Changes in the composition of the TopEx* in 2021 and 2022 2021 2022 Change Number of TopEx members 143 159 +11.2% Percentage of women 20.3% 22.4% +2.1 points Percentage of internal promotions 58% 61% +3 points * Excluding members of the Management Board and following new appointments in 2022. GEODIS has set a target of 25% women in the TopEx by 2023. GEODIS prefers internal promotion for its TopEx population: of the new members joining in 2022, two-thirds were internal appointments, with external recruitment accounting for only one-third of those appointed. Appointments made in 2022 were organized to ensure better representation of the Group’s various lines of business and regions within the TopEx population. Training GEODIS considers training to be an absolute necessity: it guarantees that the Group has the skills it needs and contributes to its operational performance over the long term. GEODIS offers a wide range of training courses, enabling it to constantly adapt the skills of its employees to the needs of the Group’s activities and to keep pace with technological, operational and regulatory developments. The objective of training is to enable the acquisition and recognition of skills and competencies in order to facilitate internal employability and career development. Training also consists in proposing programs aimed at developing employees so that they can embody the Group’s values, implement its vision and become growth drivers of its ambition. In 2022, more than 474,000 hours of training were provided across the whole Group, equivalent to more than 10 hours per employee. Areas covered by this training included technical expertise (relevant to the line of business), personal development and management skills. Half of the training hours were devoted to safety issues. The range of training courses available is at the heart of a comprehensive initiative to deepen new subjects and maintain the skills of employees at the highest level. It is based on a number of approaches: face-to-face training, webinars, master classes, round table discussions, etc. In addition, many training courses are provided via the Group’s e-learning platform. At the same time, GEODIS has doubled the number of hours of e-learning, bringing it to roughly 100,000 hours for 13,000 trainees. GEODIS University, which was launched in 2022, is one of the Group’s most important training programs. This initiative was designed to provide a structured response to training and development needs, as well as to the need to address wider horizons. GEODIS University focuses on educational content of common interest to all lines of business and regions, such as: • the basics of GEODIS: its purpose, vision and values; • management techniques; • business strategy and company management; • know-how relating to lines of business and functions. In 2022, 410 of the Group’s employees participated in the Manage leadership program, 312 in the first year and 98 in the second year. 564 employees were involved in the Sales Academy business development program (222 in the first year and 342 in the second year). Finally, the Performance Academy program, which began in 2022, has 231 employees enrolled. The Group’s goal is to have trained more than 1,000 leaders in management, around 1,500 in business development and around 1,300 in performance management by the end of 2023. The purpose of GEODIS University is to contribute to decompartmentalizing the Group, raising the level of its teams and preparing for the future. 4.4 Diversity and inclusion As a global player, GEODIS sees part of its mission as building an open and inclusive work environment and mindset. By encouraging diversity in its teams, the Group intends to reflect society and better understand the expectations of its customers. Diversity is also a rich resource that stimulates innovation and team performance. Inclusion – within teams and in an adapted work environment – encourages the attraction and retention of talent, and constitutes a powerful performance driver for the Group. To facilitate the recruitment and integration of the talent that it needs, GEODIS has developed a number of tools that will help ensure the continuous improvement of its recruitment practices: • a practical recruitment guide for managers and HR representatives to ensure discrimination-free recruitment based on skills and motivation; 59 2022 ACTIVITY AND SUSTAINABILITY REPORT EDITORIAL > PROFILE AND AMBITION > CSR POLICY > ENVIRONMENT > ETHICS > TABLE OF INDICATORS > SOCIAL
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