Sopra Steria - 2019 Universal registration document


Social responsibility: A committed and responsible collective

A gender diversity policy to develop women within the Group and support their career development at every level of the business. In particular, the Group is taking action to achieve balanced gender representation on the committee put in place by Executive Management to assist it with its duties. This policy is implemented through specific actions to help increase the proportion of women in the workforce and in top management positions, including: rolling out a Group-wide policy (development, promotion, p pay, etc.); setting numerical targets (workforce, recruitment, promotion, p training, pay gap); introducing training programmes on women serving in leadership p roles and to promote respect for all regardless of gender: specific forms of assistance for women, combating stereotypes through training and campaigns to raise awareness of how they affect decision-making processes; coordinating gender diversity networks in a number of countries. p 2019 achievements Group commitment: signed the manifesto “In support of p retraining for women in the digital sector” sponsored by Syntec Numérique (42.3% of the Group’s scope: France) to increase recruitment and the proportion of women in jobs in the digital field (32.3% of new hires under the retraining programme were women, vs. 30.3% in 2018). More women in the workforce: they represented 32% of the p workforce in 2019 (31.6% in 2018) and 33.1% of new staff (32.8% in 2018), despite a drop in female enrolments in information and communications technology degree programmes (13% of all students in this area in 2016, down from 15% in 2011). (1) Of the 10% most senior positions, 17.96% are held by women p (compared to 17.92% in 2018). “Toget’HER For Greater Balance” Group awareness campaign: call for p ideas and best practices from Group employees to attract and retain women in the digital sector and at every level of the company. Training programme rolled out across 81.5% of the Group’s p scope (France, Germany, India, Norway, Poland and the United Kingdom). Programmes supporting women in leadership to promote a p higher proportion of women in management: Boost’Her pilot programme launched in France and women’s mentoring programme launched in the United Kingdom. (56.3% of the Group’s scope: France, United Kingdom). Over 1,000 employees are members of gender diversity networks p (in France, Germany, Norway, India, the United Kingdom and Belgium) working for greater diversity in the digital sector by including more men in the approach. Findings of the Great Place to Work survey: 77% of p employees responding to the survey felt that “Staff are treated fairly irrespective of gender”. A disability policy aiming to favour the recruitment and continued employment of people with disabilities through innovative initiatives in the areas of recruitment, adapting the work environment, training and

awareness. Regardless of the country, the Group is committed to complying with legislation and all local regulations and recommendations in support of employment for people with disabilities. 2019 achievements The Group reaffirmed its commitment by signing the “Manifesto p promoting inclusion in economic life for people with disabilities”. Higher proportion of employees with disabilities: 3.06% (42.3%: p France), up from 2.72% in 2018. Awareness-raising initiatives to foster inclusion: p group awareness campaign on urban accessibility in support of • access to employment for people with disabilities, to coincide with the International Day of Persons with Disabilities: more than 3,500 obstacles were flagged up around the world to facilitate urban accessibility, awareness-raising among employees in France: HandiTour • campaigns (face-to-face workshops led by accessibility experts) and HanDigital Week (digital campaign, urban accessibility challenge and digital accessibility training): over 1,000 employees, rollout of e-learning on disability in the workplace and digital • accessibility (42.3% of scope: France): 13,180 employees completed the “Understanding disability in the workplace” module and 4,195 completed digital accessibility training (rolled out November 2019), supported over 100 secondary school students with disabilities • (through tutoring, academic support and sponsorship), 300 students (engineering, business) made aware of • disability-related issues at the Course Croisière Edhec race (a European sports event bringing together over 3,000 students). The Group’s intergenerational policy aims to attract talented young people while ensuring that different generations continue to be represented. The Group promotes knowledge and skills transfer – a key component of its intergenerational policy – by appointing a mentor for every new recruit aged under 26. 2019 achievements Balance preserved in terms of age representation: 10% of the p workforce was under 25 years of age (compared with 9% in 2018) and 9% was over 55 (compared with 8% in 2018). Introduced a phased retirement system to facilitate the transition p to retirement. A diversity and youth employability policy to ensure access to education for all and integrate young graduates into the world of work. This policy is in line with the principle of equal opportunity and is geared towards recruiting and developing talented young people. In pursuing this policy, the Group launches specific additional actions for young people from disadvantaged areas in order to: provide career guidance: inform students about our business p as soon as they enter secondary school; listen and build relationships: support secondary school p students and help them understand the business world; provide training for digital sector jobs: foster inclusion and p reintegration into employment for out-of-work young people.

“Women in the digital age”, European Commission study, 2016. (1)



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