ABOUT SOPRA STERIA GROUP Corporate plan
KEY FEATURES OF THE CORPORATE PLAN
An independent model An independent model predicated on a long-term vision and reconciling business performance with the Group’s responsibilities to the environment and its stakeholders as a good corporate citizen.
Entrepreneurial culture By its very nature, the Group is agile, has short decision-making circuits, and moves rapidly. Managers’ autonomy, collective responsibility, dedication to serving clients and respect for others lie at the heart of the Group’s values.
Importance of human capital A demanding human resources policy focused on nurturing talent to fit the business culture and the development of employees’ skills.
SHARE OWNERSHIP STRUCTURE (at 31/12/2017)
Sopra GMT 19.6% (28.8%)
Treasury shares 0.1%
Shares managed on behalf of employees 7.0% (7.4%)
Free float 70.4%
Founders and Managers 3.0% (4.4%)
20,547,701 listed shares 26,677,398 exercisable voting rights XX.X%= Percentage of share capital held (XX.X%) = Percentage of exercisable voting rights
For more information, see Chapter 6.
HISTORY OF SOPRA STERIA GROUP
and both characterised by a strong entrepreneurial spirit as well as a firm collective commitment to serving their clients. To support the Sopra Steria 2020 Project, strategic investments continue in services, consulting and the development of business-specific solutions.
Its shares are listed on the SBF 120 index and, in 2017, the Group posted €3.8 billion in revenue and employed almost 42,000 people in over 20 countries. Sopra Steria was born from the merger in 2014 of two of France’s oldest digital services companies, Sopra and Steria, founded respectively in 1968 and 1969
A PERFORMANCE-ENHANCING CORPORATE PLAN
Sopra Steria has reinforced its position as a European leader in digital transformation.
For more information, see Chapter 1.
SOPRA STERIA REGISTRATION DOCUMENT 2017
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