APC 2009 Annual Report Download - page 66

2009 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC64
SUSTAINABLE DEVELOPMENT
2SOCIAL PERFORMANCE
Breakdown by region
(in %) 2009 2008 2007
Asia-Pacifi c 43% 34% 36%
Europe 20% 31% 28%
North America 13% 25% 27%
Rest of the World 24% 10% 9%
Dismissals
Change 2009 2008 2007
Number 6,331 5,053 4,543
Of which layoffs for economic reasons N/A N/A 944
Breakdown by type of contract
(in %) 2009 2008 2007
Open-ended 91% 84.3% 83.5%
Fixed-term 9% 15.7% 16.5%
Breakdown by category
(in %) 2009 2008 2007
White collar 44% 46.7% 45.1%
Blue collar 56% 53.3% 54.9%
Breakdown by region
(in %) 2009 2008 2007
Asia-Pacifi c 12% 8% 19%
Europe 37% 32% 30%
North America 40% 51% 44%
Rest of the World 11% 9% 7%
Reasons for dismissals
As part of the redeployment of resources carried out to re-balance
costs and revenues geographically, headcount increased in a
number of countries.
At the same time, in an environment of recession, plans have been
deployed to rightsize the Group’s manufacturing and supply chain
base in other countries. In some cases, workforce reduction plans
were implemented. The Group took assertive steps going beyond
its legal obligations to assist employees in re-directing their careers
at all concerned sites.
Europe:
In 2007, Schneider Electric and the European Metalworkers’
Federation (EMF) signed a European agreement on anticipating
change. Drawn up within the framework of the European Committee,
this agreement underscores the Group’s desire to help team
members develop their skills throughout their careers.
Related measures were deployed in 2008 and a dedicated
information kit was sent out in all European countries covered by
the agreement.
France:
In March2008, Schneider Electric signed a forward-looking jobs
and skills agreement (GPEC) with six labour unions representing all
French units. The idea is to share a common vision of the Group’s
strategy and its consequences with Schneider Electric’s 20,000
French employees, as well as the necessary resources to help each
team member adapt to a constantly changing environment. The
signatories undertake to:
•work together to anticipate changes in the Group’s strategies and
their impact on the workforce and inform employees about these
changes;
•coordinate and optimise resources in an individual and collective
approach to ensure more effi cient job and skills management;
•take longer careers into account to respond effectively to the
needs of older employees;