APC 2013 Annual Report Download - page 92

2SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
Age diversity
Entities and Services) for industrial work, landscaping services,
catering and seminars. In Europe, the amount subcontracted to
Intergenerational Device Agreement (signed in 2013); a
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the protected employment sector represents EUR34million
commitment in favor of the young and seniors’ employment and in2013, including: EUR16.5million in France, EUR11.2million in
in the support of the transfer of knowledge and skills; Spain, EUR6.3million in other Western European countries.
Apprenticeship Agreement (renewed in 2013).
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Schneider Electric signed its ninth Disability Agreement in France in
Diversity of origin (social, cultural, nationality,
December2012. The three-year Agreement is directed and
backgrounds,etc.)
promoted globally and throughout the country through a network
Convention related to “Jobs of the Future” (Emplois d’Avenir)
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of internal and external members (Purchasing Department,
signed in October2013. A commitment to hire 70 “Emplois Employment Management Department, Occupational Health
d’Avenir” in France between 2013 and 2014 in favor of young Department, Communication Department, corporate partners and
people without suitable qualifications for employment; specialist agencies) with local rollout by “DisabilityOfficers”.
Convention “Entreprises & Quartiers” signed in December2013
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In France, Schneider Electric recruits through work-study programs
(to develop the employment of people coming from
for positions that are predominantly technical, and also for service
underprivileged districts);
sector positions ranging from the Certificat d’Aptitude
Partnership with the “Nos Quartiers ont des Talents” association
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Professionnelle (skills training certificate) to engineering degree level.
(“Our neighborhoods have talent”);
The company aims at recruiting 20persons with disabilities each
year: 15 on work-study contracts (learning and/or professional
“100 chances – 100 emplois” program for professional
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development) and 5 persons on a fixed-term contract.
integration of young people suffering from discrimination.
Equal pay for women (France)
In2013, 14people with disabilities were recruited on work-study
contracts and 2 on permanent contracts. In all, employees with
disabilities accounted for 6.23% of employment at
Salary equality is fundamental to the equality of treatment that
SchneiderElectric in France in2013, 2.96% of these in indirect
Schneider Electric is committed to guaranteeing for all its
employment (subcontracting to the protected sector) and 3.27% in
employees, both male and female.
direct employment. The mobilization of internal actors and the
In France, this commitment has been put into action since 2006 by
cocreation of projects led to an improvement of practices; thus, the
allocating a annual budget (0.1% of the salary total) dedicated to fix
objective of 6% set by the law was reached for the fourth year in a
gender salary gaps. In 2011, Schneider Electric designed an
row.
innovative methodology to analyze remunerations versus Within the scope of the Disability Agreement, Schneider Electric
competencies, responsibilities and the professional pathway. This committed to a voluntary approach to improve all of its industrial
methodology, renewed in 2012 and 2013, allowed identifying and and tertiary establishments in France and make them accessible.
increasing 794 people. In compliance with the French law of2005 promoting the principle
Disability
of equal access to all and for all, the program encompasses:
carrying out an audit of existing sites;
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Schneider Electric focuses on training and adapting workstations
ensuring compliance with legislation and going beyond;
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to foster the independence of employees with a disability and to
ensure that all are accorded the same opportunities to succeed. taking in account accessibility to people with disabilities in future
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Schneider Electric is committed to ensuring maximum construction and renovation projects;
independence for employees by adapting the organization and making expert occupations more professional in terms of
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workstations and providing access to the best technologies disability access;
available to compensate for their disabilities. Schneider Electric constantly working for improvement using a measurement
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also works on preventing disabling situations. indicator: the accessibility index.
All its teams cooperate to change behavior, improve practices, and Finally, within this project that ended in 2013, 34 industrial sites
involve all personnel in actively providing equal opportunities for the have been audited, including 2 analyses from plans, and 32 tertiary
disabled: sites.
the Recruitment and Mobility Unit utilizes partner firms and
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Generational diversity
monitors compliance with equal treatment at all stages of the
recruitment process; In terms of intergenerational balance and devices, the global
the Occupational Health Department is responsible for
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objectives of our employment policy are:
preventing individual and group disabling situations (ergonomics,
to ensure the preservation and evolution of key skills within the
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desktop adaptation, musculoskeletal risks…), retaining disabled
company;
employees and disability compensation;
to ensure dynamic management of the population pyramid by
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the Purchasing Department specifies its requirements to
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first integrating young people from apprenticeship level who
temporary employment agencies and ensures compliance with
have been trained on the job in tension or in growth;
commitments in terms of subcontracting to the protected
employment sector. to develop a dynamic career path for our employee, allowing
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them to develop along the transformation of the company.
Schneider Electric subcontracts to the Établissements et Services
d’Aide par le Travail (ESAT – Assistance through Employment
90 2013 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC