Social responsibility: A committed and responsible collective effort
Indicators: Two occupational illnesses recognised in France by CPAM, the p national health insurance body (42.8% of scope: France), The absence rate was 2.5% in 2020, compared with 2.6% in p 2019 (42.8% of scope: France), The workplace accident frequency rate fell significantly in 2020 to p 1.26%, compared with 2.47% in 2019 (42.8% of scope: France). This decline was linked to the lockdown measures, The severity rate was 0.013%, compared with 0.033% in 2019 p (42.8% of scope: France). This significant decline was also linked to the lockdown measures. Goal for 2021: The aim is to build on initiatives launched in 2020 amid the pandemic to continue to roll out shared tools for use across the Group. A training and awareness campaign will be rolled out to employees on a phased basis to encourage them to identify risks and accidents and flag them up to a network of designated representatives. Other labour-related information 2.3. $ ( # ) ,$' $' For many years, the Group’s growth has been backed by a proactive employment policy of recruiting talented individuals and developing employees’ skills. External growth is also a strong driver of the Group’s development and increased business volumes. Thanks to the various acquisitions completed in 2020 (1,192 employees), the Group can offer a comprehensive response to its clients’ needs in the areas of transformation and competitiveness. At 31 December 2020, Sopra Steria Group had a total of 45,960 employees (44,768 employees excluding 2020 acquisitions, compared with 45,153 at end-2019), mainly based in France,
Germany, India, Scandinavia, Spain and the United Kingdom, which together account for 89.4% of the Group’s workforce. The decline in the workforce noted for the Group’s reporting scope (excluding acquisitions) is tied to the impact of the Covid-19 pandemic on the global economy, resulting in lower business levels across all industry sectors. This decline in business activity impacted the service centres in India and Spain to the greatest extent, as they were hit hard by the economic difficulties affecting the aviation sector in particular. This was compounded, for India, by the decline in business process services (BPS) delivered for public sector clients in the United Kingdom, following the repatriation of these services as requested by the clients. This led to an increase in the workforce in the United Kingdom, because the services could no longer be delivered in teleworking in India, upon the client's request. The proportion of permanent contracts, which was slightly higher in 2020 (96.7% in 2020, compared with 96.1% in 2019), and that of temporary contracts, which was slightly lower (2.9% in 2020, compared with 3.3% in 2019, excluding interns) demonstrate the Group’s long-standing commitment to offer stable jobs while favouring the professional integration of young people on permanent contracts and on work placements (100% of fixed-term contracts were for work-linked training students in 2020, compared with 96.1% in 2019). The Group’s employee attrition rate of 13.6% marked a significant decline (17.7% in 2019). This decrease is a result of the economic impact of the Covid-19 crisis. In France, redundancies or dismissals accounted for 2.4% employees leaving the Group in 2020, compared with 2.3% in 2019 (scope: France). The age pyramid illustrated below, showing a breakdown of the Group’s workforce (excluding acquisitions) by gender and age, has remained stable for the past three years, with a very slight increase in the proportion of women, particularly in the 35-45 and 25-35 age brackets.
45 to 55
17% 17% 17%
35 to 45
25 to 35
Women 2020 Women 2019 Women 2018
Men 2020 Men 2019 Men 2018
The average age of employees on permanent contracts is 38.7 years (compared with 37.8 in 2019), with an average length of service of 7.7 years (compared with 7.1 years in 2019), a slight increase from 2019 due mainly to the decline in recruitment.