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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
3.2.6.3. DIVERSITY AND NON DISCRIMINATION POLICIES
THE POLICIES OF DIVERSITY AND NON DISCRIMINATION
IN THE BUSINESS UNITS
In accordance with Vivendi’s Compliance Program, the Group’s subsidiaries
are committed equal opportunity in recruitment, mobility, promotion,
training and compensation to everyone, with no distinction for gender,
religion, origin, age, personal life or disability.
The Compliance Program states that in each subsidiary, the compliance
officer is in charge of responding to an employee’s concern. Moreover, in
the US and UK subsidiaries, a hotline number is available to employees, in
accordance with prevailing regulations, to flag any cases of discrimination
or harassment.
✱ Blizzard France promotes diversity in its staff, the first principle
of which is non-discrimination on hiring and during the employee’s
professional development. In 2012, the company contained employees
with 29 different nationalities, which reflects its determination to
invest in diversity (e.g., financing the cost of visas, work permits,
relocation). The company deploys the notion of “multiculturalism”
as an internal value. In the recruitment process, Blizzard ensures
the applications of all candidates are processed on an equal basis,
maintaining a strict respect for the diversity of individuals. Blizzard
encourages geographic mobility within the company which contributes
to the advancement of diversity at each of its sites. The company
practices an active policy of internal promotion based on standards
of skills and identifiable and quantifiable knowledge (e.g., job
description, performance assessment), with the aim of avoiding any
discrimination.
✱ In 2012, at SFR, an interim audit conducted by AFNOR confirmed
that it would retain the Diversity Label it was awarded in 2010, for a
period of three years. A “diversity” action plan was drafted, with the
following major actions:
– providing employee training in diversity issues (delivered
to 1,706 managers, 51 HR officers and 52 IRPs);
– producing a diversity report covering approximately
thirty indicators;
– signing a disability agreement for 2012-2014;
– negotiating an agreement on remote working;
– creating a dedicated Intranet for disability matters;
– providing an educational game to facilitate integration for diversity
candidates;
– continuing the commitment to preselect and select applicants
exclusively from a diversity perspective; and
– periodic audits to check compliance of the recruitment processes,
optimizing the committees for professional development to
promote internal mobility.
3.2.7. Promotion and Compliance with the ILO’s Fundamental Principles
As a signatory of the United Nations Global Compact, Vivendi undertook
to comply with the ILO’s fundamental principles. In the area of labor law,
these commitments require compliance with the four fundamental pillars
of the ILO: freedom of association and recognition of the right to collective
bargaining, the elimination of all forms of forced or compulsory labor, the
struggle against child labor and the elimination of discrimination in the
area of employment and occupation. Two of these four pillars, freedom
of association and the elimination of discrimination, are of particular
relevance to Vivendi.
3.2.7.1. RESPECT FOR FREEDOM OF ASSOCIATION
AND THE RIGHT TO COLLECTIVE BARGAINING
With its social partners, Vivendi promotes social dialogue and consultation
at all levels (please refer to Section 3.2.3. of this chapter). All employees
based in metropolitan France and the overseas departments and territories
are covered by collective bargaining agreements. The same is true
worldwide for more than 90% of Maroc Telecom group employees and
100% of Canal+ Group and GVT employees.
3.2.7.2. ABOLITION OF DISCRIMINATION
IN EMPLOYMENT AND OCCUPATION
Vivendi has affirmed its commitment to diversity in recruitment and
preventing discrimination in employment. Vivendi’s Compliance Program
includes actively preventing all forms of discrimination based on selection
criteria such as gender, age, customs, ethnic origin, nationality, disability
and religious, political and trade union opinions and practices. These
commitments are applied in practice through the policies relating to
gender (please refer to Section 3.2.6.1. of this chapter), diversity and non-
discrimination (please refer to Section 3.2.6.3. of this chapter), and the
employment and integration of workers with a disability (please refer to
Section 3.2.6.2. of this chapter).
3.2.7.3. ABOLITION OF FORCED OR COMPULSORY
LABOR AND CHILD LABOR
The Vivendi Group complies with the ILO conventions and bans all forms
of forced labor. Child labor is strictly prohibited in the Group. In certain
very specific cases, such as filmmaking or music recordings, where minors
may be required to make a contribution, all regulatory requirements are
rigorously respected.