helps them redefine their professional objectives. In 2013, AEOS and Assystem France signed a corporate agreement with trade union representatives to set up a “Generation Contract”, a new type of contract introduced in France to encourage the employment of young people and promote knowledge-transfer from older employees (see Section 4.3.5.1.3 of this Registration Document). Assystem has long been committed to helping people with disabilities to join the workforce, and to acting as a standard bearer in this area. In 2005, the Group pledged to uphold France’s equal opportunity charter, in 2007 a dedicated unit was set up to help employees and managers address the issues faced by disabled workers and in 2013, a three-year corporate agreement on the employment of people with disabilities was signed, which was renewed in 2016. Through these initiatives, the Group has set the standard among engineering firms in France for the employment of people with disabilities. The Group Diversity and Recruitment Department has set up a Mission Handicap team comprising a manager, two project leaders and an assistant, that is tasked with creating and maintaining a dynamic process to: 4.3.3.3 Making disability a source of strength for Assystem

● promote outsourcing of maintenance work and digital, logistic and other services to “EA” and “ESAT” companies specialised in employing people with disabilities; ● increase awareness of disability issues among Group employees and among people outside the Group (for example, by participating in the European Disability Employment Week and in the organisation of handicafés in various French cities). Clients are also targeted through proposals to create temporary joint ventures between Assystem, the client and an EA or ESAT, the organisation of disabled sports events and other events, and client participation in non-profit organisations such as Hanvol (see Section 4.3.5.2 of this Registration Document); ● enter into partnerships, through the Assystem Innovation Factory, to increase the involvement of the Group’s engineers in research and innovation projects designed to improve the lives of people with disabilities (for example, Handroid, an internal exoskeleton project to develop the first wheelchair enabling people with reduced mobility to access industrial or public buildings that do not have proper disabled access). In 2016, the Mission Handicap team conducted 29 initiatives, including the third annual Assystem Handiweek during which employees can view their activities through the eyes of a disabled person using virtual reality goggles, take part in an online quiz on technological innovations to facilitate the lives of people with disabilities and attend a presentation of the internal Handroid project. Numerous initiatives are planned to mark Mission Handicap ’s tenth anniversary this year, including sign language courses, a silence café, solidarity walks, and visits throughout France to meet employees and unite them behind this issue which is central to the Group’s values. At the beginning of March 2017, Assystem also participated in the 3 rd edition of the Femmes en Entreprises Adaptées awards event organised by Handiréseau. The one-day event recognises the exceptional career achievements of women working in companies specialised in employing people with disabilities and also celebrates the expertise of these companies in helping people with disabilities to find work. Workplace health, safety and well-being are priorities for the Group which pays particular attention to preventing the most serious risks in all of its host countries. 4.3.4.1 Workplace health and safety In most of Assystem’s businesses, employees’ exposure to accident, health and safety risks is limited. Where necessary, specific measures are taken to prevent the occurrence of these risks. 4.3.4 WORKPLACE HEALTH, SAFETY AND WELL-BEING

● hire employees with disabilities;

● facilitate their integration;

● help them remain in employment through employability management programs;

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ASSYSTEM

REGISTRATION DOCUMENT 2016