Worldline - 2020 Universal Registration Document


Focus 1: Promoting gender equality D. [GRI 401-1] [GRI 405-1] [GRI 103-3 Diversity and Equal Opportunity] and [WL 7] Worldline’s commitment through the Gender Equity programme A growing part of Worldline attractiveness as an employer brand is based on the fairness and transparency given to people in terms of recognition and promotion, notably in the form of broader responsibilities during their careers, and regardless of gender and wherever the Company operates. Worldline commits to ensuring collective fairness, equality of treatment between genders and balanced access to managerial positions in order to work better together. To achieve this objective the Gender Equity programme was launched in 2017 as a part of the Group TRUST 2020 commitment. This programme aims to ensure that the Company applies the principle of equity for management positions by reducing the female managerial gap. For instance, In Poland around 70% of employees are women and around 66% of managers are woman. In APAC countries, there are at least 40% of women leadership role in management team. Implementation of the Gender Equity programme and local initiatives Although the fields of IT and engineering mostly appeal to men, Worldline employs up to 33% 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 2020, 7 women were Board members out of 18 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 formalising, 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. 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 platform 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 UK, there are five growing Equity Diversity and Inclusion (EDI) networks as follows: (i) Age and Generations; (ii) Gender; (iii) One World Network or OWN (race); (iv) DAWN (Disability and Well-being Network) and (v) LBGTQIA Network. Launched in 2020 the networks each have Executive Sponsors and Leads and are open to all employees. The key message is “embracing uniqueness - dignity and worthiness for everybody” ; Intergenerational skills transfer: making sure that ● Worldline employees, at whatever stage of their career they are in, are given professional opportunities in line with their skills and experience. The active career policy must ensure the right transfer of expertise and skills within Worldline. For instance, intergenerational skills transfers take the form of Mentoring and Reverse Mentoring Programmes. These annual or multi-year programmes support employee development and networking in the Company, through learning from younger generations or sharing with more experienced colleagues. In Belgium an example is the “Young Worldline Community” initiated by generation Y/Z but open for all employees with a “Young Spirit” who can discover each other by several and different exchanges: leisure and fun activities, sharing business knowledge, business experiences; etc.; Disability: inclusion of people with disabilities, to ensure ● continuity of employment and access to training and equality in career development. The employment and employability policy for people with disabilities is at the heart of Worldline’s CSR commitments. As such, in France, Worldline renewed in 2020 its agreement and commitments on the employment and retention of employees with disabilities. Through this policy, Worldline and the employee representative bodies reiterate their strong commitment to continuing the action in favour of employees with disabilities implemented by the ‘Mission Emploi Handicap’ in accordance with the principles of (i) non-discrimination; (ii) disability compensation; (iii) equity between employees and (iv)their skills. They defined in particular a hiring plan and a job retention plan, as well as objectives and monitoring elements for the social partners and the administrations concerned. For more information on how diversity is encouraged and promoted at Ingenico, please consult Chapter 2.5 of its extra-financial performance declaration.


Universal Registration Document 2020


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