Derichebourg // 2020-2021 Universal Registration Document

3

Extra-financial performance Being a committed employer

the Recycling division’s production operators receive technical training on the handling, upkeep and maintenance of construction equipment. This training, provided by the company Liebherr, aims to improve user safety, optimize their performance and reduce tool maintenance costs. Within the professional division, the Recycling division is helping to redesign the content of the CQP, including this year’s manual and mechanical sorting operator.

121,614 number of training hours

2021

2020

Number of training hours

121,614

248,100

Average number of training hours per person per year Average number of training hours per FTE per year (1)

2.9 6.1

5.9

N/A

The number of training hours decreased due to unfavorable conditions for the implementation of training during employee furlough schemes, and the health constraints that made it impossible to deploy further training actions. However, the number of training hours per FTE remains at an acceptable and controlled level.

Quality of life at work 3.3.2.3 When detecting psychosocial risk factors, the Derichebourg Group attaches great importance to the quality of life of its employees. Several actions have been taken, including an annual survey on the Multiservices division, which aims to optimize the quality of life at work for everyone in order to improve the Company’s competitiveness, in addition to personal fulfillment within the professional community. It also aims to allow all stakeholders (managers, staff representatives, employees, line management, HR Director, etc.) to share and take ownership of a common project. The latest Quality of Life at Work (QVT) survey by Derichebourg Multiservices, delivered in January 2021, revealed some key focus areas for quality of life at work and employee engagement. In general, nearly eight out of 10 employees say they like working for Derichebourg Multiservices, and more than nine out of 10 say they like their work. The survey naturally leads to the creation of action plans refined by subsidiaries, according to the needs and requests that emerge. It is in this context that several projects are currently under way, including the

development of HR communication, particularly on career management tools and developing the accessibility of HR for all employees. HR accessibility is now ensured by means of various digital tools, which enable everyone to simplify their procedures and make the entire HR offering easily accessible. This offering is deployed by means of an electronic safe for each employee, an employee portal, a dedicated HR after-sales team that can be contacted at any time, and soon a mobile application simplifying contact between employees and their HR team. A “digital inclusion” training module has been created to support the use of digital tools, and is being rolled out across the Group. Within the Multiservices business unit, 66.3% of eligible users are using these digital tools. Finally, new HR initiatives stemming from employee expectations include a Social division, which has been created within the Multiservices division, bringing together 14 services for employees, on health topics (online medical consultations, health assistance, mutual fund health insurance issues, social fund), housing (housing action), retirement (assessment and retirement points), help for carers (caregiver support policy), and mental health support (with a dedicated listening unit available 24 hours a day, 7 days a week).

Full-time equivalent (1)

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