Assystem - Registration Document 2016

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2016 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR)

HUMAN RESOURCES INFORMATION: HR DEVELOPMENT AS A DRIVER OF PERFORMANCE

In Romania, in addition to technical training provided notably by the Assystem Automotive Institute, the emphasis was on language training – mainly French but also English and German – with employees given the option of attending paid language classes after work. 4.3.5.3 Promoting internal mobility Each employee plays a central role in building his or her career, meaning that internal and external employability has become a key issue. An important factor in employability is mobility. The large number and wide variety of engagements performed by the Group’s businesses in its many different geographic locations are a particular asset because of the wealth of motivating career opportunities they provide. Guided by a dedicated human resources team, inter- unit and inter-country mobility is encouraged as an opportunity for employees to move up the career ladder by joining a new business unit or relocating to a new country. The training provided by the Assystem Institute facilitates the mobility process. The Group has set a target of making mobility processes more fluid by publishing details of vacant positions more widely (with the 2015 launch of an International Mobility NewsFlash) and identifying individual employees’ aspirations during the annual performance appraisal (with data entered in the SWAP system described in Section 4.3.5.2 of this Registration Document). In France, a collective agreement on the support to be provided to employees in building personal professional mobility projects was signed by AEOS and the trade union organisations on 5 December 2016. A pilot scheme was launched at the Belfort unit to test a new mobility logic, whereby eligible employees are supported in taking up opportunities outside the Group. In the United Kingdom, Germany and Romania, employees can apply for grants to help cover the cost of taking up internal mobility opportunities. PROMOTION OF AND COMPLIANCE WITH THE PRINCIPLES OF THE FUNDAMENTAL CONVENTIONS OF THE INTERNATIONAL LABOUR ORGANISATION (ILO) The Group’s human rights commitments are described in Section 4.6.2, page 66 of this Registration Document. Assystem pledged to uphold the UN Global Compact in 2011 and reaffirmed its pledge on 16 January 2017. The Group also complies with the fundamental conventions of the ILO. Some of its French subsidiaries annually reaffirm their commitment to complying and to ensuring that their contractors comply with the ILO’s 1998 Declaration on Fundamental Principles and Rights at Work and its fundamental conventions on freedom of association and collective bargaining, the elimination of discrimination in respect of employment and occupation, the elimination of forced or compulsory labour and the effective abolition of child labour. 4.3.6

in Belgium and Switzerland; in 2017, it will be rolled out to Saudi Arabia. In most of Assystem’s host countries, employees are also given annual performance appraisals. As a creator of skills, the Assystem Institute’s primary mission is to organise the skills acquisition roadmap, to help employees develop, to ensure that the skills base keeps pace with technological advances and – as explained in Section 4.3.5.1.3 above – to guarantee that knowledge and expertise are transferred between generations. The Assystem Institute comprises six units: the Assystem Nuclear Institute, the Assystem Aerospace Institute, the Assystem Automotive Institute, the Assystem Systems Institute, the Assystem Project Management Institute and the Assystem Life Sciences Institute. In 2013, the Group created the Assystem Training Lab to explore bespoke creative and innovative learning solutions, such as e-learning modules, video-based training and business coaching. These solutions add to the array of traditional training methods available to trainers to support employees. The Group has long been aware that providing training to employees with disabilities is essential if they are to become valuable members of the workforce. In France, a certain number of commitments have been given, to: ● support the acquisition of new skills, notably through the Hanvol partnership set up in 2010 by leading players in the aerospace industry including Assystem. Hanvol’s aim is to offer people with disabilities who have just graduated or have participated in vocational retraining programs, the opportunity to learn the skills required in the aerospace industry and ultimately to find a job with one of the partner companies. The Group is currently considering setting up its own training program to improve the employability of people with disabilities; ● strengthen partnerships with schools and universities through the Mission Handicap team’s interventions at target engineering schools designed to promote the integration of people with disabilities. In the United Kingdom, in addition to the Apprentice Framework Technical and Business for apprentices and young graduates, a training plan is drawn up each year based on the annual Staff Performance and Development Reviews. The plan covers a wide variety of topics such as management skills, technical/business skills acquisition and development, client service enhancements, and health and safety. Alongside these initiatives, the accredited Graduate Professional Development Scheme is a 3 to 4-year professional training program that enables engineers to attain internationally recognised professional registration. In Germany, the training policy covers employees at all levels in the organisation. Around a hundred technical training courses are organised each year to help employees keep pace with technological advances, new resources and new client demands. In 2016, the focus was on training engineers in project management techniques. In July, a two-day Academy Camp was organised for Assystem engineers, with workshops on both technical topics and selling techniques. ● promote training of employees with disabilities;

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ASSYSTEM

REGISTRATION DOCUMENT 2016