• training and direct support from specialists in the development of behavioral skills; • community networks to promote dialogue across the Group to identify areas for improvement in the areas of diversity and inclusion; • an Equal Opportunities Dashboard to monitor the performance of the Group’s actions; • independent certifications and labels that assess the maturity of the Group’s practices and outline the next steps for development (IIP, GEEIS, EcoVadis, Great Place to Work). 4.4.1 Professional gender equality In what is a traditionally male-dominated sector, GEODIS is committed to diversity, and particularly to ensuring professional gender equality. The Group’s vision is to develop inclusion in order to go beyond a quantitative objective of parity and enable sustainable growth. Percentage of female employees at GEODIS on December 31, 2022 Scope Percentage of women Group 40% Managers 34% TopEx 22% Management Board 29% In 2022, GEODIS had 40% women in its overall workforce, 34% in the managerial population and 22% in the Top Executives group. In its bid to promote equal opportunities, the Group has set itself the target of achieving 25% of women among Top Executives by the end of 2023. To reach this goal, GEODIS has set up a leadership program to promote gender diversity in managerial positions. GEODIS had 13% female leaders in 2017 and 18% in 2020. With more than 22% in 2022, the Group is well on its way to achieving its objective. In order to increase their progression, GEODIS introduced in January 2022 a “parity” indicator influencing the share of variable remuneration of senior executives when they act in favor of gender diversity within the Top Executives. GEODIS founded the GEODIS Women’s Network (GWN) in 2013. It is a global network designed to encourage the emergence of more women in management positions by developing their potential and supporting them in their professional development. The GWN is made up of GEODIS employees who wish to contribute to gender parity and the empowerment of women. Its main objectives are as follows: • improving the gender balance in GEODIS management teams; • encourage women to reach their full potential and professional goals; • championing diversity and inclusion. The GWN Americas network was set up in 2017 in the United States. It now has more than 300 ambassadors, not only in the United States, but also in Mexico, Colombia, Brazil and most recently in Chile. Comprehensive development programs based on mentoring were launched in 2018, and 78 mentor/mentee pairs formed in 2022. To ensure recognition of the quality of its commitments, the Group has initiated a progress initiative based on the Gender Equality European International Standard (GEEIS). This standard is very much a management tool that helps to promote gender equality in the workplace. The GEEIS label certifies the level of resources mobilized by the company to achieve equality in the workplace as well as the performance obtained. The objective is to promote gender equality and diversity within the organization, and thus to foster equal opportunities for all employees. In 2020, GEODIS set the target of obtaining the label for 12 countries in three years. By 2022, nine of them had already received the label. In addition, three of these nine entities have also obtained the Diversity label, which reflects the implementation of best practices that go beyond gender equality. GEODIS is also a signatory to the G20 EMPOWER Alliance pledge for the advancement of women in the private sector. EMPOWER (Private Sector Alliance for the Empowerment and Progression of Women’s Economic Representation) was launched at the G20 summit in Osaka, Japan, in 2019 to advocate the advancement of women in the private sector, foster a supportive, inclusive culture and create more leadership opportunities for women. 60 2022 ACTIVITY AND SUSTAINABILITY REPORT 04 SOCIAL
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