Annual report 2014

Societal,

Social

and Environmental Information

Social Indicators

■

3.2.6.2.

Employment and Integration

of Disabled Workers

Workers with Disabilities in France

Workers with Disabilities

GRI

UNGC

OECD

G4-LA12

1, 6

IV, V.1.e

2014

2013

C+G

UMG

Vivendi Village

Headquarters

Total

105

In 2014, the number of workers with disabilities rose by 24% in Vivendi’s

business units in France. This increase was due to the commitments

made by the Canal+ Group under its agreement.

Employment and Integration of Workers with Disabilities

The definition of a “worker with disabilities” used in this indicator is

the one defined by national legislation or, failing this, by Convention

159 of the International Labor Organization (ILO): “any individual whose

prospects of securing, retaining and advancing in suitable employment

are substantially reduced as a result of a duly recognized physical,

sensory, intellectual or mental impairment”.

As part of its corporate social responsibility, the Canal+ Group has

been committed to a sustainable policy of hiring employees with

disabilities for several years. By implementing a series of agreements

on the hiring of employees with disabilities and with an awareness

policy on this topic under the CanalHandi+ banner, co-workers are

reminded of the group’s commitments in this area to recruit, integrate

and retain disabled workers in jobs, as well as its participation in

training disabled youth through internships or work/study programs.

The disability agreement currently in force was signed for a three-

year period (from 2013 to 2015) by all the trade unions represented in

the group, thus enhancing the commitments already made in previous

years, such as:

–– hiring 20 workers with a disability between 2013 and 2015, and a

“discovery” policy for identifying young graduates with a disability

through internships and work/study programs;

–– participating in recruitment forums and maintaining specific

partnerships such as

Handicafé

Forum Adapt

Osons!

and

Tremplin

;

–– increasing business with the sheltered sector through increased

communication starting from the Purchasing department and

involving all employees;

–– assisting a significant number of employees to report their

disability, with the help of a social worker for administrative

support;

–– empowering disabled employees and keeping them on the payroll

through various forms of assistance that have been reassessed:

•

authorized absences compensated (as part of procedures for

recognition of disabled worker status, for medical care or a

sick disabled child),

•

disability Universal Employment Service Checks (

Chèques

Emploi Service Universel

– CESU) mainly funded by the

company,

•

participation in funding assistance associated with disabled

workers within the company;

–– numerous communication initiatives carried out, in particular

during National Disabled Employment Week. In 2014, programs

were held to raise awareness of disability, featuring several topics

such as “invisible” disabilities;

–– information and awareness campaigns on the Intranet, and a

disability referral agent network created among employees;

–– disability awareness and training sessions held for employees and

managers; and

–– HR staff and managers trained in hiring disabled workers.

UMG: in Germany a “Disabled Employee Officer” is in charge of

handling the needs of disabled workers.

Digitick works closely with the association

Accompagner la

Réalisation des Projets d’Études de Jeunes Élèves et Étudiants

Handicapés

(ARPEJEH) as concrete evidence of its commitment to an

active policy promoting the employment of disabled young people, of

equal opportunity, and diversity.

The integration of people with disabilities and non-discrimination

are principles respected within every company in the group. In the

recruitment process, the companies ensure equal treatment for

applications and maintain strict respect for the individual. At the same

time, the companies have developed specific training programs for

employees and managers in order to raise awareness of disabilities.

■

3.2.6.3.

Promoting Diversity

and Non-Discrimination Policies

Diversity and Non-Discrimination Policies in the Business Units

In accordance with Vivendi’s Compliance Program, the group’s

subsidiaries are committed to equal opportunities for all in recruitment,

mobility, promotion, training and compensation, without distinction as to

gender, religion, origin, age, personal life or disability.

Vivendi’s Compliance Program states that, in each subsidiary, the

Compliance Officer is in charge of responding to the concerns of

employees. Moreover, in the US and the UK subsidiaries, a hotline is

available to employees, in accordance with prevailing regulations, to flag

any cases of discrimination or harassment.

The Vivendi group is aware of the issue of diversity and pursues a policy

in favor of equal opportunities, as defined in various ways depending on

the subsidiary:

providing employee training on diversity issues;

implementing agreements on employing disabled workers;

negotiating and signing agreements on remote working;

Annual Report 2014