APC 2015 Annual Report Download - page 90

2015 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC88
SUSTAINABLE DEVELOPMENT
2COMMITTED TO AND ON BEHALF OFEMPLOYEES
HeForShe is a solidarity movement to promote gender equality
initiated by UN Women. The purpose of HeForShe is to encourage
men to support change in favor of women’s rights and diversity.
Its main objective is to mobilize «a billion men by July2015» to
help communities across the world to design sustainable change
programs which promote equality.
This campaign was launched internally, and by the end of 2015,
more than 24,300 male employees of Schneider Electric had joined
the movement.
Pay equity
An important commitment for 2017 has been made in relation to
pay equity between men and women.
As part of our continued focus on gender balance Schneider
Electric introduced a gender pay equity indicator which measures
the percentage of employees who work in countries where there is
an operating gender pay equity plan and where corrective actions
are in place.
Schneider Electric uses a common global standard methodology to
identify gender pay gaps within comparable groups of employees
and uses a country driven approach to address gaps with
appropriate corrective actions.
In 2015, the process was extended to 16 countries and covered
56% of our employees. Our target by 2017 is to extend this process
around the globe to reach 85% of our global workforce.
Nationalities
Schneider Electric has always promoted cultural diversity and
inclusion as a key enabler of its strategy.
In 2015, eight nationalities are represented within the Executive
Committee. The Group also focuses on diversity of nationalities for
Country Presidents, expatriates, and all employees.
Emphasis is also placed on representation of new economies within
the Group’s talent pool.
Focus on France
In France, diversity and inclusion are longstanding priorities and a
strategic asset.
Gender diversity
Equality between women and men is a major issue that has been
addressed in France since 2004 with the signing of the Diversity
Charter. The main objective is to deepen the commitment of men
and women by ensuring that HR policies are favorable to the
development of their careers.
In France, Schneider Electric signed an initial agreement in favor of
equal employment opportunity for men and women for Schneider
Electric Industries and Schneider Electric France (SEI/SEF) in
December2004. This agreement was renegotiated and signed in
2012, and again in 2015. It sets four priorities:
•recruitment: through raising the awareness of managerial teams
as regards the interest of diversity within teams, and an upstream
action plan involving schools and young graduates;
•professional and career development: through the announcement
of career opportunities, the analysis of career paths for operators,
the preparation of personal career plans for engineers and
executives, the development of women towards positions of
responsibility;
•actual remuneration and the closing of so-called «inexplicable»
gaps through the allocation of an annual budget to reduce
salary gaps between men and women, creating a framework
of individual increases, individual salary review for employees
returning from maternity or adoption leave;
•work-life balance: by facilitating a work-life balance (remote
working, meeting scheduling, management of the use of
electronic messaging, part-time - or « fl exi-time »), by offering
support to parents (company crèches - increase from 78 to
83 places, support to pregnant women, specifi c support for
maternity, adoption, paternity (or «settling in») child-care leave,
authorized absences to support pregnant women in three
prenatal examinations).
In 2007, Schneider Electric received the Employment Opportunity
for Men and Women label awarded by AFNOR Certifi cation (SEI/
SEF scope). Awarded for a period of three years, this label was
renewed in November2010 and June2014. It is currently in the
process of renewal for 2016.
Schneider Electric has also been a signatory to the parenthood
charter since March2008, and signed partnership with the Ministry
of Women’s Rights for the development of professional equality
in France in April2013. Regional agreements are currently being
signed.
Disability
To ensure equal opportunities for those with disabilities, all the
Group’s teams cooperate to change behavior, improve practices,
and involve all personnel in actively providing equal opportunities
for the disabled:
•the Recruitment and Mobility Unit utilizes partner fi rms and
monitors compliance with equal treatment at all stages of the
recruitment process;
•the Occupational Health Department is responsible for preventing
individual and group disabling situations (ergonomics, desktop
adaptation, musculoskeletal risks, etc.), retaining disabled
employees and disability compensation;
•the Purchasing Department specifi es its requirements to
temporary employment agencies and ensures compliance
with commitments in terms of subcontracting to the protected
employment sector.
Schneider Electric signed a new Disability Agreement in France in
December2012. Within the scope of this Agreement, Schneider
Electric committed to a voluntary approach to improve all of its
industrial and tertiary establishments in France and make them
accessible. In compliance with the French law of2005 promoting