ADP CSR Report 2019

Taking action for the people at our airports

Cultivating and replacing our human capital

OUR ACTIONS

BEING AN INCLUSIVE COMPANY 3.4

Enhance our skills

CREATING A POOL OF INTERNATIONAL PROFILES

and staff members' aspirations, we have updated our career paths to implement a career management system that promotes internal mobility and incorporates our "group" and "international expansion" dimensions . It is based in particular on career reviews, which are now routine for managers, and the review of talents in order to guide career paths and plan ahead for the filling of positions. At the end of 2019, we also launched a CV collection campaign to gain a better understanding of our internal pool of candidates. Support external mobility Mobility leave has been introduced under the manpower planning agreement. It is offered to staff members who are planning to set up a business or retrain for a new career . It supplements the voluntary and secure mobility scheme that has been in place since 2018 for those who have found another job: if this position does not meet their expectations, they have the option to return to the group.

Enhancing our skills is primarily based on training: our programmes are designed to help our staff members adapt to changes in the organisation of work, technological changes, cultural shifts and new managerial practices . They are also designed to support vocational retraining through the development of new skills. As our professions are highly regulated, the proportion of mandatory training is high. We also offer group training courses targeted at the company's strategic orientations. The transfer of knowledge and skills is supported and promoted: a system of " transferrers" was tested and approved this year by 47 senior staff members, notably in technical professions. Promote internal mobility Internal mobility is a powerful driver of motivation and commitment. To ensure consistency between the company's strategic needs

The Group has to recruit and train international profiles to support its development and create synergies between its various entities around the world. This is why we are rolling out a specific HR strategy to build a pool of managers capable of taking on international responsibilities: training programmes to prepare for international experience, incentives for mobility within the Group, mobility management, expatriation support and local recruitment.

CONTEXT AND BACKGROUND

OUR COMMITMENTS

Inclusion is a driver of social cohesion and a performance lever. According to consultants Deloitte 38 , companies that pursue an inclusive policy aimed at integrating people with disabilities, from diverse backgrounds, young people, seniors and women are more creative, more innovative and have a better reputation, which enables them to attract and retain talent more effectively.

Our inclusion challenge is twofold: diversify our profiles and strengthen the links with local regions by promoting their rich sociocultural diversity. Our global diversity policy, updated this year, is based on four main areas: gender equality in the workplace, keeping seniors in employment and employment for young people and people with disabilities. Our approach is proactive and goes well beyond legal obligations: we have been signatories of the "Charter on diversity in business 39 " since 2013 and of the "Pact for equal treatment of job applicants regardless of background" since 2017.

ON THE WAY ON MYMOB

INDICATORS & RESULTS 2019

The MyMob programme provides HR teams, managers and staff members with assessment tools to help them consider career path opportunities. It has six functions for managing reference frameworks: skills, annual appraisals, recruitment and mobility, training and pay.

21.9% OF STAFF MEMBERS HAVE UNDERTAKEN INTERNAL MOBILITY Scope: ADP SA 5% PROMOTION RATE Scope: ADP SA, ADP International, ADP Ingénierie, Media, Relay

22,000 hrs OF TRAINING for external mobility and retraining projects 26 BENEFICIARIES of mobility leave and secure voluntary mobility leave Scope: ADP SA

2.5% OF STAFF MEMBERS HAVE A DISABILITY AT GROUPE ADP 7.2% WITHIN ADP SA (national average: 4.2%)

50% FEMALE BD 8% FOR THE EXCOM 36% FOR THE MANAGEMENT

BREAKDOWN OF THE ADP SA WORKFORCE BY AGE GROUP

Under 25 1% 25 to 49 50% 50 to 60 43% Over 60 6%

COMMITTEES Scope: ADP SA

PERCENTAGE OF WOMEN: 34% Groupe ADP scope 37.6% ADP SA Scope

(38) Source: www2.deloitte.com (39 ) To learn more, visit www.charte-diversite.com

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