PSA_GROUP_REGISTRATION_DOCUMENT_2017
DECLARATION ON EXTRA-FINANCIAL PERFORMANCE Human Resources: Enabler of Performance
creation and implementation of accounting controls aimed at checking that the accounts did not hide any evidence of corruption; reinforcement of the anti-corruption training programme (in class training provided by the Compliance Officer and available as distance learning via the e-learning programme); reaffirmed sanctions policy; introduction into the 2018 audit plan of an audit relating to the compliance and efficiency of the anti-corruption programme. Twenty METRIC reviews were conducted in 2017 and early 2018 in departments that report to the Chairman of the Managing Board (as well as the IT Department, PSA Retail and the Services and Parts Department), based on a standard format defined by the General Secretary. Reinforcement of the system implemented in 2016 to prevent anti-competition practices continued in 2017. This was judged to be compliant by the Internal Audit conducted at the end of 2017. Situation in 2017 (consolidated Group, excluding Faurecia) No major conflicts of interest or cases of non-compliance with competition law were reported in 2017: in July 2015, the Spanish Markets and Competition National Commission ruled that 21 car manufacturers had exchanged sensitive commercial and strategic information. The Spanish subsidiaries of the Peugeot Espaňa Group and Citroën Espaňa were fined €15.7 million and €14.7 million respectively. The Group exercised its right of appeal before the Spanish courts. in December 2015, the French competition authority handed down overall fines of €672.3 million to courier companies, of which €30.6 million on GEFCO, for breach of competition law. Groupe PSA is involved because GEFCO was a wholly-owned subsidiary at the time of the events. Both companies have appealed this decision. In December 2016, the Openbaar Ministerie (the Dutch National Office of the Public Prosecutor) announced that ended the cases of corruption in which Peugeot Netherlands was suspected in a settlement. By agreeing to pay the sum of €2 million, Peugeot Netherlands avoided prosecution for bribery of a Defence official in the 2001-2012 period. The company fully cooperated with investigators and took measures to strengthen its compliance and enforcement systems. The settlement with Peugeot Netherlands is part of a larger investigation concerning calls for tender for official Police and Defence vehicles. This investigation involves a number of car manufacturers.
At the end of 2017, Groupe PSA considerably strengthened its whistleblowing system by implementing, with the help of an external supplier, a global alert system. This will provide all Group employees with a completely secure means, to report their concerns via a website. These reports relate to actions that are contrary to law and could have an impact on the Group’s reputation, its business or results. The system is designed to ensure that procedures are in place and efficient processing of these reports, while ensuring complete confidentiality. Asia and Middle East In 2015, the two Chinese joint ventures (DPCA and CAPSA) signed up to a Code of Ethics focused on preventing corruption. Training has been provided on a special anti-corruption guide compliant with Chinese laws and regulations. The Group’s Anti-corruption Code of Ethics has also been translated into farsi and distributed to partners of the Group’s joint venture in Iran. Adherence In 2017, adherence to the Code of Ethics continued for new entrants ahead of the renewal of the adherence plan in 2018. 2017 was marked by significant strengthening of the anti-corruption programme, in accordance with the requirements of the Sapin 2 law: adoption, implementation of an Anti-corruption Code of Ethics and gradual roll-out in the different countries in which Groupe PSA operates; launch of the implementation of the global whistle-blowing system including all subsidiaries and dealing in particular with anti-corruption; drafting of detailed corruption risk mapping and action plans to mitigate these risks; optimisation of the policy for checking the integrity of third parties; IMPLEMENTATION PROCESS AND ACHIEVEMENTS IN 2017
HUMAN RESOURCES: 2.4. ENABLER OF PERFORMANCE
The human resources team plays an essential role in ensuring the success of the transformations within Groupe PSA. The Group must have competitive teams throughout the world to challenge its best competitors. For Groupe PSA, company performance and social performance are bound together. Recognising talent and ensuring equal opportunities are based on merit, to reward individual and collective results. Offering everyone the opportunity to develop and reach their potential provides the Company with major leverage for boosting performance. To ensure the success of its strategic plan, Groupe PSA also relies on the shared willingness of employee representatives to co-build
the future and support change within the Company. This constructive dialogue with employee representatives is a competitive advantage for the Company. Groupe PSA’s human resources policy aims to offer an employee experience based on well-being at work, by preparing the future with new working methods and giving a creative space to express individual and collective talents. The goal is to foster sharing, agility and cross-functionality. Digitalisation offers in particular an opportunity to boost collaborative work arrangements and flexibility, and to provide solutions to make employees’ everyday lives easier.
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GROUPE PSA - 2017 REGISTRATION DOCUMENT
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