APC 2014 Annual Report Download - page 89

SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
In 2007, Schneider Electric received the Employment Opportunity improvement process was been implemented with the Directors of
for Men and Women label awarded by AFNOR Certification the sites.
(SEI/SEF scope). Awarded for a period of three years, this label In2014, 15people with disabilities were recruited on work-study
was renewed in November2010 and June2014. contracts and 3 on permanent contracts. In all, employees with
Schneider Electric has also been a signatory to the Parenthood disabilities accounted for 6.06% of employment at
Charter since March2008, and signed partnership with the SchneiderElectric in France in2014, 2.91% of these in indirect
Ministry of Women’s Rights for the development of professional employment (subcontracting to the protected and adapted sector)
equality in France in April2013. and 3.15% in direct employment.
Disability
Schneider Electric subcontracts to the Établissements et Services
d’Aide par le Travail (ESAT – Assistance through Employment
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Entities and Services) for industrial work, landscaping services,
To ensure equal opportunities for those with disabilities, all the catering and seminars. In Europe, the amount subcontracted to
Group’s teams cooperate to change behavior, improve practices, the protected employment sector represents EUR33million
and involve all personnel in actively providing equal opportunities in2014, including: EUR16million in France, EUR11.6million in
for the disabled: Spain, and EUR5.4million in other European countries. In 2014, a
the Recruitment and Mobility Unit utilizes partner firms and
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new dynamic for subcontracting services was launched in France:
monitors compliance with equal treatment at all stages of the new development opportunities were identified and are beginning
recruitment process; to bear fruit to increase results in 2015.
the Occupational Health Department is responsible for
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Generational and origins diversity
preventing individual and group disabling situations (ergonomics,
desktop adaptation, musculoskeletal risks, etc.), retaining Schneider Electric wants to capitalize on the younger generations
disabled employees and disability compensation; by giving a chance to all, especially low-skilled youth who are
the Purchasing Department specifies its requirements to
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unemployed or from disadvantaged areas. In addition, Schneider
temporary employment agencies and ensures compliance with Electric also wants to enable seniors to share their skills and
commitments in terms of subcontracting to the protected explore new prospects for change and for their careers. To achieve
employment sector. these goals, in 2013 Schneider Electric signed:
Schneider Electric signed a new Disability Agreement in France in the Intergenerational Device Agreement, a commitment in favor
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December2012. Within the scope of this Agreement, Schneider of the young and seniors’ employment and in support of the
Electric committed to a voluntary approach to improve all of its transfer of knowledge and skills;
industrial and tertiary establishments in France and make them the agreement on apprenticeship (renewal), which sets broad
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accessible. In compliance with the French law of2005 promoting guidelines for the use of work-study contracts, sets out the
the principle of equal access to all and for all, the program financial conditions for the support of the work-study
encompasses: participants and provides increased means to better support its
carrying out an audit of existing sites;
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sponsor’s mission;
ensuring compliance with and going beyond legislation;
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the «Jobs of the Future» (Emplois d’Avenir) Agreement signed
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taking account of accessibility for people with disabilities in
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with the Ministry of Labor, Employment and Social Dialog, which
future construction and renovation projects; is in favor of recruiting for 70 «Jobs of the Future» (Emplois
d’Avenir) between 2013 and 2014 in favor of young people or
making expert occupations more professional in terms of
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low-skilled people;
disability access;
the Businesses and Neighborhoods (Entreprises et Quartiers)
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constantly working for improvement using a measurement
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Agreement (2014-2015) signed with the Minister Delegate for
indicator: the accessibility index. Urban Affairs, in which Schneider Electric strengthens its actions
In 2014, 100% of the production and commercial sites were in favor of enabling people in difficult situations (unemployment,
audited for accessibility for the disabled and a continuous social exclusion, school dropouts, etc.) to enter the workforce
and develop assistance in disadvantaged areas.
Compensation and Benefits 4.7
Approach Compensation
Schneider Electric is committed in providing a competitive and Schneider Electric rewards employees’ contributions based on a
comprehensive compensation and benefits offering that is cost pay-for-performance principle, competitive market positioning and
effective in each market and country in which the Group operates scarcity of skills. Industry market data is gathered on a country
in order to attract, motivate and retain talents. basis via third-party surveys to support compensation decisions.
Schneider Electric ensures that all compensation and benefits Schneider Electric has built and implemented global job
decisions and policies are based on the principles of fairness, architecture to support and align Rewards and Human Resources
equity and non-discrimination. programs so that Schneider Electric can develop and move talents
across different businesses and geographies.
In line with the Group’s pay-for-performance philosophy, the
compensation structure can include fixed and variable elements.
The short-term variable element is made up of individual and
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2014 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC