Compagnies des Alpes // 2019 Universal Registration Document

4 STATEMENT OF NON FINANCIAL PERFORMANCE Labour challenges

4.2.3.2 Health and safety at work guarantee Employee health and safety at work is the cornerstone of the Compagnie des Alpes labour policy.

We thought about how we could proactively target a fi gure of 5% work study trainees in our total workforce by 2022 (irrespective of the legal requirements applicable to our local sites) by forging partnerships with schools and supporting training initiatives to encourage young people to consider working in one of our business segments. At Parc Astérix, for example, we focused on partnerships with schools in the hotel and catering sector to develop this activity at the site. The target of 5% of work-study trainees in our workforce was met ahead of schedule in 2018/2019. We are continuing our e ff orts to ensure we maintain this fi gure in the years to come. To help us achieve our job integration target at our headquarters, for several years we have been providing support until graduation to employees who combine work and training. Around 15 students preparing for a variety of diplomas, such as mergers and acquisitions, accounting/management, catering or audit/internal control, were welcomed in several Holdings and Supports companies during the 2018/2019 fi scal year. It should be noted that we o ff ered contracts, two of them permanent, to several of our students (including trainees) at the end of their school education, based on the experience they had gained working for our companies. At the Ski areas, the training/work experience contracts continue, mainly in technology, human resources and sales. This has led to a 55% increase in work-study trainees. More than 159 work-study trainees, an increase of 11%, were hosted this year at the Leisure parks to follow-up their school education in areas such as hotel and catering, management or sales. Thanks to our e ff orts in this area, we are able to help young people enter the workforce and also plan ahead by identifying the talent and potential employees we need to meet the current and future needs of our business segments. By forging the necessary partnerships with schools, we can continue to welcome work-study trainees into the Group. 4.2.3.1.4 Committing to diversity in the Group and integration into the employment market The aim of our training, career security and integration measures is to foster diversity within the Group and step up job integration. To this end, we have introduced parallel initiatives with associations to help the unemployed enter the job market. Compagnie des Alpes’ focus is on helping young people make the transition from school to work. Parc Astérix and Walibi Rhône-Alpes o ff ered a structured programme to young people from the Sport dans la Ville (sport in the city) association. Because we are in the leisure business, this is the focus of our initiatives to attract young people, introduce them to our business segments and organisations and help them in their careers. Our long-term aim is for all our sites to commit to a work integration initiative from a selection of actions proposed by CDA in order to increase diversity Group-wide and further our commitment in this respect. The Group is committed to diversity and equal opportunities and consequently does not discriminate on any grounds, including disability. Many sites in fact regularly educate their employees about the bene fi ts of having disabled employees in the workforce. Moreover, despite the speci fi c nature of the working environments in the Ski areas and Leisure parks, some sites are looking to adapt and organise work stations to enable them to welcome and employ disabled workers and keep these workers in employment. As a result, the number of disabled employees has increased by 22% over the last three fi scal years.

CHANGE IN SEVERITY RATE AND FREQUENCY RATE OF OCCUPATIONAL ACCIDENTS – GROUP

1.5

52

50

1.0

48

Severity rate

Frequency rate

46

0.5

44

42

0.0

40

2014/2015

2017/2018

2016/2017

2015/2016

2018/2019

Severity rate Frequency rate

Each year, we establish initiatives to improve and guarantee health and safety at work for our employees. This key issue is addressed by various actions being rolled out within the Group in a decentralised manner. Each site decides on the most appropriate initiatives for its particular activity. Thus, a total of 31,508 hours of safety at work training was provided during the fi scal year. In compliance with the law of 31 December 1991 and the decree of 5 November 2001, professional risk evaluation documents (personnel health and safety) are compiled and updated regularly on French sites. They include risk identi fi cation by business segment and job position as well as action plans. Each company is in charge of creating the single document for risk evaluation, and of updating it. This applies to all sectors, all reporting levels, and all employees, regardless of their status. All Group companies regularly exchange information about their experience feedback. For Ski areas, occupational accidents are mainly falls when moving about on skis, as well as slips and falls when walking. For Leisure parks, occupational accidents occur most often when working at heights or moving about within parks or in the catering services. CHANGE IN THE ABSENTEEISM RATE (ALL ABSENCES INCLUDED) AND THE ABSENTEEISM RATE FOLLOWING AN OA

5% 4% 3% 2% 1% 0%

40 000

30 000

20 000

Absenteeism rate

10 000

NA

NA

NA

0

Number of safety training hours

2014/2015

2017/2018

2016/2017

2015/2016

2018/2019

Absenteeism rate following Occupational Accidents

Number of safety at work training hours Absenteeism rate (all absences included)

83

Compagnie des Alpes I 2019 Universal registration document

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