TECHNICOLOR_REGISTRATION_DOCUMENT_2017

- 5 CORPORATE SOCIAL RESPONSIBILITY Employees and workforce

in the UK., equal opportunities policy is part of the employee ■ handbook and of the induction for all new starters. MPC held a week of activities focused on ethnicity during National Inclusion Week, and also launched a social club at each location named MPC Pride, open to everyone, focusing on being a welcoming space for all LGBTQ workers at MPC; in India, practice was developed to make provision for mutually ■ agreeable extension of employment for senior workers, past the national retirement age of 58. The Bangalore operation also provides a written document concerning local community conditions and advice for new workers moving in from other areas. Partnering with Oxfam India, the Technicolor team supported 24 local teams in the 2017 Trailwalker “Walk for Equality” event, with walks of 50 and 100 km over three days, while also staffing a checkpoint along the route for support and hospitality during the 3 day event. In addition to the role of the management, detection of discrimination cases also relies on the whistleblower policy allowing any employee to confidentially disclose their situation or the situation of a co-worker, without fear of publicity or adverse reaction. Such cases are reported to the Ethics Committee and investigated. Some countries implement in addition an official trust person or advocate for employees if there is a discrimination issue. Overall, about twenty-six cases of discrimination and harassment were reported in 2017. Employment and Integration of Disabled People Depending on national legislations, legal requirements to integrate disabled persons or to hire a specified number or percentage of disabled employees, and thus the definition of a disabled employee, may strongly vary, or may not even exist. Also, labeling, categorizing, or making a record of an employee as disabled may be legally prevented in certain countries or subject to the individual authorization by each concerned employee who may refuse. Therefore, statistics cannot reflect the reality with accuracy.

However, beyond the legal requirements when they exist, Technicolor strives to adapt our working places, including factories, to provide equal employment opportunities with no discrimination against disabled people with regard to hiring, training, allocation of work, promotion, or reward, and seeks to eliminate employment barriers and to accommodate disabled employees. In that regard, employment of disabled is part of our non-discrimination policy, and Technicolor has been and continues to be willing to integrate different needs including modified duties, adapted hours, and adapted workspaces. In France, agreements were signed during 2016 with labor representatives in support of Technicolor’s ‘Mission Handicap – France’ program, which was launched during the second half 2016 and focuses on four critical aspects: increase recruitment of persons with disabilities, provided their competence is in line with the position requirements; encourage job retention and career development of employees with disabilities; develop knowledge and expertise on disability within Technicolor through training and coaching; and increase the use of disabled people from service providers. In Canada, Technicolor policy recognizes and promotes the hiring of persons with disability. In Australia, Technicolor partnered with a disability employment agency to hire employees with disabilities, and placements are on-going. In the UK., a joint industry network was announced under the name of Access: VFX, with the guiding principle of promoting diversity and inclusion in the VFX industry. The Mill and MPC are both key correspondents in the Access: VFX launch, including hosting seminars and workshops on-site for small groups of targeted individuals. MPC held three events as part of National Inclusion Week: See with your ears, Hear with your eyes; Notes on blindness; and Channel 4: We’re the superhumans – all targeting awareness building: In Poland, Technicolor extended efforts into families of workers who care for children with disability, providing increased benefits to the family via the worker in these cases.

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