Salary

SUEZ involves all of its employees in the Group’s success and future performance by implementing incentives and a fair salary policy fully aligned with its social values and commitments.

A competitive and fair salary policy

The Group’s salary policy is based on 3 ethical principles:

  • comprehensive: salary includes every component, monetary or not, direct or indirect, immediate or deferred,
  • competitive: the Group pays market rates in every country where it operates,
  • fairness: salary reflects individual and Group performance

As part of its diversity policy, SUEZ is committed to equal pay for men and women. It has rolled out tools to identify pay discrepancies for equivalent responsibilities, experience and performance. All salary terms and associated benefits continue to apply for absences of 4 months or less.

Involving employees in the company’s growth

SUEZ gives its employees the opportunity to be more engaged in the Group’s growth and performance.

In 2009, SUEZ implemented an ambitious Free share plan after the Group’s initial public offering in July 2008. This plan gave employees around the world 30 shares each in SUEZ.

In 2011, SUEZ launched SHARING, its first stock offering reserved for its employees in France and abroad. SHARING 2011 is aimed at more than 76,000 employees in 19 countries: Belgium, Chile, China, Czech Republic, Finland, France, Germany, Hong Kong, Indonesia, Luxembourg, Morocco, the Netherlands, Poland, Spain, Sweden, Switzerland, United Arab Emirates, the United Kingdom and the United States.

In 2014, SUEZ launched the second share ownership offering “SHARING 2014″ , reserved for Group employees in France and abroad . SHARING 2014 was subscribed by 16,519 Group employees in 22 countries : Germany, Belgium , Brazil, Chile , China, Spain , USA , Finland, France , Hong Kong , India, Italy , Luxembourg , Macao , Morocco, out there , Poland, Czech Republic, United Kingdom, Slovakia, Sweden and Switzerland.

It is almost 22 % of employees who participated the program with preferential terms. The rate of participation demonstrates our employees’ confidence in the future development of the Group.