60 2016 ANNUAL REPORT 2016 ANNUAL REPORT 61
GOVERNANCE AND RESULTSGOVERNANCE AND RESULTS
Recruitment and transfers The hire rate for permanent employees amounted to 11.6% compared with 10.4% for departures (including intragroup transfers, in both case based on employees on payroll at the year-end). Departures motivated by the employer repre- sented 3.6%.
The Group offers young persons who have just completed their higher education a Graduate Program in Sales and Marketing. It allows participants to obtain related work experience in the various countries where the Group is present and has subsidiaries.
HEALTH AND SAFETY AT WORK
37 subsidiaries without any industrial injury in 2016, or almost one in two.
Our progress
Safety is OUR business
The Group wishes to make health and safety at work a value shared by all. In 2016, the approach deployed since 2009 was boosted with the name of Safety is OUR business as a means of stressing the importance of the collective approach and of shared responsibility.
Reaffirming their commitment, management signed a Char- ter for Health and Safety at Work which targets zero accidents by 2020 and underlines the responsibility of the company and its managers. Published on the occasion of the Group s 4th World Safety Week, the charter is visible at all our sites.
A Safety framework is also available to guide all our produc- tion units. Its 10 golden rules are equally very visible to relay messages for accident prevention.
Each entity defines and rolls out an action plan including quan- tified and monitored goals. A tool for monitoring and analysis of accidents, and regular reporting, contribute to progress. The Group s Flash info Accident Groupe bulletin helps identify risks and the means of preventing their occurrence.
The Group-wide Behavioral Safety Visits mobilize top man- agement, line managers and operatives with the goal of iden- tifying and eliminating situations conducive to risk.
Health policy includes efforts to prevent deterioration by improving workstation ergonomics, preempting the occur- rence of psycho-social risks and enhancing the quality of life at work.
In 2016, new technologies for diagnosis were presented. A 3D simulation tool helps identify inappropriate gestures and postures and how to correct them, including by means of more ergonomic design of machines from the start.
In France, SAVENCIA Fromage & Dairy has a system provid- ing assistance and psychological help. It includes on-site support and for certain subsidiaries, a help and crisis line for employees and their family available 24/24. Managers have equally been made more aware of the forms psycho-social risks can take.
All these efforts in the area of health and safety at work have produced a new fall in the incidence of occupational injury for the Group. The accident frequency rate fell by 5.5% over the year, whereas the accident severity rate remained stable.
2016 2015
Accident frequency rate 8.6 9.1
Accident severity rate* 0.4 0.4
* With days absence from work based on calendar days.
In 2016, the Group deployed a TFI indicator which includes the safety at work of its temporary employees. The overall accident frequency rate, inclusive of temporary employees, amounts to 10.6.
In France, 35 employees were affected by occupational illness during 2015. Similar data is not communicated for the rest of the world given the heterogeneity of international defini- tions of occupational illness.
DIVERSITY The Group s Ethical Charter underlines that respect for persons, and equality of opportunity, are pillars of our corporate culture. The Group remains attached to giving every talent its chance, is attentive to the respect of individual opportunities and non-discrimination and trains its managers for that purpose.
Intergenerational agreements In France, the intergenerational contract now comple- ments and reinforces earlier measures in favor of older employees: mentoring, lifelong training, improved working conditions and prevention of job stress or duress.
The measures supporting the integration of young employees are ongoing: mentors, induction courses such as the Graduate Program, etc.
Equal opportunities for men and women SAVENCIA Fromage & Dairy promotes equal opportunity for all its employees by means of non-discrimination in terms of recruitment, qualification, training, remuneration or career progress. A guide to best practices has been provided to recruitment firms, which are required to submit mixed lists of candidates.
The proportion of women employed amounts to 40.2% overall and 50.3% in headquarters and service companies. The proportion of female managers amounts to 39.6% overall (+2.4% compared with 2015) and in France, almost 42.9% (sta- ble in comparison with 2015).
The Group identifies and shares best practices in favor of pro- fessional equality:
In-house communication promoting diversity, including specific training;
A comprehensive approach to taking account of periods of severe family constraints;
Organization of working conditions and the provision of services helping reconcile professional and personal life.
Measures in favor of the employment of people with disabilities
In accordance with its humanistic values, SAVENCIA Fromage & Dairy facilitates the access to and continuing employment of handicapped persons via appropriate recruitment,
Breakdown of part-time work by geographical zone and by sex 2016
13.1% 2.3%
20.4% 7.2%
1.8% 0.1%
2.2% 0.6%
8.8% 2.1%
Women Men
France
Western Europe (outside France)
Central & Eastern Europe
Other regions
Together
Shift work and night work in France In France, 48.9% of employees work shifts. Night work con- cerns 19.8% of employees.
Absence On average, SAVENCIA Fromage & Dairy has 17 calendar days of absence per employee and per year, stable compared to 2015. More than three quarters of absences are due to illness.
Breakdown of reasons for absence 2016
Industrial injuries > 3 months Industrial injuries < 3 months Illness > 3 months Illness < 3 months Maternity/paternity Occupational illnesses Other reasons
2.7% 3.5%
13.2%
38.1%
2.3% 1.9%
38.3%
EMPLOYMENT AND EMPLOYEES PERSONAL DEVELOPMENT
+16,822 hours additional training for Group employees between 2015 and 2016, an increase of 8%.
Our progress
Training
The Group offers training of quality for all. It invests in the future by adapting its training offerings and programs to the goal of maintaining its employees employability. It identifies key com- petencies by business and function and designs training sessions aimed at enabling employees reinforce their technical level as well as develop their managerial and relational skills.
Mention may be made, among other programs, of: Support for Group policies in the areas of safety, risk pre- vention and diversity;
Specific training for new manager-level entrants; Our Management Excellence seminars for managers; Functional seminars such as in Marketing Excellence, HR Excellence or our SAVENCIA Academy which offers industrial managers courses focusing on cheese and dairy know-how with the emphasis on manufacturing, quality and research.
When possible, SAVENCIA Fromage & Dairy encourages training and the recognition of experience sanctioned by diplomas such as France s Certificats de Qualification Professionnelle.
In 2016, training amounted to 225,383 hours and 1.7% of payroll compared with 1.5% in 2015. The 4,949 training sessions which took place were directed at 64.0%* of the Group s employees.
Job training and apprenticeship The Group believes that long work experience and formal apprenticeship are effective ways of integrating future staff members. It follows an active policy of partnership with business and engineering schools and offers job training and apprenticeship at all levels of education and for many functions including in particular those involving milk, marketing, sales and finance.
In France, apprenticeship concerns to 2.0% of employees, with internships accounting for 1.4% of employees.
Internal mobility SAVENCIA Fromage & Dairy encourages internal mobility both within and between its subsidiaries and at all levels of responsibility.
An internal database enables employees to be aware of all job opportunities within the Group.
All subsidiaries perform annual career reviews focused on preparing future career movements for their staff. The information provided to the Group provides overall vision and can be used to facilitate movements whether between subsidiaries, functions or countries.
* Calculated on the basis of the number of employees trained during the year in comparison with those present at December 31.