Diversity

SUEZ has included equal opportunities in the 12 commitments in its new roadmap for sustainable development and corporate social responsibility for 2012–2016.

The Group is convinced that diversity is enriching in both human and economic terms, promotes innovation and creates value, and is embarking upon ways to undertake positive action towards sustainable integration of employees who reflect the diversity of the countries in which its companies operate, so fulfilling the expectations of its stakeholders.

The diversity label

In 2013, SUEZ wanted to go further and committed to the process for obtaining the Diversity Label, a seal of approval from the French government, awarded by AFNOR Certification to companies in France.

This is an opportunity to compare policies, processes and instruments with a recognised frame of reference and to take corrective action in the spirit of continuous improvement.

Taking action to promote Equal Opportunities: the Diversity Programme

Both in France and abroad, the Group is taking action to promote equal opportunities, in line with company policies and local expectations.

In 2010, the Group created the Diversity and Social Development Department to combine this energy into a common, shared dynamic.

With responsibility for ensuring the Group’s commitment is fulfilled, the Diversity and Social Development Department worked to develop the Diversity Programme “Equal Opportunities – Social Progress – Commitment”, which set out a plan of action for 2010–2012 comprising five key priorities:

  • access to jobs and integration;
  • recruitment and careers for women; 
  • recruitment and careers for people with disabilities;
  • recruitment and careers for older people;
  • employee commitment and quality of life in the workplace.

Building on the success of the first report, which testified to the progress achieved by the Group, a second programme has been set out for 2013–2016, which prioritises the development of a confirmed diversity policy in every country, with objectives to ensure a greater participation of women in the organisation, particularly at all levels of management.

The other key themes are :

  • Young people (apprenticeships, internships, alternating integration in organizations, mentoring system, etc.)
  • Integrating people from deprived communities and the unemployed in employment (professional preparation programs).
  • The Disability Policy (partnerships).
  • Seniors people in organisations of the future (skills transfer programs and expertise in our businesses, recovery).
  • Commitment Survey amongst its employees every two or three years (analyses the results, plan of action).
  • Quality of life in the workplace is a factor which is currently of particular interest.

 

Discover actions demonstrating our commitment to equal opportunities.