APC 2010 Annual Report Download - page 80

SUSTAINABLE DEVELOPMENT
2COMMITTED TO AND ON BEHALF OFEMPLOYEES
Equal employment opportunity (France)
At end-2010, some 2,800 managers, 550 of these in France, were
trained in gender diversity. The testimony we have received, in
addition to the facts and fi gures, support the general focus of these
training modules aimed at raising awareness and preventing the risk
of discrimination, while informing participants on the positive impact
of gender diversity.
The company’s Equal Employment Opportunity seal of approval was
renewed and Schneider Electric was awarded France’s Diversity
Award.
Schneider Electric took on the role of sponsor of a women’s
leadership development program, the EVE program, in partnership
with six other major French companies.
Disability (France)
Schneider Electric signed its eighth Group Agreement in
January2010. The three-year Agreement (2010, 2011 and 2012) is
managed and promoted globally and throughout the country by a
core network with members from inside and outside the Company
(Purchasing Department, Employment Management Department,
Occupational Health Department, Communication Department, labor
– management representatives and specialist agencies). “Disability
Offi cers” are responsible for local deployment.
Schneider Electric recruits through work-study programs for positions
that are predominantly technical, and also for service sector positions
ranging from the Certifi cat d’Aptitude Professionnelle (skills training
certifi cate) to engineering degree level. The company undertakes to
recruit 15 people with disabilities each year on work-study contracts
(training and/or strengthening professional standards) and at least
fi ve people on open-ended contracts.
In 2010, 13 people with disabilities were recruited on work-study
contracts and fi ve on open-ended contracts. In all, employees
with disabilities accounted for 6.09% of employment at Schneider
Electric in France in 2010, 3.09% of these in indirect employment
(subcontracting to the protected sector) and 3.00% in direct
employment. The mobilisation of internal actors and the creation
of a network of responsible persons for disability, named by large
managerial entity, led to an improvement of Group practices; thus,
the objective of 6% set by the State was reached in 2010 for the
fi rst time in fi ve years.
Schneider Electric was awarded the “private sector” award by
the Association des Paralysés de France in 2010 for its role as
“the private enterprise having created the most jobs for disabled
employees”.
6 Employee share ownership
Schneider Electric is convinced that employee share ownership is
instrumental in strengthening companies’ capital (both fi nancial and
human), and that employee shareholders are long-term partners.
Schneider Electric Approach
The Group has been building an international employee shareholder
base since 1995 that is representative of the Group’s diversity. The
ultimate aim is for employees to hold roughly 7% of the capital.
Main action plans for 2010
Employee share ownership plan 2010
Schneider Electric has ramped up its in-house communication to
employees to ensure that they have a clear understanding of the
challenges facing the Company, its policy and its fi nancial results.
Against the backdrop of a clearly complex stock market, the “2010
Plan” was very well received, with 17,700employees in 17 countries
subscribing shares for a total of EUR144million.
The employee shareholding at December31, 2010 represented:
•4.11% of Schneider Electric SA’s capital and 6.14% of the voting
rights;
•over 30,000 employee shareholders, representing more than
28% of employees worldwide.
The 2011 Plan will cover 83,000employees in 14 countries
(Australia, Belgium, Brazil, Canada, China, France, Germany, India,
Italy, Mexico, New Zealand, Spain, Singapore and the United States).
Socially responsible investment fund
In November2009, Schneider Electric created the Fonds Schneider
énergie FCPE (corporate mutual fund). A number of information
sessions were held on this special purpose fund providing the
opportunity for employees to share in the ideas and actions of
Schneider Electric outlined in its BipBop program.
Investment in this fund totaled in excess of EUR2million as of
December31, 2010, thus enabling 1,500 of the Company’s
employees to take part in social welfare projects in France and
abroad developed as part of the BipBop program.
Reward
Schneider Electric was recognised among France’s CAC 40
companies with the 2009 special “communicating with employee
shareholders” award by the French Federation of Employee Share
Owners (FAS). This distinction is a tribute to the close, long-standing
relationship established with employee shareholders over the years
through regular, informative communication initiatives both in France
and abroad.
2010 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC78