CORPORATE RESPONSIBILITY Responsible employment: Sopra Steria, a responsible and committed team

In addition, Sopra Steria has published an Employee Savings Guide for all French employees that is available via the intranet. It aims to raise the profile of employee savings and employee share ownership plans and broaden access to them within the Group. 2.7. Labour relations Labour relations involve working with employee representatives on matters relating to corporate strategy and the company’s economic, financial and employee policy. It involves sharing information about significant changes faced by the Group. Dialogue takes place at periodic meetings with employee representatives, in accordance with local legislation. The Group takes care to ensure that labour relations are running smoothly within each subsidiary. Employee representation is structured within institutions specific to each country and legislative regime. These institutions act as preferred contact points in respect of labour relations. In 2017, labour relations activities were particularly wide-ranging and sustained in an environment characterised by the digital transformation and the need to think about how best to anticipate changes in the Group’s businesses and required skills. In Europe (chiefly France, Germany and Belgium), compensation, gender equality in the workplace, working hours and employee status adjustments in connection with acquisitions were among the main issues dealt with together with employee representatives in 2017. In this context, 33 agreements were signed with trade unions on these subjects, covering 69.7% of the workforce (compared with 53.2% in 2016), and 216 agreements were in force in 2017 in Europe (in France, the United Kingdom, Germany, Belgium and Italy). No new workplace health and safety agreements were signed in 2017. These various initiatives increase employees’ sense of belonging, ensuring that all staff are committed to the Corporate Plan and that the challenges posed by the digital transformation are met. As such, they constitute one of the drivers of business performance. In 2018, labour relations remain a key issue for the Group’s future development. Working conditions and the organisation of work are important components of human resources management, considered by the Group as critical to its efficiency and long-term success. The Group ensures that employees’ working conditions and environment comply with legislation in force in the countries in which it operates. The Group’s businesses fall within the service sector and do not include any high-risk activities, notably in respect of occupational accidents, which are related purely to the hazards of everyday life. Nevertheless, the Group ensures that awareness and training action plans are implemented in all countries to prevent accidents and improve employee health and safety. 80% of employees are covered by these initiatives, in the following countries: Belgium, France, Germany, India, Italy, Spain, United Kingdom, Tunisia and Switzerland. A psychological counselling and support unit is also available to employees in a number of countries (78% of employees have access to this type of support in the following countries: France, United Kingdom, Scandinavia, India, Belgium, Germany). This unit, staffed by psychologists, is completely independent of the company and can be accessed anonymously, confidentially and free of charge at any time. 2.8. Working conditions and organisation: a priority for the Group

The Group also champions local initiatives to improve life in the workplace. In the United Kingdom, for example, information campaigns about well-being in the workplace ran for the entire year. In Norway, meditation and yoga sessions were put on for employees to help them balance their work and private life. Health and safety committees ensure that specific processes and measures are put in place and implemented at the local level, since each entity is subject to legislation specific to its host country. These measures concern, in particular, buildings (security of premises, furnishings, heating and air conditioning, etc.) and food (canteen, water, etc.). In 2017, there were no occupational illnesses recognised in France by CPAM (the national health insurance body). The rules used to calculate absenteeism, and workplace accident frequency and severity rates were altered. In 2017, the rates were calculated based on business days, rather than calendar days as was previously the case. The figures for 2016 were recalculated using the same method. According to this rule, the absence rate was 2.1% in 2017, lower than in 2016 (2.7% recalculated). The workplace accident frequency rate decreased significantly in 2017 (1.68%, vs. 2.29% recalculated in 2016), while accident severity was 0.035% (compared with 0.030% recalculated in 2016). The rates remain very low and are linked to the hazards of everyday life. ORGANISATION OF WORK The organisation of employees’ work schedules must allow for an appropriate work/life balance. Part-time working is never obligatory; it is always a matter of individual employee choice. Sopra Steria approves employee requests for part-time work whenever they are compatible with the requirements of the departments or projects concerned. In 2017, 6.3% of Group employees were part-time (compared with 6.6% in 2016). In 2018, the Group will endeavour to continue with and step up its actions to improve working conditions and the organisation of work, notably from a health and safety perspective. 2.9. Diversity and equal opportunity: a key issue for innovation and performance Sopra Steria Group’s anti-discrimination policy is consistent with its approach based on the principle of promoting equal opportunity. Sopra Steria works hard to recruit talented employees from a variety of backgrounds, retain its employees by offering a stimulating and welcoming work environment, and demonstrate respect and fairness to all staff. This approach focuses on both staff employability and the challenges facing civil society. It covers four areas: access to employment for people with disabilities, gender equality in the workplace, the intergenerational approach, and diversity and access to employment for young people. EMPLOYMENT OPPORTUNITIES FOR PEOPLE WITH DISABILITIES The main aim of the Group’s disability policy is to favour the recruitment and continued employment of people with disabilities. Irrespective of the country in which they are based, the Group’s companies are committed to complying with legislation and all local regulations and recommendations in support of employment for people with disabilities. Certain frameworks require employment to be provided. Furthermore, many Group companies in a number of countries have adopted a



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