Employer brand In most of the regions where the Group operates, the job market is under severe pressure, accentuated by the search for similar profiles by most companies in the sector. In addition, the new aspirations and priorities of candidates and employees are prompting GEODIS to adapt its practices and innovate in order to continue to attract, develop and retain its talent. With certain jobs (drivers, order pickers) becoming less attractive, GEODIS’s employer branding strategy aims to create opportunities to enhance the value of these jobs, which are necessary for its activities. To this end, the Group has revamped its employer brand identity by defining a candidate promise: “GEODIS, join the talent pool”. This highlights its values and takes account of its vision of sustainability. Through this identity, GEODIS has created links with numerous establishments in France (Kedge Business School, Groupe IGS, Aix-Marseille University, etc.), elsewhere in Europe (Roskilde Handelsskole, IBC Kolding in Denmark and YRGO Göteborg, SIH (Stockholm IHM) Lund in Sweden) and in the United States (LEAD Southeast High School, LEAD Academy High School). The Group actively communicates through professional events (trade fairs, conferences) and social networks, in order to highlight job opportunities and promote careers in the logistics sector. The employer brand also helps to increase awareness of GEODIS and to promote its culture, thus creating a favorable climate for integration. The Group is also seeking to strengthen its relations with candidates by reinforcing its presence on social networks and adapting its messages and communication media to the profiles it is searching for. GEODIS’s rating on the Glassdoor website (evaluation of companies by candidates and employees) has risen from 3.3/5 in 2021 to 3.5/5 in 2022. The Group has targeted a rating of 3.8/5 in 2023 to ensure that it is positioned among the most attractive companies in the sector. Recruiting new generations GEODIS continues to recruit new generations and is working to develop the skills of its young hires. The Group has noted a change in the expectations of candidates, and more particularly of the new generations, who are looking for a better balance between personal well-being and work, and for the development of their employability. Recruitment of young people (age 28 maximum) in France and worldwide in 2022 (Group worldwide, including acquisitions) Breakdown by type of contract Geographic area Fixed-term contract Permanent contract Total France 455 546 1,001 GEODIS worldwide 3,783 5,511 9,294 Breakdown by employment category Geographic area Managers & supervisors Non-managers, non-supervisors Drivers Total France 609 262 130 1,001 GEODIS worldwide 2,109 7,047 138 9,294 The JUMP’IN program To promote its businesses to young talent, GEODIS launched JUMP’IN in 2021. It is a first job program for new generations looking for professional experience. The program can be accessed throughout the Group in four different ways: it allows people to join GEODIS for an internship, a work/study apprenticeship, a VIE (Volunteer for International Experience) contract, or a fixed-term or permanent job. The offers are posted on a dedicated platform that facilitates searching and matching job offers with the experience and profile of the candidates. The program is designed to offer candidates an opportunity at each stage of their journey to strengthen their skills and knowledge of the Group, in order to maintain their interest and motivation to pursue their career at GEODIS. 56 2022 ACTIVITY AND SUSTAINABILITY REPORT 04 SOCIAL
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