Mane // 2021 CSR Report

Introduction

Chapter 1

Chapter 2

Chapter 3

Chapter 4

Chapter 5

Appendices

DEVELOP OUR EMPLOYEES’ PROFESSIONAL SKILLS

The Human Resources Department at MANE France has also implemented a workforce plan in order to anticipate short- and medium-term human resource needs. The GPEC aims to offer employees the capacity to acquire new skills enabling them to adapt to changes in the sector and the working world. The Group spends an average of 1.4% of its payroll on training (France: 2.6% compared to a legal obligation of 1%). 91% EMPLOYEES TRAINED IN 2021

In 2021, 5,444 Group employees benefited from at least one internal or external training programme, representing 91% of the total workforce. We have therefore reached and exceeded our target for the year, which was set at 80%. In 2030, we renewed a more ambitious target of over 90% of employees receiving training during the year. The total average number of training hours is 18 hours per employee, an increase of 3 hours compared to 2020. This increase is a consequence of the post-Covid-19 recovery, where certain training sessions that could not take place in 2020 were postponed to 2021. ASSESS THE PROFESSIONAL SKILLS OF OUR EMPLOYEES A yearly review of progress and targets allows all employees to review the year and discuss their training needs with their line managers. This interview is a privileged moment of dialogue between the manager and his or her employee. The purpose of this exchange is to sustainably improve professional practices, results and behaviours. In recent years, this practice has been extended to all Group entities.

DEVELOP HUMAN CAPITAL THROUGH TRAINING

EMPLOYEES WHO PARTICIPATED IN AT LEAST ONE TRAINING PROGRAMME DURING THE YEAR

We support the development of our businesses and anticipate future demands through an initial and ongoing training policy for our employees and customers. A personalised induction programme is developed and implemented for new employees. It is adapted to their profiles, to the various business lines and organisations, as well as to the specificities of the activities. MANE considers the development of its human capital to be essential. It reinforces the employability of employees, as well as the competitiveness and attractiveness of the company. We wish to maintain and enhance our know-how capital. In order to identify the continuous needs of each of our employees and the expectations of the Group, procedures have been defined to: ■ identify the knowledge our employees already have and the gaps between this and the knowledge required by their role; In-house training is also encouraged to support teaching and activities that use information specific to the company to address relevant issues. In France, we systematically offer all new hires, regardless of their employment contract, at least one day of induction training. This provides an opportunity to introduce them to the important rules to be followed in terms of safety, quality management, the environment, energy and occupational chemical risks. ■ establish specifications for future training; ■ assess the professional skills of our employees.

88%

2018

EMPLOYEES WHO HAD AN ANNUAL APPRAISAL

80%

2020

85%

2018

91%

2021

86%

2020

90%

2030

2030 TARGET

85%

2021

2018

2020

2021

90%

2030

2030 TARGET

Number of employees trained during the year

4,783

4,554

5,444

In 2021, 85% of the Group’s employees had an appraisal. We therefore exceeded our target for the year by five points. For 2030, we raised this target to 90% of employees to have an annual appraisal.

Total number of training hours

107,024 84,287 105,898

Methodological note: Recognised training includes internal and external training.

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2021 CSR REPORT ◆