4 CSR AND NON-FINANCIAL INFORMATION - Attracting, developing and retaining talents
MEASURES TAKEN TO IMPROVE GENDER EQUALITY IN THE WORKPLACE
the workplace have also been concluded in some of the Group’s subsidiaries, complementing existing measures in the fight against discrimination in hiring and in the promotion of equal pay, etc. At Rubis Terminal, a company agreement was renewed in 2017. It focuses on the areas of hiring, training and career development through the use of monitoring indicators. A report is presented each year to the central Economic and Social Council. The ongoing situation is positive, particularly in terms of training. At Rubis Énergie, Vitogaz France, for example, renewed a company agreement aimed notably at facilitating the access of women to positions of responsibility, neutralizing the impact of periods of maternity or adoption leave on professional evaluation, fostering career development and, lastly, promoting measures aimed at ensuring an optimal balance between work and family obligations. Communication campaigns were also launched to highlight women’s involvement in the Company and to help combat gender stereotyping in the workplace. For example, the Rubis subsidiary operating in the Eastern Caribbean (Rubis Caribbean) is actively involved in the international Women’s History Month campaign, which consists of putting
the spotlight on women’s contributions to historical events and contemporary society, and publicly recognizing the work done by its female employees. Lastly, in order to continue improving the representation of women in positions of responsibility, the decision was made to include multi-year diversity targets within the Rubis SCA and Rubis Énergie management bodies as one of the criteria for variable compensation of the Management in 2020. RESULTS The number of women employed by the Group was up 18.5% year on year (1,020 female employees as of December 31, 2019, compared with 861 as of December 31, 2018). Women employees now account for 25.7% of the total headcount. Management positions (senior Managers) in Rubis SCA (parent company) are mainly held by women. Women hold 31.1% of po si t ion s of responsibilit y (senior Managers and executives), higher than their representation as a percentage of the total headcount. The percentage of women holding executive or senior managerial posts (21.2%) was markedly higher than the percentage of men with equivalent responsibilities (16.2%).
To improve gender equality in the workplace, the Group has set a target to encourage the number of women promoted to increase by 2023. A number of initiatives have been set up within the Group. For example, Rubis Énergie’s Jamaican subsidiary (Rubis Energy Jamaica) is one of the largest English- speaking companies in the Caribbean to have committed, in March 2019, to the gender equality certification process devised by the United Nations Development Program (Gender Equality Seal for Public and Private Organizations). This certification includes the following objectives: • eliminate gender-based pay gaps; • elevate the role of women in decision- making; • improve the work/life balance; • improve women’s access to traditionally male jobs; • eradicate sexual harassment in the workplace; • communicate in a more inclusive, non- sexist, way. Company agreements promoting the inclusion of women and gender equality in
Executives Non-executives Senior Managers
21.4% 78.7% 2,899
GENDER EQUALITY INDEX FOR FRENCH COMPANIES This index is calculated on the basis of 4 criteria: • pay gap between men and women (40 points); • gap in individual rate of compensation increase between men and women (35 points); • share of female workers receiving a pay raise following maternity leave (15 points); • number of women represented in the top 10 compensation packages (10 points).
Rubis Terminal SA: 84/100, one grade higher than the national French average, which is 83 for large companies and 82 for medium-sized companies. Rubis Énergie: the following French companies publish their gender equality index: • SRPP (Réunion): 87/100; • SARA (French Antilles): 79/100 (learn more at http://www.sara-antilles-guyane.com/ index-de-legalite-professionnelle-de- sara/).