Hermès // 2021 Universal Registration Document

CORPORATE SOCIAL RESPONSIBILITY PEOPLE: TEAMS

PEOPLE: TEAMS

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Hermès’ sustainable development is based on the fulfilment and well-being of its teams, as part of a corporate project that has placed people at the heart of its values since 1837. More broadly, Hermès nurtures the richness of its human capital and contributes to major societal challenges through proactive initiatives in the areas of ethics, diversity, equality among its employees, consideration of disability and, more generally, respect for human rights. Introduction Hermès sets very high standards in terms of working conditions and these are essential to enable employees to thrive, to give meaning to their actions and to help them constantly evolve by renewing knowledge and practices throughout their career. Beyond the fundamental issues of health and safety at work, this also involves putting in place the best management practices and working environments conducive to the well-being of each and every person on the sites, in the stores and offices, to “make beauty in beauty”, as Mr Jean-Louis Dumas used to say. Harmonious labour relations in France are based on the Group agreement on social dialogue and the exercise of union rights, renewed in 2021 and regularly conducted at both local and central levels. They are also rolled out in all other regions with a humanist mindset that often goes beyond legal obligations. Hermès' economic successes are regularly shared in different forms and the contribution made by employees to the House’s development, whatever their role, is acknowledged through various profit-sharing mechanisms in order to involve them in the corporate project over the long term. Diversity and inclusion are also factors of the Group’s success. Given the variety of métiers , the profiles of its employees and the various geographical locations, these subjects are embedded in Hermès' fundamentals. Nevertheless, they require daily efforts, which is why the Group’s ambition regarding Diversity and Inclusion was redefined in 2021. Information related to the management of the Covid-19 health crisis can be found in § 2.1 in the box "Covid-19, a resilient and contributive model in a situation of crisis". In 2021, the Group made progress on important societal issues, with the aim of making a long-term difference through steady improvements with a significant impact. Among these, the selected elements below are particularly illustrative of 2021 for this section: Rollout of a global maternity policy with compensation maintained. s Establishment of a paternity policy in France. s Signature of the second Disability Agreement in France. s Global “Diversity and Inclusion” study and employee commitment study in Europe. s Compensation maintained worldwide for the second year despite the Covid-19 crisis, and without recourse to State aid. s Exceptional bonus of €3,000 for eligible employees Group-wide. s Rankings Grand Prix Emploi (Humpact France), Financial Times (1st on Diversity and Inclusion in Europe), Glassdoor (7th best employer in s France).

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2021 UNIVERSAL REGISTRATION DOCUMENT HERMÈS INTERNATIONAL

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