A policy of responsibility to employees
Corporate management strongly relies on social performance indicators to meet the expectations of Group employees. LFB is committed to practising a policy of responsibility vis-à-vis employees.
In this spirit, various corporate agreements intended to oversee social relations have been signed: an agreement on psycho-social risk prevention in 2011, another on gender equality within the Group in 2012 and, again, in 2015 and yet another on job and career management in 2014. In 2017, new agreements, pertaining to the integration of young people, job and career path management, job diversity and the quality of life at work, were concluded.
A DELIBERATE POLICY PROMOTING THE EMPLOYMENT OF PEOPLE LIVING WITH DISABILITIES
A specific policy promoting the employment of disabled people was initiated in 2012. The medium-term objective of this policy is for 8% of the direct and indirect workforce in France to be comprised of disabled workers. In 2017, disabled people made up 5.58% of LFB France’s workforce, as compared to 2.72% when this policy was first implemented in 2012. Disability should no longer be considered an obstacle to the expression of individual skills and talents.
LFB has thus introduced important initiatives for disabled employees and remains focused on improving employees’ quality of life at work. Most notably, LFB has partnered with the HandiEm organisation, enabling employees to benefit from various workstation aids and technical adjustments. LFB also offers disabled employees the CESU Handicap Pass (LFB’s universal service employment cheque) to help simplify and improve their daily lives by facilitating contact with disability service providers. The RQTH initiative (recognition of an individual’s status as a “disabled worker”) has been deployed throughout all LFB sectors, and a bonus of €700 is paid to any employee declaring a disability. Eighty-six employees have already benefited from this method of financial assistance.
LFB is currently developing several adapted facility and support initiatives in conjunction with ESAT (vocational rehabilitation centres for disabled workers in France).
PROFESSIONAL EQUALITY and EMPLOYEE TALENT MANAGEMENT
A managerial policy to promote career equality for women was introduced in 2010, leading to a 19% increase in the number of LFB women executives in the years between 2010 and 2015.
A talent management programme has enabled several executives, identified among the Group’s key talent, to develop their skills through various tools made available to them (internal missions, training, etc.). Since 2016, two People Review campaigns have been conducted within the LFB Group.
EMPLOYEE SOLIDARITY: VOLUNTARY LEAVE TRANSFER PROGRAMME
The Act of 9 May 2014* authorises all French employees to donate one or several days’ leave to a parent with a seriously ill child. The LFB Group’s management has decided to extend this scheme and apply it to employees with a seriously ill partner.
In 2017, LFB’s HRD set up a Solidarity Savings Account (Compte Epargne Solidarité or CES in French). Its creation allows each employee, who wishes to participate, to voluntarily deposit his/her RTT days and/or paid leave time (subject to a limit of 5 working days/year) anonymously and without consideration. Thanks to employees’ voluntary donations, LFB collected 84 leave days in 2017.
*Act no. 2014-459 of 9 May 2014 allowing workers to donate their paid leave to colleagues with seriously ill children.