GECINA - REFERENCE DOCUMENT 2017

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FROM CORPORATE RESPONSIBILITY TO SUSTAINABLE PERFORMANCE Additional information

The main training programs are therefore linked to mastering digital tools with regard to: the use of business smart phones and the Outlook ■ environment (messaging service, Skype, mobility, calendar, contacts, etc.) within the context of changing communication and messaging systems. In total, 561 trainees were trained over 808 hours; the use of the property management tool Cassiopae, ■ continuing from 2016. 229 trainees attended group training sessions and/or customized training covering a total of 492 hours; the use of an online platform for professional interviews ■ and annual appraisal interviews for 379 employees; the roll-out of the budget management tool, requiring ■ 66 employees to be trained by the finance teams.

DIVERSITY AND EQUAL TREATMENT 7.7.2 Gecina believes that diversity enhances performance and it has implemented a human resources management policy for many years intended to draw a diverse range of talented people and gain their loyalty by taking into account their specific needs. For this purpose, tools and programs are developed to manage the issues of gender equality, the employment of young people and seniors and of people with disabilities. In order to ensure follow-up, the issues are included in the company agreements, managed via indicators, some of which are implemented though objectives, and periodically presented to the employee representatives. This commitment is embodied in the signature of the diversity charter (in 2011) and of the LGBT charter (2015) and through our partnership with the Our Neighborhoods Have Talent non-profit organization. In 2017, the Group had: ■ 50% women on the Board of Directors; 37.5% women on the Executive Committee; 28.6% of women senior managers (Executive Committee and Board of Directors). First place in the Ethics & Board sur la Féminisation des ■ Instances Dirigeantes ranking since 2016 One category of employees out of seven has a gap in ■ excess of 3% due to workforce movements in the Group following organizational changes. Analysis of the gaps by category, which will be undertaken after the integration of Eurosic personnel in 2018, will result in the appropriate action plans An envelope of €46,000 accounting for 0.14% of employee ■ expenses dedicated to gender equality Total rate of employment of 12.25%, nearly double the ■ legal rate of 6% 7.2% of employees with a declared disability compared to ■ 6.5% in 2016 €138,218 in revenue for 6.85 beneficiary units compared to ■ 3.24 beneficiary units in 2016 Progress and results

KEY ACTIONS FOR DIVERSITY

Policy

Key actions

Gender equality

Increasing the number of womanmanagers

Salary compensation in the event of an abnormal remuneration gap between women and men

Disabilities

Employment of persons with disabilities

Collaboration with the protected work sector (ESAT, adapted companies, etc.) Recruitment of young people under 26

Employment of young people

11.5% of employees hired are under the age of 26, of ■ which 67% were previously employed on a work/study contract or under a fixed-term contract

Employment of seniors

Recruitment of employees over 55 7.7% of employees hired are 55 or older ■

HR management tools, such as the age pyramid, provide the basis for analysis prior to Gecina commitment. The breakdown between men and women remained unchanged in 2017 compared with 2016. Female employees remained the majority, with 60.1% of the total workforce at December 31. Similarly, the average seniority of employees on indefinite-term contracts was the same in the last three years, at 14.4 years in 2017 compared to 14.6 years in 2016.

Age is an important issue within the company, considering that the average age of employees on indefinite-term contracts remains high. The average was 46.4 years in 2017 compared with 46.2 in 2016. Given the level of professional experience required upon recruitment, the average age of new employees was 36.8 in 2017 compared to 34.1 in 2016. The commitments of the diversity policy are implemented in HR processes for each of the vulnerable groups.

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