Social policy
An effective support to company development
Achieving objectives and growth through the involvement of its workforce is a key success factor for the group. It’s priorities are the continuing dialog between management and labor, employee skills development and career advancement opportunities
Gaining support for corporate plans
The group’s social policy objective is to achieve the best possible balance between current and future requirements to ensure that everyone works together to optimise mobilisation of the group's human resources, gaining support for corporate plans and working together in line with its strategy.
Offering career advancement opportunities
With industrial plants or sales outlets in 15 countries, EVIALIS offers opportunities for both transfer and career advancement. EVIALIS recruits its employees on the basis of their current skills and potential. Through its policy of mobility, the variety of jobs available in the group enables employees to work their way up to higher responsibilities.
Training to develop skills
EVIALIS’s performance is improved by building on and enhancing employee skills. The group devotes 3.5% of its wage bill to training. Every year a training plan is drawn up for each entity and submitted for validation to the different works committees.
Evialis Institute: an integrated training institute
The group has its own training institute called the Evialis Institute. Almost exclusively used by Evialis staff, some 70 training programs are available, in line with Group strategy. Over the first half-year 2008, Evialis Institute organized 62 training sessions and received 556 staff members for a total of 8 235 hours of training. The Evialis Institute runs training courses for employees in the group’s French and international structures.
Fostering dialog between management and labour
Openness and dialog with the different stakeholders in EVIALIS is a key component of its social policy. Every group subsidiary or site in and outside France provides for employee representation in accordance with legislation. In countries where no legal obligation exists, de facto informal representative bodies exist like, for example, in Indonesia.
Wage equality
The group’s wage policy is designed to be fair. The basic wage in each country and sector relates to local market conditions.
The group is an equal opportunities employer. Remuneration criteria applied within the group is based on skills, responsibility, performance, and results in relation to objectives, independently of any reference to the gender of the person concerned.
Sharing the rewards of company growth
A profit sharing system for all employees is active in France. This is based on the group’s results in order to give broad support for the scheme. Through the company investment funds set up to manage the sums invested by employees through the profit sharing scheme, employees hold 1,8 % of the group’s capital.
Workforce: key figures - Employees worldwide
4,568 employees worldwide
Workforce: key figures - Employees by business line
Workforce: key figures - Employees by category (France)
