Worldline - Registration Document 2016

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

A.3.2.1.1

campaigns and programs Interns and trainees recruitment

the experience of working for Worldline. university and provide information to interested students about with the Campus Manager and to introduce Worldline in his/her also the role of the Campus Student. The objective is to co-work In 2017, in order to support the Campus Manager, there will be community, both internally to attract and motivate Campus communication and a dedicated logo for the Campus Manager created with the universities and major schools. Managers, and also externally to further develop the network The Company makes available different means of becomes the driver for transmitting the Company’s values and regular and visible presence in his/her school/university, and so Campus Manager from each school/university provides a major schools with a link to Worldline’s core business. The develop long-term relationships with leading universities and This program has already borne fruit and made it possible to better shared knowledge and strengthen the ties between the meetings (discussion groups, committees, etc.) contribute to its advantages in terms of creativity and innovation. Regular Company and the student world. 4 distinct pillars: brand awareness in the marketplace. This strategy was built on In 2016, Worldline began an extensive program to improve its Talent attraction; ● Talent development; ● Wellbeing@work; ● Pride. ● built around the brand with an emphasis on authenticity, plain The campaign put in place to communicate these 4 pillars was was very well received both internally and externally for its tone. experiences and daily lives within the Company. The campaign to rely on its employees to testify, talk about, and share their and the everyday experience of its employees. Worldline chose speech and concrete examples to promote the Company values Worldline to capture student’s point of view and feedback that and networking. These two surveys give the opportunity to resources (career path, exciting challenges, close management) the strong and weak points of the Company and in terms of Happy Trainees survey that aim to have an integral overview of are kay to be able to draw to new generations expectations. Also, the Company has launched an internal survey and the within a few days in order to secure the best talent). tools compared to competitors (group hiring sessions/job offers and operations managers, and tests that are the differentiating individual interviews with the Human Resources department small groups: introduction to the Company and its innovations, This program is organized around recruitment sessions for Graduate Day, Startup Day (status) Brand awareness to bring a differentiatedmessage

launched a career page on Jobteaser. hiring of interns, trainees and young graduates, Worldline has its employees with their career development. To boost the Worldline thinks of itself as a learning organization that supports develop their skills and knowledge of the world of business. offering them interesting internship opportunities to help them and leading schools (business and engineering schools) by trainees and interns in order to attract students from universities Human Resources has set up a recruitment campaign to hire In order to be recognized as a first choice employer, Worldline’s For 2016, Worldline received the Happy Trainees label, a system employer objective that the Company has set for itself by 2020. of the initiative designed to help achieve the responsible initial recognition is a result of the action plans launched as part integration, support and management of their trainees. This that rewards companies which place a special emphasis on the

A.3.2.1.2

Employment] interns and trainees [GRI 103-2 and partnerships to attract top-notch Worldline’s best practices, programs

allows Worldline to synchronize the required profiles with the This initiative arises from the recruitment policy of Worldline. It geographies business opportunities. business needs and create agility in new technologies and new

Campus Manager Program

on its Campus Manager Program since 2010. Worldline’s strategy of relations with academia has been based these partnerships. aim of forming a community of about fifty members to manage network of alumni and universities and major schools, with the and manage the relationship between a volunteer internal The Campus Manager Program is used to coordinate events The activities of the Worldline Campus Manager community are students, participation in judging panels, lending Worldline’s organizing visits to datacenters, round table discussions with varied: participation in student forums, running conferences, attendance at specific events, etc.). They bring people together, (local relationships, communication about jobs and careers, schools and the Company, they give talks about their careers initiatives; they provide the link between universities and major program: Campus Managers are the leaders of different The Campus Managers play a decisive role in the success of the but they are also the points of contact for ongoing initiatives. and take responsibility for coordinating an internal community, In 2016, a review was undertaken on the best way to continue to technologies as a source of innovation for the Company. new generations, and reinforce the integration of new build on the program, enrich it, adapt it to the expectations of job interviews, etc. technological platforms, organizing workshops to prepare for

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Worldline 2016 Registration Document