Worldline - Registration Document 2016

Corporate and social responsibility report Annex III - Being a responsible employer

accompany the digital transformation. designed to encourage intergenerational collaboration and help improve and enrich the catalogue of available courses. terms of acquiring and further developing skills, and finally to by Worldline, measure the effectiveness of these courses in levels of satisfaction with the range of training courses offered employees during the previous year in order to assess their satisfaction survey about the training programs attended by its Finally, in 2017, Worldline decided to roll out, on a global scale, a made by TRUST 2020 are therefore the essential drivers and The WellBeing@Worldline program and the CSR commitments long term. employer by developing the potential of its employees over the strategies and Worldline’s ambition of being a responsible catalysts to support the Human Resources policies and AND [GRI 102-8] PEOPLE, WORLDLINE’SMAINASSET [GRI 102-7] and is broken down as follows: Worldline’s human capital consists of 7426 people [GRI 102-8]

cultural diversity and develop the network dynamic. which it operates, in order to stimulate creativity, promote programs and initiatives, begun in 2015, in all the countries in program. Worldline therefore continues the roll-out of its local actions it undertakes as part of the wellbeing@worldline following objectives: 2020” CSR initiative, to making further progress in terms of the department at Worldline has committed, through the “TRUST improvement in its performance, the Human Resources In order to drive this dynamic and the strategy of continuous Index of the Great Place to Work® survey. Increase employee satisfaction as measured by the Trust ● Be cited in at least 5 employer brand studies; ● Reduce the female capital gap to 0 (target range of +/- 10%); ● trainings provided by Worldline; Ensure more than 90% employee satisfaction with the ● that run information technology courses. brand to attract the best talents from schools and universities thanks to the work done to remodel the Worldline employer attending its target schools. This has all been made possible label for the quality of the internships it offers to students Worldline France has received the Happy Trainees 2016–2017 by developing the potential of its people. As a case in point, progress report on its goal of becoming a responsible employer TRUST 2020 program have delivered the first successes and The action plans deployed to achieve these goals as part of the address the issues of diversity in the workplace and the work-life International Women’s Day and will provide an opportunity to Worldline Group. The event will take place during the week of schemes and career support programs that exist within the this week-long event is to raise awareness and promote all the global level, with local versions and adaptations. The purpose of visibility. In 2017, Worldline will launch its first “Career Days” on a Community” was established to create opportunities greater New initiatives to promote mobility have started to flourish in gained recognition, thus enabling Worldline to publish, in 2017, a Worldline” program has also been created in pilot form: it is experts in these fields. The “reverse-mentoring made in balance through case studies and presentations from outside example, in 2016 Worldline set up “Job Cafés”, and a “Mobility many countries, including France, Germany and Spain. For

12% Asia

40% France

7% Great Britain

10% Latam& Iberia

13% Germany & CEE

18% Benelux

Section 9.10, Human Resources, in this document. resignations and subcontractors (indirect jobs), please refer to For further information regarding Human Resources, including

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Worldline 2016 Registration Document