Plastic Omnium // 2021 Universal Registration Document

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NON-FINANCIAL REPORTING DISCLOSURE The risk management and non-financial reporting of the Group

The commitment and development of each employee and teams are key to the Company’s success. This success also depends on mixed, multi-generational teams with different cultures. Enhancing equity, equal opportunity , and enabling everyone to learn and progress within the Company improve the Group’s performance. Respecting social dialog is fundamental in a company. Failure to do so impedes consultation and blocks decision-making within the Company. TALENT AND KEY SKILLS MANAGEMENT Risk description The mobility sector is facing a transformation that makes skills management strategic. In this context, Human Resources must anticipate changes in business lines, but also implement specific actions to develop the skills of employees and meet the talent needs required for the Group’s growth, failing which it risks: dampening the dynamism and performance of the Company and its ● adaptation to changing markets; losing talent and penalizing its attractiveness. ● Failure to take this risk into account would not allow the Company to adapt to its market trends. It would also be a source of frustration and discontent on the part of employees. Policies and procedures In order to organize and manage current and future skills needs, Plastic Omnium worked in 2021 on the implementation of a common process and methodology for all business lines. The actions taken aim to: identify talents at all levels of the Company ● (country/region/division/Group) and, depending on the aspirations of each employee and their potential career path, implementing appropriate development programs; target the talent search for leadership and expert positions; ● strengthen the succession plan for key positions; ● increase support for tomorrow's leaders. ● Discussions were also conducted in 2021 on building a skills management program tailored to new needs. This cross-functional program aims to improve individual and collective performance, identify the rapid development of professions, share knowledge and develop a learning spirit.

THE GROUP FACED WITH HEALTH CRISIS AND COVID-19 In the face of the Covid-19 pandemic, Plastic Omnium implemented, early 2020, a health protocol to guarantee the protection of its employees. Many functions in the Group are involved in this area: the HSE and Human Resources functions are responsible for ensuring ● the health and safety of employees as well as the good working conditions by regularly updating the protocols to be followed and by meeting the needs for PPE (Personal Protective Equipment) dedicated to anti-Covid protection; the Supply Chain functions are responsible for liaising with suppliers to ● ensure the delivery of products and the restart of businesses. The teams have shown great adaptability and a strong commitment in order to ensure the continuity of service of operations in all of the Group’s business lines and activities. Protocols have been established to specify the rules to be followed by an employee when carrying out his/her work (during meals and in the cafeteria, organization of travel, meeting rooms, workstations and workshops). They also cover the rules to be followed when an employee presents symptoms of Covid-19, the daily audit systems, the standards to be applied for cleaning and the level of training/information to be given to employees. In 2021, a gradual protocol exit plan, in several phases, was established in order to adapt the measures according to the local health context (with weekly feedback). It complements the local regulations in force. The Group has chosen to continue the anonymous and confidential psychological support hotline set up in all countries during the Covid-19 crisis in 2020. This action is part of the “Care for people” axis of its ACT FOR ALL™ program. This free, anonymous and confidential helpline is accessible to all employees and adult members of their families. In order to make the system easy to use, it is now available in 15 languages. In 2021, 135 people used this system. HUMAN RESOURCES RISKS 4.3.1.2 In a rapidly changing sector such as the automotive industry, attractiveness and retention of key profiles and skills are the main risks factors.

FOCUS ON CLEAN ENERGY SYSTEMS

In 2021, Clean Energy Systems completed more than 90% of its skills mapping by job type and put in place a training plan that was rolled out in the three regions it covered 70% of needs. Nearly 400 managers, engineers and technicians were accordingly trained.

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PLASTIC OMNIUM UNIVERSAL REGISTRATION DOCUMENT 2021

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