EXEL Industries // 2020 Universal registration document

Statement of Non-Financial Performance

Actions undertaken

In terms of geographical distribution, the Group operates internationally, with nearly 58% of its headcount outside France. The acquisition of Eisenmann iNTEC at the beginning of the fi scal year supported this trend, which has been a reality for several years. There are now as many employees in Europe excluding France as there are in France. Other changes by geography are relatively immaterial. Note on the number of employees: The headcount is given as of September 30, 2020: these are all the employees on fixed term contracts (including apprentices) and permanent contracts in the Group on September 30, 2020, regardless of their working time. This is the fi gure used in the breakdown by age, gender, and geographical area. Concerning the average number of employees: this is the average number of employees present on the last day of each month over a 12-month period, disregarding any part-time work, and including temporary employees (including apprentices) and permanent employees. a - Apprenticeships, work-study programs and attracting new types of work relationships The apprenticeship policy is part of the four historical areas of focus in terms of corporate social responsibility. A target announced by Group senior management of 3% of the headcount was put into effect a few years ago. The trend in the number of apprentices was constant, with real growth, and for the fi rst year ever, EXEL Industries exceeded the target. We actually had 117 apprentices, meaning that 3.2% of our employees were in training. The goal of exceeding 3% of our headcount in work-study programs for the 2019/2020 fi scal year was therefore achieved, and e ff orts will continue in the coming year. Most of the companies have working relations with schools at all levels to o ff er internships and apprenticeship contracts. Some of the companies donate demonstration equipment to schools. Work-study engineering and tertiary positions are becoming a common practice in our work communities, and a real attraction for this type of training, recruitment and societal undertaking. The employees are involved in tutoring and follow up the training. They sit on recruitment panels and end-of-study presentation panels and are present on forums. In particular, HOLMER dedicates a full-time employee and equipment and machinery to the management of a stable group of around 30 apprentices. Also, a council representing young workers has been in place for several years at HOLMER. In France, the apprenticeship tax is primarily distributed to local educational establishments. Work-study of all kinds is being promoted in more and more countries, including in some which did not have a culture of using people’s skill in this way. Moreover, we are coming across more andmore young entrepreneurs who are not interested in old-fashioned work relationships but occasionally come o ff ering their (often highly specialized) skills for very speci fi c projects. This is especially true in the area of partnerships with single-person start-ups. b - Employing the disabled Our welcoming, humanistic companies care a great deal about diversity. 4.4.1.1 Increasing our attractiveness

In practice, the Group employs disabled people either directly or through work-based support centers (ESATs in France). At SAMES KREMLIN, an initiative with a fi rm has been in place for three years. The aim is to change the popular view of disability by forging strong links between executive management, social partners, line managers and employees. Workstation modi fi cations, such as within the HARDI France Group, have been implemented in collaboration with disability assistance services. The positive trend in the number of people with disabilities within the Group continues. There are now 83 “units” reported, compared with 78 last year. More broadly, foreign companies are involved in this process aimed at taking di ff erences into account. c - Gender balance and diversity EXEL Industries group welcomes differences and bel ieves that diversity and gender balance only add to the success of a business. The people of EXEL Industries have a wealth of varied, complementary backgrounds. EXEL Industries is a family-scale, people-focused groupwith international ambitions, and sowelcomes people of every origin. The Group cares very much that its foreign subsidiaries be managed by executive o ffi cers from the countries where they are located. Gender balance: complementarity and an indispensable source of bene fi ts The Group’s percentage of women increased slightly to 19% in 2020; also, nearly 18% of managers are women, which is an increase on last year. The Group’s Board of Directors includes two women, four men and one director representing employees. The French companies have all worked on agreements to promote gender equality. In countrieswhere there is no such legal requirement, charters are adopted in compliance with local legislation in terms of gender equality. The Group’s policy is to favor competence and motivation beyond any consideration of sex in hiring and wage raises. In practice, all the aforementioned topics are closely monitored by the Human Resources Departments of our companies.  Headcount Men-Women : special attention is focused on the gender balance in certain departments, certain occupational categories or certain managerial levels: monitoring indicators have been set up. Local communication actions have been organized to promote certain more technical trades to girls.  Access to training : future training plans have been studied with a view to equality of access to training.  Special measures for family-life arrangements : gender balance related issues have been taken into account:  interviews when returning towork after maternity leave/parental leave/long-term absences;  focus on the work-life balance, especially connected with children (working times adapted to constraints such as school times, sick child leave, fl exibility at the end of school holidays, part-time working). For companies where flexible working already exists, the maximum amount of information is obtained upstream to permit good personal organization, and access to childcare is provided close to work on certain sites, with the Company contributing to its cost.

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EXEL Industries group I 2020 Universal Registration Document

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