46 / 60
5
Social Indicators
Diversity and Equal Opportunities
■
■
5.6.3. 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:
p
p
providing employee training on diversity issues;
p
p
implementing agreements on employing disabled workers;
p
p
negotiating and signing agreements on remote working;
p
p
establishing inter-company nurseries to facilitate a balance between
personal and professional life;
p
p
continuing the commitment to preselect and select applicants
exclusively from the standpoint of diversity; and
p
p
contributing to the action plan, programs and/or collective bargaining
agreements related to gender parity.
The Canal+ Group and Universal Music have long been involved in
diversity issues. The Canal+ Group’s global presence requires it to
develop a territorial base for its business activities. Hence for its growth
it is vitally important that its staff is diverse. Universal Music encourages
diversity in all its activities and has committed itself to eliminating all
forms of discrimination through its Equal Opportunity policy which applies
to all employees and also temporary workers and job applicants as well
as the numerous contractors, suppliers and consultants
(1)
.
Managers receive regular awareness training on the group’s hiring
criteria, which are based on openness, difference and diversity. Social
dialog and the signing of numerous agreements on topics such as
professional gender equality, disability, employment of seniors, and the
awareness policy conducted at all levels by the group on these topics are
a reflection of this commitment.
Employment of Seniors
The term “senior employee” refers to an employee over 55 years of age.
Their presence is greatest at the corporate level of Vivendi (23%), owing
to the high level of expertise of the employees working at the group’s
headquarters. A total of 3% of the group’s workforce is over 55.
Employment of Seniors
(number and percentage of the workforce)
GRI
UNGC
OECD
G4-10, G4-LA12
1, 6
IV, V.1.e
2014
2013
C+G
240 (3%)
202 (3%)
UMG
585 (8%)
561 (7%)
Vivendi Village
9 (1%)
10 (1%)
Corporate
45 (23%)
50 (22%)
Sub-total
879 (6%)
823 (6%)
GVT
183 (1%)
151 (1%)
Total
1,062 (3%)
974 (3%)
Employment of Youth
Number of employees with work-study contracts
in the group in France
GRI
PM
OCDE
G4-10, G4-LA12
6
V.1.e
2014
2013
Consolidated data
230
190
Vivendi continues to pursue its engagement in employing young staff
members through various types of work-study contracts. The increase in
the number of contracts in 2014 is the result of the Canal+ Group’s active
investment in this kind of apprentice training programs (+16%) including
professional training contracts which increased by 28%.
(1)
Equal Opportunities: Our Policy, UMG internal publication, circa 2013.
46
Non-Financial Indicators Handbook 2014