recruitment and promotion The Company has the aim of developing gender mix from the recruitment stage, whatever the candidate's status, adhering to the principles of equal treatment and non-discrimination. In order to achieve this, it is committed to a policy of gender mix with regard to internal and external recruitment, in terms of both the representation of men/women and roles, including areas where there is a gender imbalance. Continue to ensure that the recruitment process is free of discrimination and gender distinction. Promote gender mix and diversity in terms of job applications and recruitment. Closer monitoring of areas where men or women are under-represented. Ensure that temporary employment agencies and service providers pay attention to corporate gender mix objectives. Monitor the corporate development of men and women in the workforce. Monitor the annual trend in roles where men or women are under-represented. Monitor recruitment of and job applications from men/women in areas where men or women are under-represented. Update the monitoring indicators for the annual comparative situation report for men/women with regard to training. 100% of job vacancies show no discrimination or stereotyping. 100% of recruitment officers receive training across all areas of prohibited discrimination and equal pay. 100% of recruitment agencies with which the Company works on a regular basis made aware of its gender equality policy. 100% of temporary employment agencies and service providers with which the Company works on a regular basis made aware of its gender equality policy.
training Equal access to professional training for men and women is vital for ensuring equal treatment throughout their professional careers. Through the structuring of individual training programmes, it also helps employees return to full-time employment after a period of parental leave. The Company also ensures that any training offered is balanced over the male and female workforce. Continue to ensure equal access to professional training for men and women. Reinforce training support for employees returning from parental leave. Neutralise the impact of parental leave on the calculation of DIF [individual training rights] entitlements (DIF soon to be renamed CPF). Ensure balanced provision of training in terms of the proportion of men/women present in the workforce. Limit professional transfers and facilitate access to training. Facilitate access to training by giving employees greater flexibility for organising their training periods (e-learning etc.).
work/life balance The Company emphasizes the importance of work/life balance for its employees. In the agreement signed in 2013, Group Management and the Union Organisations reaffirmed that having children and/or leaving your job to bring them up should not be an obstacle to professional development. They also stated that parenting is an issue for both men and women, condemning any kind of discrimination or gender stereotyping. They wish to increase support for carers by taking account of the situation of employees with family responsibilities requiring them to deal with major problems relating to life events affecting their relatives. Challenges Continue to take account of parenthood as part of a professional career. Provide support with parenthood and the return to work. Take a wider view of the situation of employees who are carers in terms of their professional careers. Ensure that all pregnant women are informed of the option to ask for special consideration before they go on maternity leave. Monitor and analyse instances where paternity leave is taken. Monitor and analyse transfers to part-time and return to full-time employment. Ensure that all available measures are used to facilitate work/life balance.
working conditions The Company reiterates its commitment to ensuring that pregnant women are properly protected and that pregnancy is taken into account in working conditions it also emphasizes the essential role of the Health and Safety Committee in terms of health and safety at work and, in certain instances, Employee Representatives. Implement suitable measures to ensure that maternity is take account in terms of professional activity. Introduce options for organizing working hours to allow for specific demands relating to family responsibilities. 100% of authorized paid absences approved for attending compulsory medical checks during pregnancy. Reduce the exposure of pregnant women to hazardous chemical substances. Introduce special training for hazardous chemical substances. Monitor the flexible working system.
pay The Company provides equal pay for men and women on recruitment for equivalent roles and skills; it also analyses the gender pay gaps and makes adjustments for any unfounded gaps on a twiceyearly basis. Provide equal pay for men and women on recruitment for equivalent roles and skills. Analyse and adjust gender pay gaps. Ensure that employees on maternity leave receive equal treatment. Reinforce monitoring of the situation of employees returning from a period of parental leave. Clarify procedures for awarding individual pay rises. Specify the procedure by which an employee requests an explanation of their pay level. Train recruitment officers on the rules applicable for setting pay levels on recruitment: 100 % of recruitment officers trained. Update the men/women comparative Situation Report to extend the monitoring of pay levels for the fifteen of the most common roles within the Company. Ensure that employees on maternity leave receive equal treatment. Reinforce monitoring of the situation of employees returning from a period of parental leave: 100 % of employees having taken parental leave exceeding one year studied on their return to the Company. Ensure equal treatment with regard to awarding individual pay rises. Company to monitor trends in terms of average basic salaries.
raising awareness and communication The internal gender mix and diversity Charter formalises the corporate commitments that are to be supported by all employees, especially managers. The Company runs initiatives to raise awareness and internal communication activities to reinforce a culture of diversity and equality and ensure that these values are espoused by employees long-term. In this way, it intends to assist in developing long-term attitudes, particularly representations of parenthood, by combating stereotyping. Facilitate the correct application of the existing Gender Quality Agreement through a better knowledge of its provisions. Continue developing attitudes and combat stereotyping. Mobilise all employees around the objectives of the new agreement. Issue 100% of new employees with the gender Mix Charter. Organise a job discovery event for an area lacking gender balance in collaboration with the School Relations department. Diversify communication materials.