Social Dialogue Diversity & Gender

Transcription

1 Social Dialogue Diversity & Gender Food Service Europe European Federation of Food, Agriculture & Tourism Brussels 14 th of September 2016 Bertrand DELAMOTTE

2 GENDER is one of our 5 D&I dimentions for SODEXO Generations Gender Disability AN INCLUSIVE ORGANIZATION Cultures & Origins Sexual Orientations 2 Bienvenue Issy Dec 11th, 2014

3 3 Gender

4 A very committed CEO initiative starting in USA Office of Diversity reports to our CEO Main objective : same level of commitment at all management levels Disseminate our efforts worldwide Sodexo Group Office of Diversity

5 Sodexo Gender Balance Case Study Gender balance is a significant driver of performance 100 Subsidiaries Non-financial indicators like employee engagement rate, brand image rate, client retention rate Managers Financial indicators like organic growth, gross profit and operating profit 40-60% Optimal Gender Balance 5

6 SWIFt is an Advisory Board from SODEXO o o o Advisory board reporting to the Group Comex Umbrella organization for all gender initiatives at Sodexo Members representing all business segments and regions o o 35 Senior leaders 15 nationalities 5 Key Action Areas with 15 different actions

7 THE ROLE OF SWIFt Provide strategic input & recommendations to the Group ComEx Update existing action priority areas, develop a relevant roadmap for organization to accelerate change Identify impactful actions to address gaps in order to progress and achieve new gender targets Engage and influence Local Leadership Committee to cascade the targets and progress towards better gender balance Serve as role models and advocates for gender diversity and inclusion Draw on internal best practice and external sources to inform recommendations Broaden the understanding of the business benefit to a wider audience of senior management & educate the organization on barriers and solutions Develop a cohesive network that works collaboratively with each other and is a model for global collaboration 7

8 20 meetings since 2009 Contributing to the actions Meeting with the local Leadership teams Connecting with Sodexo women in regions Development opportunity through training and external benchmarking Sponsoring a client event to include local male managers and clients 13 face-to-face meeting since Paris and Madrid 2010 Brussels and Chicago 2011 Orlando and Berlin 2012 New York and Milan 2013 Paris and London 2014 Prague 2015 Rotterdam 2016 Paris 7 virtual meeting since

9 Gender International Women s Day Initiatives 46 countries/entities, 12 Regions BENELUX Belgium The Netherlands The Netherlands Energy& Resources Luxemburg NorAm Canada United States US Healthcare MENA Qatar United Arabic Emirates Kuwait Saudi Arabia Asia-Pacific Australia China India Laos DACH Germany Switzerland UK & Ireland UK & Ireland Nordics Denmark Sweden MED Italy Portugal (B&R) Spain (B&R) Spain Turkey LatAm Argentina Chile Chile Justice Colombia Mexico Peru LatAm Energy & Resources Brazil Brazil Brazil B&R Group Group HQ Group HQ B&R France France CEE Czech Republic Hungary Poland Russia Slovenia Slovakia Romania (B&R) Czech Republic (B&R) Poland (B&R) 9

10 15 Gender Network Groups 2016 USA CANADA BELGIUM 15 Local networks at Sodexo UK&I France INDIA CHINA SWEDEN CHILE AUSTRALIA HQ & BRS France w e@sodexo Women in FM CANADA GERMANY Luxembourg Czech Republic 10

11 EQUAL PAY EQUAL WORK? «We must be the change we want for the world» page 11 Gandhi

12 EQUAL PAY FOR EQUAL WORK (1970) - A trigger cause for the introduction of the legislation was UK's entry to the European Union, helping to bring it towards conformity with Article 141 of the Treaty of Rome, which says that 'each Member State shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied. - The Equal Pay Act 1970 is an Act of the United Kingdom Parliament which prohibits any less favorable treatment between men and women in terms of pay and conditions of employment. - The legislation has been amended on a number of recent occasions to incorporate a simplified approach under European Union law that is common to all member states. The 1970 Act only dealt with equal pay for the same work. - In 1978, despite the passage of legislation to promote equal pay, women s relative position in the UK was still worse than in Italy, France, Germany, or the Benelux countries in The Equal Pay Act 1970 was repealed in the Equality Act 2010

