Page 73 - 2012 Annual Report

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VIVENDI l 2012 l Annual Report
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SOCIETAL, SOCIAL AND ENVIRONMENTAL INFORMATION
SECTION 3 - SOCIAL INFORMATION
SOCIAL INDICATORS
WORKFORCE PLANNING
The Group’s companies pay close attention to workforce planning.
The French subsidiaries have signed forward-looking jobs and skills
management agreements (Gestion prévisionnelle de l’emploi et des
competences, or GPEC), and a skills development and conversion support
plan (Plan d’accompagnement du développement et de la transformation des
competences). Forward-looking analyses, conducted within the framework
of business line observatories, also help anticipate workforce planning.
TRAINING
At Vivendi, training is an essential component of HR policy. Training
is offered in all countries in which the Group has subsidiaries and is
delivered in innovative formats that meet current norms. Training programs
are at the heart of the human capital development policy defined by the
Group’s or subsidiary’s strategy.
For the Group, training and skills development priorities cover:
✱ at an individual level: the three aspects of an employee’s human
capital which are personal development, business skills and
knowledge of the company; and
✱ at a collective level: the main training programs, which may be
implemented in relation to the subsidiary’s strategy and to an
assessment of the needs for training.
To ensure fairness and consistency, the procedures for access to training
are standardized within the Group, irrespective of country
or business segment.
3.2. SOCIAL INDICATORS
The report on social data has been drafted in accordance with
Articles L.233-3 and L.225-102-1 of the French Commercial Code
(Article 225 of Law no. 2010-788 of July 12, 2010 on national action for
the environment of the French Grenelle II law).
The heading “Corporate” in the tables below refers to Vivendi’s corporate
headquarters in Paris and the New York office, unless otherwise specified.
The heading “Headquarters” refers to the corporate headquarters in Paris.
The heading “Other” refers to Vivendi Mobile Entertainment, Wengo,
Digitick, See Tickets Ltd and, from 2012, Infoconcert, Jurytravail and
Watchever. In accordance with the societal, social and environmental data
Reporting Protocol for Vivendi Group companies, only the companies in
the reporting scope during the year appear in the tables on headcount.
In 2012, these were: Activision Korea, Activision Brazil and Activision
Blizzard Argentina for Activision Blizzard; Canal+ Gabon, Canal+
Democratic Republic of the Congo and the ESU (single employer) Direct
Médias for Canal+ Group; Infoconcert (Digitick), Watchever (VME) and
Jurytravail (Wengo) for the heading “Other”.
The heading “Maroc Telecom group” comprises Maroc Telecom and its
African subsidiaries. Unless otherwise stated, the data for Activision
Blizzard are those for Activision Blizzard worldwide.
3.2.1. Employment
3.2.1.1. HEADCOUNT BY ACTIVITY
As of December 31, 2012, the Group employed a total workforce of 58,050,
compared to 58,318 as of December 31, 2011. In 2012, the continued
growth of the workforce of GVT and Canal+ Group offset reductions mainly
at Maroc Telecom and Activision Blizzard.
Headcount as of December 31, 2012
GRI UNGC OECD
LA1 - V
2012 2011
Consolidated data 58,050 58,318
C+G 5,228
UMG 6,422
AB 7,061
SFR 9,990
MTG 12,130
GVT 16,296
Corporate 253
Other 670
3.2.1.2. BREAKDOWN OF EMPLOYEES BY GENDER,
AGE AND GEOGRAPHIC REGION
HEADCOUNT BY GENDER
In 2012, the percentage of women in the Vivendi Group remained stable
at 35% (compared to 34% in 2011). For gender parity, Vivendi is ranked in
twelfth place of CAC 40(1) companies.
✱ Canal+ Group has maintained an excellent level of gender parity
among its employees for several years.
✱ Conversely, at GVT, the percentage of men has risen sharply due to the
hiring in 2011 and 2012 of a high number of installation technicians,
which tends to be a male-dominated occupation.
(1) Source: Ranking Challenge, October 13, 2011.