PERNOD-RICARD - URD 2021-22 EN

Sustainability & Responsibility The four pillars of the Good Times from a Good Place roadmap

From a generational diversity perspective, the Group is committed to attracting and hiring young people on various contracts (apprenticeships, training, etc.). The Group also recruits and develops young graduates through VIE (international volunteers in industry) and international young graduate programmes. These include the Jameson International Graduate Programme, the Pernod Ricard Asia Regional Management Trainee Programme and the Martell Mumm Perrier-Jouët Ambassadors Programme. In addition, Pernod Ricard University and Global Talent Management support the work of the Youth Action Council (YAC) (1) . In terms of disability, affiliates comply with local laws. Efforts are also made to make work environments friendlier to workers with disabilities. For example:

adapting premises and investing in appropriate equipment; providing training; raising employee awareness; conducting joint projects with specialised establishments;

participating in dedicated forums; and recruiting workers with disabilities.

In 2003, Pernod Ricard also signed up to the Business Workplace Diversity Charter. This aims to encourage the employment of people from across French society. This Charter bans all forms of discrimination in recruitment, training and professional development.

Key performance indicators

Representation of women at 30 June (permanent contracts)

3.

FY22

FY21

Number and %

Group employees

6,592 (38%) 3,656 (35%) 2,936 (43%)

7,088 (39%) 3,767 (35%) 3,321 (45%)

Non-managers

Managers

Top management

136 (29%)

194 (35%)

This breakdown reflects the Group’s strong presence in countries where the labour market is male-dominated. For example, in India men account for over 84% of the workforce. Amongst managers, the proportion of women has been constantly rising over the last decade: from 30% in FY12 to 45% in FY22.

Breakdown of positions with permanent contracts filled by women

FY22

FY21

Number and %

Internal transfers

657 (45%) 817 (46%)

208 (39%)

External hires

1,480 (48%)

Employee engagement & culture, working conditions and health & safety 3.3.2.3

Employee engagement & culture Since the Group started measuring Global employee engagement through “I Say”, it has had a very high level of employee engagement. The Global Employee Engagement Survey, “I Say 2.0,” was reinvigorated in 2021 leveraging digital and data in partnership with Glint and moving to an annual global survey. Pernod Ricard will be rolling out the 7 th edition of “I Say 2.0” in Autumn 2022. This revised survey empowers managers and HR to leverage advanced analytics and insights to better understand employee needs. It also allows them to more quickly roll out action plans

to address the improvement areas identified. I Say 2.0 has been improved this year with a streamlined structure that is supported by a digital platform that managers and HR are able to access and extract results. This allows for targeted action plans. The results can then be benchmarked against Additionally in 2022, Pernod Ricard conducted a separate global well-being survey on top of the now annual engagement survey to measure corresponding employee well-being indicators. engagement data from external organisations.

FY22

Number and %

% of employees completing the “I Say” Survey

86%

Engagement score (“I Say”)

76*

One point above Glint’s global benchmark and 4 points above Glint’s FMCG benchmark. *

Founded in 2013, YAC is a think tank comprising nine employees under 30. They are asked to provide Top Management with their generation’s view on the (1) Group’s strategic issues. YAC has a two-year mandate to develop cross-company initiatives such as the “Green Office Challenge” and “Talent 4 Talent”.

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Pernod Ricard Universal Registration Document 2021-2022

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