Social responsibility: A committed and responsible collective effort
2021-2025 indicator : women to make up 30% of Executive p Committee members and hold 20% of senior management positions by 2025 (with an intermediate target of 17% for women in senior management positions by 2023). In 2021, Sopra Steria signs the UN Women Charter and endorses the 7 WEPs principles.
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. The Group has reaffirmed its commitment and joined the ILO Global Business and Disability Network, an initiative run by the International Labour Organization (ILO). This network of businesses aims to share international best practice to improve the recruitment and induction of employees with disabilities. The Group is committed to complying with local legislation, regulations and recommendations concerning employment for people with disabilities. Differences in how disability is defined from country to country mean we are not able to collect consistent and comparable data. 2020 achievements The Group reaffirmed its commitment by signing the “Manifesto p promoting inclusion in economic life for people with disabilities”. The Group signed the ILO Global Business and Disability Network p Charter. The proportion of employees with disabilities rose: 2.21% (41.8% p of scope: France). Plan put in place to listen to and support employees with p disabilities during the Covid-19 crisis. Awareness campaign in France and internationally. p Assistance for 106 secondary school students with disabilities. p Employees took part in the Challenge Innovation Awards to foster p the emergence of solutions that improve day-to-day life and increase independence for people with disabilities. Three award-winning projects outside France will be supported by the Mission Handicap disability team. Goals for 2021: Increase the proportion of employees with disabilities in France from 2.21% to 2.75% by 2023.
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. 2020 achievements Balance preserved in terms of age representation: 7% of the p workforce was under 25 years of age (compared with 10% in 2019) and 9.9% was over 55 (compared with 8.7% in 2019).
Introduced a phased retirement system to facilitate the transition p to retirement.
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: help young people of p secondary school age understand the business world; Provide training for digital sector jobs: foster inclusion and p reintegration into employment for out-of-work young people. 2020 achievements 385 secondary school and university students interacted p directly with Sopra Steria employees (41.8% of scope: France): Providing career guidance to 256 secondary school • students from disadvantaged areas: hosted as part of their fourth-year work experience to learn about jobs in the digital sector and demystify algorithms (unplugged activity), in partnership with the non-profit organisation Tous en Stage , Listening and building relationships: 106 secondary • school students under the banner of the HandiTutorat programme in partnership with nine engineering schools. 23 students in higher education mentored in partnership with non-profit organisation Article 1 ; 342 young graduates helped to move back into p employment through training designed to foster access to employment (43% of scope: France and Tunisia): 171 unemployed young people recruited and trained in digital • skills (France), 33.3% of them women (up from 32.3% in 2019), in partnership with work integration organisations such as Ensemble Paris Emploi Compétences (EPEC), the Pôle Emploi public employment centres or the Maison des Jeunes Talents , The intake of 171 candidates recruited in Tunisia in 2019 • continued their four-year retraining programme. Candidates recruited (48% of whom are women) hold bachelor’s degrees or equivalent and receive help towards obtaining a postgraduate engineering degree. In particular, they are awarded scholarships covering their study costs for four years, receive personalised mentoring to help them fit in throughout the programme, and follow a specific training plan; 35 grants awarded to secondary school and university p students with disabilities to support them through their academic careers, in partnership with the FEDEEH. Goals for 2021: Rerun initiatives and strengthen momentum at Group level.