technicolor - 2020 Universal Registration Document

5 DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

Film & Episodic VFX (FEV) remains committed to receiving and acting on that employee feedback – utilizing an internal communications strategy of “You Said, We Did”. This ensures that employee feedback is worked into our internal strategies of Talent Management. This is then communicated to all employees to show that we are taking their feedback seriously. In addition, one employee engagement survey covering all Post-production Canadian sites was performed.

In addition, the Talent Development Center of Excellence advises operational managers and Talent & Business Partners on all aspects of training and development, particularly on leadership and management aspects. Talent & Business Partners coordinate the construction and monitoring of Development Plans at division or function level. Trainings are organized at the local level by the People Partners who are responsible for ensuring that training initiatives are optimized across divisions and that they comply with local regulations. While this was still the model, the 2020 Covid-19 crisis brought specific priorities to light, in particular: Moving training to online platforms was embraced and allowed training to happen in quicker iterations. The focus on soft-skills and well-being resulted in sessions being more focused on how to adapt in this new normal. Remote Working, Change Management, and Returning to the Office campaigns were rolled-out as well as Unconscious Bias Training. An in-depth Unconscious Bias course was attended by 127 of the top executives and leaders of the Group, then cascaded through the organization with the goal of raising awareness of the connection between bias and human potential. Task Forces for Diversity, Equity, and Inclusion, Covid-19 Response, and Return to Office were formed and all worked with the training CoE to make sure employees were equipped with tools, coping mechanisms, and knowledge to continue performing throughout a the global crises faced in 2020. immediate need to move all training to virtual spaces; • an increased emphasis on soft skills development; and • attention to personal well-being. •

TRAINING AND DEVELOPMENT 5.2.1.4 GRI [203-1] [203-2] [404-1] [404-2] [404-3]

In order to guarantee a constant match between the expectations of our customers and the skills of our employees, the Group has set up a training program and pragmatic development approach that is as aligned as much as possible to the business challenges. Training 5.2.1.4.1 Training priorities are set, based on the evolution of existing jobs and technologies, on the identification of new capabilities to develop and on the individual needs of employees in terms of job performance and/or of professional evolution. The creation of specific learning tracks per job has been encouraged in each division, resulting in an optimization of training resources and in an increased number of training opportunities. In order to ensure the same quality level as well as alignment and consistency, development programs regarding Leadership, Management and Technical or Functional skills are coordinated at the Corporate level. Overall, training initiatives offered in 2020 encompassed 95,220 hours of training for both employees and external persons working under Group supervision, of which 85,270 hours were delivered to Technicolor employees. This represents 9.50 hours of training per employee trained on an annualized basis. The training hour gender gap per trained employee is monitored to ensure training is delivered on an equal basis to women and men, as part of our strategy to prevent a structural gender pay gap. Focus on Production Services Division Learning & Development Production Services in 2018 launched The Focus to consolidate • talent recruitment across all Film & Episodic VFX business units to make more efficient the global recruiting process, identify new talent pools, facilitate international mobility, and fill the expansion in capacity. The Focus continues to be rolled out to Production Services’ other service lines. Number of hours of training delivered Number of employees trained Number of hours of training per employee trained

Total

Women 26,550

Men

58,720 6,206

85,270 8,980

2,774

9.57

9.46

9.50

In 2020, Production Services repositioned The Focus as a career hub • under a combined talent management and lifelong learning model, utilizing real-time data to effectively and efficiently support the growth of the business. Also during the year, Technicolor Academy has adapted to virtual learning under Academy @ The Focus, allowing the division to increase its global reach, particularly during this pandemic environment. Global Artist Development Technicolor Production Services continued to deliver high quality artist training academies to graduates, and in 2020 migrated these to live virtual delivery ensuring flexibility and scalability. New Virtual Academies are supporting artist development across studios globally to ensure a consistent show-ready skill set. During 2020, 33,435 hours of training were delivered to 188 Academy trainees who mostly graduated (included in the above table). Part of this training was delivered on-site and then virtually, after the pandemic emerged (see section 5.2.7.1).

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