Sustainability Report - FY 2023

Social and societal information Health and Safety

compensation, and other benefits. The number of employees taken into account includes permanent employees, regardless of their contract, and excludes trainees and apprentices (for reasons of relevance, when there are less than five male or female employees per level, the calculation is not made). In France, there is a pay gap of 2.5% in favour of men, the calculation not having been made on countries with small numbers given the minimum number of employees per level.

See chapter 4 of the URD as the report on corporate governance which presents the equity ratios in terms of employee remuneration taking into account all Exclusive Networks employees in France (fixed-term and permanent contracts), continuously present over the year 2023 which constitute an extended scope representative of Exclusive Networks’ activities in France. Policy to attract young talent The Group’s actions in the recruitment of young people detailed above contribute to the implementation of the DE&I policy. The Group welcomed the 2 nd class of the Exclusive Academy in September 2023, which has about fifteen students. Policy In terms of health and safety, the Group focusses its actions mainly on the mental health of its employees, more specifically, the reduction of stress at work. Exclusive Networks also endeavours to ensure that its practices in terms of the organisation of work and other time spent in the Company aim as far as possible to maintain a good work-life balance, in particular allowing for the proper exercise of parenthood. This topic is an ongoing focus that echoes the pressure to which the entire cybersecurity sector is subject due to the skills shortage. The internal survey, which is carried out every year, measures the level of satisfaction of employees with regard to work-life balance. The Group has put in place a global policy on hybrid work based on everyone’s trust and responsibility. It encourages ways of organising work to improve the quality of life at work while reducing travel time.

7.8

Health and Safety

Context Exclusive Networks’ commitments are aimed at providing all employees with working conditions that ensure their health and safety in compliance with laws and regulations. The nature of the Group’s activities as well as the small number of employees per company explains why very few of them are certified according to a health and safety standard, without reflecting the importance of this subject for the Group and the commitment of Human Resources Managers as close as possible to the local teams. As a result, 10% of the workforce is represented in a collective health or safety proceeding and 8% are employed in a company with health or safety certification. Work-life balance is also an important driver of employee engagement and retention.

Key monitoring indicators

2022

2023

Absenteeism rate (1)

1.80

7.09

Maintain the safety and security of employees

Occupational injury frequency rate (2)

0.28

0.24

Severity Rate (3)

0

0.05

Satisfaction rate with the work environment

67%

66%

Number of employees on permanent contracts working part-time

Work-life balance

124

125

(1) Absenteeism rate = (number of hours of absences from the period/number of hours worked in theory over the period) x 100 (2) Frequency rate = ratio of the total number of accidents (at the workplace) resulting in death or total disability for at least one day (excluding the day of the accident) to the number of hours of exposure to the risk, multiplied by 1,000,000 (3) Severity rate = ratio of the number of calendar days actually lost as a result of accidents at work (at the workplace) to the number of hours of exposure to the risk, multiplied by 1,000

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Exclusive Networks SA

2023 Sustainability Report

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