Priority No.2 - Commitment No.7


ACT fOR EOUAL
OPPORTUNITIES

 

Challenges

Equal opportunity is a challenge that concerns all companies and that is fully integrated in their social responsibility.

In addition to eliminating discrimination relating to age, origin, gender, and disability, the objective is to implement tools to promote diversity. Opportunity equality is both an important factor for involving employees and a guarantee of closer ties between the company and its audiences, which it reflects.

Performance

Another objective is to promote people’s employability. SUEZ ENVIRONNEMENT is strongly involved in facilitating access to employment.

SUEZ ENVIRONNEMENT’s equality and diversity policy is the subject of a dedicated program entitled Diversity, started in 2010.

Following a first encouraging review in 2012, a new program with more ambitious commitments has been drawn up for the 2013-2016 period. This program aimed at encouraging diversity and women’s careers has been positioned at the forefront of the 2016 priorities by all Group companies. Other priorities in the equality of opportunity program include employment of young people, inclusion through employment, disability policy, senior workers policy, quality of life at work, and diversity in the regions where we operate. Each subsidiary can follow its indicators and share its action plans for improvement, thanks to the sponsors and Diversity managers belonging to the program and to the HR Division.(1)

This system has been persuasive. Last year, the ratio of women in management increased towards the 2016 target, rising from 27% to 27.8%. This is partly explained by an increase in the rate of female hires. Conversely, the percentage of women in management bodies decreased in 2013 (17.78% compared with 19.15% in 2012), with mixed results between the subsidiaries. SUEZ ENVIRONNEMENT signed an agreement on professional equality between men and women in October 2013. This agreement primarily aims at progressing in terms of parity by improving the percentage of women in the workforce and the access of women to responsible positions. Meanwhile, the hiring of people aged over 55 increased; this category accounted for 5.95% of hires in 2013,compared with 3.40% in 2012.

The percentage of employees aged 55 on permanent employment contracts rose from 14.1% in 2012 to 15.12% in 2013. SUEZ ENVIRONNEMENT also made efforts to promote the inclusion of vulnerable individuals in 2013: SITA Rebond, a subsidiary of SITA France that specializes in inclusion through employment, signed 232 inclusion agreements.

The percentage of employees aged 55 on permanent employment contracts rose from 14.1% in 2012 to 15.12% in 2013. SUEZ ENVIRONNEMENT also made efforts to promote the inclusion of vulnerable individuals in 2013: SITA Rebond, a subsidiary of SITA France that specializes in inclusion through employment, signed 232 inclusion agreements.

(1) – For more on SUEZ ENVIRONNEMENT’s diversity policy: http://www.suez-environnement.com/careers/social-responsibility/diversity.
GRI Indicators
DMA LA — EC7 — LA13
2016 targets
Quantitative objective
Achieve a level of 30% of women in managerial roles in the Group by 2016.
Progress objective
Increase the number of women in management positions in the Group and its subsidiaries.

Develop employability through apprenticeship schemes.

Obtain the “Diversity” Label in France.

Increase the rates of hiring employees over the age of 55 and keeping them in employment



Indicators
Women in management
(as a %)
Women in management
Percentage of individuals aged over 55 among new hires
Percentage of individuals aged over 55 among new hires
Women in the management bodies of the Group and its subsidiaries (ExCom and Management Committee)
(as a %)
Women in the management bodies of the Group and its subsidiaries (ExCom and Management Committee)

Best practices

Lyonnaise des Eaux (France)
Responsible employer approach

Lyonnaise des Eaux, a SUEZ ENVIRONNEMENT subsidiary, received the responsible employer certificate awarded by Vigeo, an independent social and societal rating agency, in June 2013. The audit covered 14 criteria grouped into four themes, namely preventing discrimination and promoting equality of opportunity, promoting the development and quality of jobs, encouraging high-quality relationships with stakeholders, and promoting well-being at work. Ten of the 14 criteria were assessed as being at a “confirmed” level, i.e. a rating of three out of four. Lyonnaise des Eaux was joined by Sodexo, Efidis, Orange, and the French Navy in founding the Vigéo Responsible Employers’ Club.

United Water (United States)
A career driver for women

The Group’s US subsidiary launched the “Women’s Leadership Network” in 2012 in order to simplify the hiring of women and retain their loyalty by encouraging their personal development. This network, which was created by the United Water Diversity and Integration Committee, claims to be a true career driver for women. It meets once a month, and its members – men and women – are able to benefit from training, mentorship programs and a contact network.

Group
La Maison pour Rebondir, a gateway to successful integration

In 2012, SUEZ ENVIRONNEMENT launched a pilot program in Bordeaux that was funded by the SUEZ ENVIRONNEMENT Initiatives Fund. The mission of La Maison pour Rebondir is to help the long-term unemployed move closer to finding a lasting employment or to assist them in establishing their own businesses. Through its activities, La Maison pour Rebondir contributes to reinforcing the social and economic fabric of the territories.

To achieve this, it takes the best from the two spheres whose skills are essential to the success of projects: the private sector, and the public social sector.

In 2013, La Maison pour Rebondir helped 86 people achieve lasting employment, including 30 “Jobs for the Future.”

Group
SUEZ ENVIRONNEMENT receives “Top Employer” certification for the second year running

In 2013, SUEZ ENVIRONNEMENT received once again Top Employer certification out of 46 participating companies in France. This certification, awarded on February 14 by the Top Employers Institute(1), recognizes exemplary human resources practices in the areas of compensation, benefits and work practices, training and professional development, talent development and management, and managerial practices (ability to establish a strong corporate culture among employees: vision, values, CSR, communications, etc.). SUEZ ENVIRONNEMENT obtained extremely high marks for all of these criteria, and particularly for remuneration practices, working conditions, training and professional development. All participating companies responded to a 65-question survey. The responses were analyzed and audited by the international firm Grant Thornton.

Top Employer certification allows companies like SUEZ ENVIRONNEMENT to compare their own human resources practices with other companies but also to strengthen their employer brand.

(1) – Established in 1991, the Top Employers Institute is the result of a joint initiative of human resources professors, journalists, associations, researchers, and international publishers. The Top Employers Institute’s mission is to provide independent analysis and information regarding the HR policies, programs, and practices of the certified companies.



GRI Indicators
2.10 — LA13