Page 84 - 2012 Annual Report

84 VIVENDI l 2012 l Annual Report
2
2
SOCIETAL, SOCIAL AND ENVIRONMENTAL INFORMATION
SECTION 3 - SOCIAL INFORMATION
SOCIAL INDICATORS
With four women among the 11 directors on Vivendi’s Board, Vivendi
ranked third among CAC 40 companies according to the October 2012
issue of the Challenges magazine. Two of these women directors
chair Board committees: the Corporate Governance and Appointments
Committee and the Human Resources Committee.
3.2.6.2. MEASURES PROMOTING EMPLOYMENT AND
INTEGRATION OF WORKERS WITH DISABILITIES
WORKERS WITH DISABILITIES IN FRANCE
Workers with disabilities
GRI UNGC OECD
LA13 6 IV, V.1.e
2012 2011
Consolidated data 301 238
C+G 55
UMG 9
AB 4
SFR 228
Corporate 1
Other 4
In 2012, the number of workers with a disability increased in the majority
of Vivendi’s business segments in France. This increase is due to the
particular efforts made by Canal+ Group (+34% compared to 2011) and
SFR (+23% compared to 2011).
EMPLOYMENT AND INTEGRATION OF WORKERS WITH DISABILITIES
In this indicator, the definition of a “worker with disabilities” is that
used by national legislation, or failing that, by Convention 159 of the
International Labor Organization (ILO): “Any individual whose prospects for
securing, retaining and advancing in suitable employment are substantially
reduced as a result of a duly recognized physical, sensory, intellectual or
mental impairment”.
✱ In 2012, in the context of the agreement on the employment of workers
with a disability signed in 2010, Canal+ Group continued its initiatives
in favor of employees with a disability under the Canalhandi+ banner
and it entrusted part of its central activity in customer relations to a
sheltered sector company called Handicall.
✱ For 2012, key actions at Canal+ Group included:
– increased business with the sheltered sector and promoting its use
by all the Group’s departments using service providers;
– working with a significant number of employees to declare their
disability, with the help from a social worker to fill in applicable
forms;
– numerous internal communication initiatives carried out during the
national week for the employment of people with a disability on the
theme of “Talents”, such as conferences and quizzes;
– a policy of recruiting young graduates with a disability who would
ordinarily not have been identified, through their recruitment as
interns and through work-study programs; and
– taking part in recruitment fairs and maintaining specific
partnerships such as Job in live, Handicafé and Tremplin.
✱ Blizzard provides workers with a disability with accessible equipment
and regular ergonomic assessments to ensure that their equipment
is suitable for the purpose, and organizes appropriate medical
supervision.
✱ In the agreement of April 24, 2012, SFR undertook to finance the
reclassification process for employees with a disability that have
been declared unfit by the occupational physician. SFR also works
with employees who have a mental illness to reduce the risk of their
being unfit. Partnerships with specialized associations are helping the
medical and HR teams to prevent and treat mental illness at work.
✱ The integration of people with a disability and non-discrimination
against them are principles respected at every entity in the Group. In
the recruitment process, they ensure equal treatment for applications
with strict respect for the individual. At the same time, they have
developed specific training to raise the awareness of employees
and managers about disabilities. It should be noted that for Maroc
Telecom, the social and cultural context limits the publication of
information on disabilities.
EMPLOYMENT OF SENIOR EMPLOYEES
The term “senior employee” refers to an employee over 55 years of age.
Their presence is greatest in the Maroc Telecom group and at Vivendi
Corporate, where they account for 9% and 18% of the workforce
respectively. For Maroc Telecom, this is due to its position as the
incumbent telecom operator in Morocco and in several of its African
subsidiaries. For Vivendi Corporate, it is due to the number of employees
with greater experience and high levels of expertise, which is typical for
a corporate headquarters. In 2012, a total of 5% of the Group workforce
is over 55.
Employment of senior employees (number and percentage of the
workforce)
GRI UNGC OECD
LA1, LA13 6 V
2012 2011
Consolidated data 2,792 (5%) 2,107 (4%)
C+G 192 (4%)
UMG 443 (7%)
AB 551 (8%)
SFR 368 (4%)
MTG 1,072 (9%)
GVT 113 (1%)
Corporate 46 (18%)
Other 7 (1%)