Exclusive Networks // Sustainability Report 2022

Risks and opportunities Risk factors

2.1.2

Risk related to operations

Risk related to attractiveness and/or loss of talent and executives ESG

Criticality level: ■ ■ ■

Risk description

Risk management

The Group’s success depends, to a large extent, on its ability to identify and recruit the key skills of tomorrow, retain its talent and train the next generation of cyber experts to reduce its exposure to talent shortages. This search for expertise, combined with a particularly competitive environment due to the scarcity of candidates, may lead to difficulties in recruiting such profiles. At the same time, the departure of experienced employees and key executives could have an impact on the governance and/or operational management of strategic projects.

The Group pays great attention to internal communication, diversity, equal opportunities, working conditions, the quality of its human resources management and the commitment of its employees. The Group has deployed an annual monitoring of employee commitment at the global level, which gives rise to global and local action plans with the aim of strengthening this commitment. Wherever possible, the Group allows employees to work from home in order to achieve a better work-life balance. In addition, the Group’s personnel management information system, deployed worldwide by the Human Resources Department, ensures the global management of all processes relating to talent management, enabling a harmonised approach to performance monitoring. The main actions implemented in 2022 include:  the implementation of succession plans at global and local levels for key roles in the company (including Executive Committee members, key executives). The succession plan is reviewed by the Nomination and Compensation Committee and presented to the Board of Directors;  the launch of a global Top Talent programme allowing a specific focus on the development, recognition and retention of the Group’s top talents and the creation of a Talent Community to prepare the future and anticipate the next generation of internal leaders;  the launch of a global salary policy at both head office and country level including cross-functional and other categories. In 2022, the Group also reinforced:  its Human Resources Department with the recruitment of a Talent Acquisition Director, thus enabling better management and quality of internal recruitment processes (better anticipation, creation of a pool of candidates);  its proximity to specialised schools or universities (particularly in France with the launch of Exclusive Academy with CalPoli and in collaboration with Guardia and Oteria Cyber School based in Paris) to integrate trainees, train and instil the challenges and skills needed in cybersecurity in the new generation. (See Chapter 4 “Attracting and retaining talent” for more information on social matters, specifically, the organisation, policies and key achievements, and related indicators).

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Exclusive Networks

Sustainability Report 2022

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