13 EQUALITY ACT The Equality Act 2010 [1] is an Act of Parliament of the United Kingdom, and has the same goals as the four major EU Equal Treatment Directives. - This purpose of this Act is to codify Acts and Regulations, which formed the basis of anti-discrimination law in Great Britain. Primarily, the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination in employment on grounds of religion or belief, sexual orientation and age. - It requires equal treatment in access to employment as well as private and public services, regardless of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation.

14 Salary difference Women / Men (%) (All types of contracts) Total Workforce All categories 2015 Sodexo 140% 120% 121% 100% 80% Moyenne : 87% 80% 75% 76% 68% 83% 85% 85% 85% 87% 89% 90% 91% 91% 92% 94% 95% 98% 100% 60% 40% 31% 20% 0%

15 Salary difference Women / Men (%) (All types of contracts) Site Management 2015 Sodexo 160% 140% 141% 120% 100% 80% 74% Moyenne : 88% 81% 82% 83% 84% 86% 88% 88% 89% 89% 90% 90% 91% 94% 94% 95% 96% 96% 96% 60% 40% 20% 0%

16 Salary difference Women / Men (%) (All types of contracts) Site Staff 2015 Sodexo 120% 114% 100% 80% Moyenne : 85% 79% 71% 71% 82% 83% 85% 85% 86% 86% 87% 88% 91% 91% 92% 93% 93% 96% 100% 60% 61% 40% 20% 0%

17 Finlande Total Effectifs Management hors site Autres employés hors site Resp. de site Employés de site Total Age Effectifs Formation Temps & Salaire Mouvements Promotion interne Santé & Sécurité Age Moyen Ancienneté Moyenne % moins de 30 ans 1,4 7,3 5, ,1 % 30 à 40 ans 19, , ,3 % 40 à 50 ans 36,6 48,8 38,4 21,8 26,9 % 50 à 60 ans 33,8 14,6 27,7 21,3 23,1 % plus de 60 ans 5,6 7,3 3,8 6,1 5,5 % C ontrat à durée indéterminée 98,6 92,7 97, ,6 % temps plein 98,6 87,8 95,9 80,3 84,8 % femmes au 31/07 74,6 85,4 76,8 76,2 76,5 % d'employés formés 112,5 86, ,1 90,4 Nombre d'heures de formation par employé formé 6,2 4,7 8,6 9,2 8,6 % Dépenses de formation / masse salariale 0,7 0,5 1,6 0,3 0,7 % Différence de salaire Hommes/ Femmes 90,3 109,1 92,2 96,4 95,1 % de recrutement en C DI, excl. Reprise 12,7 19,5 13,8 23,7 20,9 % de recrutement en C DI, incl. Reprise 12,7 19,5 15,3 23,8 21,3 % départs en CDI excl perte de contrat du site 11,3 24,4 12,6 19,7 17,8 % départs en CDI incl perte de contrat du site 16,9 36,6 19,1 25,6 24 % Rétention Hommes 19,7 55,4 19, ,2 % Rétention Femmes 8,8 14,6 8,8 17,7 15,2 % Rétention Totale 11,7 19,4 11,4 19,3 17,1 Taux de promotion interne 20% 49% Taux de fréquence 0 13,9 15,2 47,2 36,4 Taux de sévérité 0 0 0,2 0,5 0,4 % Taux d'absentéisme 1,5 4,5 7,8 10,6 9,5 % d'arrêt lié à des incidents 0 0,2 1,2 2,6 2,3 % d'arrêt lié à des maladies 82,9 58,7 50,8 53,5 53,2