LEGRAND / 2018 Registration document
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CORPORATE SOCIAL RESPONSIBILITY AND DECLARATION OF EXTRA-FINANCIAL PERFORMANCE
OVERVIEW OF INDICATORS AND ADDITIONAL INFORMATION
Employee-management dialogue and freedom of association –Worldwide
2016
2017
2018
% of employees covered by a collective bargaining agreement and/or convention
52%
50%
48%
N.B. The percentage of employees covered by a collective bargaining agreement is the percentage of the total year-end workforce in the HR reporting scope.
Restructuring and reorganization –Worldwide
2016
2017
2018
% of reporting scopes with consultation rules
22%
32%
34%
Compensation –Worldwide
4
2016
2017
2018
% of non-managers on minimum wage
1.6%
2.7%
3.0%
N.B. W the minimum wage is the legal minimum wage of the country; W 13 reporting areas have employees on the minimum wage; W the indicator above covers 99% of the Group’s no n managerial employees.
Compensation by gender and occupational category –Worldwide
2016
2017
2018
Gender pay gap: managers
13.6%
11.7%
12.3%
Gender pay gap: non-managers
14.7%
13.0%
12.9%
N.B. The calculation of the gender pay gap, for both non-managers and managers, is based on the weighted w orkforce in each reporting scope. It covers 99.3% of the Group’s non-managerial employees . With respect to the pay gap for non-ma nagers , Legrand’s industrial operations are assembly-intensive. Workshops are essentially staffed by women and the qualification level required is low. Concerning the pay gap for managers, note that these roles are essentially filled by men , the explanation for which lies in the nature of the Group’s engineering businesses (electronic, electrotechnical and electromechanical fields) and sales and marketing activities (sales engineers). Pay for those jobs is above the Group average for managers .
Geographical breakdown of workforce
2016
2017
2018
Mature countries
43%
44%
47%
New economies
57%
56%
53%
TOTAL
100%
100%
100%
N.B. The breakdown covers 100% of employees on permanent or fixed-term contracts.
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LEGRAND
REGISTRATION DOCUMENT 2018
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