Worldline - 2019 Universal Registration Document
EXTRA-FINANCIAL STATEMENT OF PERFORMANCE Being a responsible employer
The “Women retention” pillar is aiming to better retain ● Worldline women and men including but not limited to ensuring that women and men are equally treated. To limit employee attrition, it is critical for Worldline to deploy HR neutral processes that will secure employees throughout their Worldline journey. This is why, gender equity criteria has been fully integrated as a part of the annual HR Processes, notably in the People and Salary review. As a result, in 2019, the same proportion of Women and Men were identified to be part of the Worldline Talent pool. In alignment with the ILO Convention 100 concerning “equal remuneration for men and women workers for work of equal value”, the gender equal pay is also a point of attention. For Instance in France, in 2019, companies with more than 1,000 employees are now required to calculate and communicate their Gender equity index. The Worldline and equensWorldline entities in France have reached a score of 88 out of 100, which is fare above the minimum legal requirement and also above the national score average. This score illustrate the positive impact of the local long-lasting effort of French entities on gender equity materialized in the Gender Equity bargaining agreement, which have been renewed in May 2019 for 3 years. Likewise, Worldline Spain has also signed a new Gender equity bargaining agreement covering 15 objectives and 50 actions to be roll-out until 2023. Besides, the Gender Equity program is about the message the Company conveys, nurturing an inclusive mindset toward all employees. Numerous initiatives were launched by the Gender Equity Steering Committee and local taskforces to this end, such as: The global and local events organized for the 2019 ● International Women’s Day including a webinar held by the Worldline CEO, which was attended by 600 employees from the Group; The Women’s Guild of equensWorldline initiative, which ● takes the form of monthly webinars, aims to create an international network of women sharing best practices on Gender Equity; The afterwork organized with European Women Payment ● Network in Bezons with around 40 people from Worldline or the Fintech industry exchanging good practices around Gender Equity and Inclusion; The Women@worldline meet-ups in Belgium, Germany, ● Netherlands and Italy; The continuous effort to seek for gender fair ● representation in every Worldline internal and external events. More generally, regardless the topic involved, the Gender Equity Steering Committee, composed of the CSR Officer, the Head of Human Resources and the Director of the Gender Equity Program, interacts with the internal stakeholders to ensure consistency in gender diversity in internal and external communication campaigns. This is a key lever to boost awareness and best practices, foster equal representation of women and men in testimonials and speaking opportunities, and ensure that corporate materials and recruitment messages are aligned with Worldline Gender diversity vision and strategy.
To achieve this objective the Gender Equity program was launched in 2017 as a part of the Group Trust 2020 commitment. This program aims to ensure that the Company applies the principle of equity for management positions by eliminating the female managerial gap existing within the Company by 2020. Implementation of the Gender Equity program and local initiatives Although the fields of IT and engineering mostly appeal to men, Worldline employs 31.5% of female employees worldwide and constantly strives to improve this proportion. Out of this proportion of female employees, 23% females belong to the total management workforce. In 2019, 6 women were Board members out of 13 members. Worldline has identified new actions that will to strengthen women representation at all levels. Thus, in 2018, the Gender Equity Steering Committee has established a purposeful gender equity top twenty guidelines structured around the three pillars: “Women attraction”, “Women development and promotion” and “Women retention”. These pillars are supported, at global and local level, by the Human resources teams, who are responsible for formalizing, promoting and deploying in all Worldline regions, the adjusted HR rules and actions to reach exemplary equal treatment for men and women in terms of recruitment, development, promotion and retention. The “Women attraction” pillar is aiming to provide ● concrete levers to better attract women and men talents and strengthen inclusivity in profiles Worldline recruits. These guidelines consist notably in ensuring that women and men are equally represented in all IT school partnerships, external events or corporate communication. In this context, the Company launched in 2019 the “Meet the women and men of Worldline” communication initiative whose goal is to promote more than 20 role model portraits, published internally through a global newsletter and externally on Worldline blog in order to inspire Worldline fellows and attract new talent. The Company has also required from the people in charge of its recruitments to ensure that the pool of applicant is systematically comprised of both women and men candidates to systematically prevent discrimination. Additionally, 50 global job descriptions have been reviewed to be more inclusive, gender-fair and enlarge the number of candidates that can see themselves in it. This has been achieved with the support of the Textio plateform of augmented writing providing neutral tone alternative suggestions when required. These job descriptions, available to all employees, can be used when creating a job requisition in Worldline tooling. The “Women development and promotion” pillar was ● designed to grant development opportunities aligned with Worldline’s diversity and enable the Company to give to all employees, women and men, an equal chance to reach their full potential. As such, Worldline deploys trainings fostering both women and men leadership. One of the key 2019 achievements was the significant improvement of women representation in Talents and Experts programs as well as in the succession plans.
Universal Registration Document 2019
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