GEODIS encourages its employees to work to promote the integration of people with disabilities by volunteering for Groupled or public initiatives. The Guy Crescent Award, which has been incorporated in the SNCF Foundation since 2009, provides financial support to associations that promote the professional integration or social inclusion of people with disabilities and/or facilitate their daily lives and those of their families. This award was created as a tribute to Guy Crescent, a former president of Calberson (one of the companies at the origin of GEODIS). Group employees who are volunteers in an association project working in the field of disability in France can participate on behalf of their organization. A selection committee is organized to nominate the winner or winners, who are awarded amounts ranging from €1,000 to €2,000. The DuoDay initiative was launched in France as part of the European Week for the Employment of People with Disabilities. It allows a person with a disability to spend a day in a professional environment, to observe the work of an employee first hand and to join in with carrying out his or her daily tasks. In 2022, 32 Group employees welcomed people with disabilities to give them a taste of their work. For people with disabilities, DuoDay offers the opportunity to discover a work environment and to begin a career path. 4.5 Compensation and benefits For GEODIS employees, the overall compensation structure consists of a basic salary and, depending on the level of responsibility and the country, variable compensation schemes. These are intended to reward collective and individual performance. The variable portion of managers’ pay is calculated automatically on the basis of the achievement of objectives set by their own line managers the previous year. 4.5.1 External benchmarking GEODIS uses an internal job classification system to ensure that the compensation of all employees is competitive. For TopEx members, it also uses the specialist HR consulting firm Mercer’s International Position Evaluation (IPE) system. Thanks to the data provided by specialized firms, these tools make it possible to verify positioning in relation to the local market and ensure internal equity. Compensation is reviewed annually to ensure that competitiveness is maintained. In order to maintain its positioning, the Group is seeking to improve its internal job descriptions by harmonizing those of the various regions and lines of business and supplementing them with levels of seniority. 4.5.2 Compensation and benefits plans GEODIS offers all its employees an individualized, fair and competitive compensation package that recognizes each individual’s performance and level of responsibility. The Group ensures that the minimum salary levels applicable in the various countries in which it operates are respected and that every employee is paid on time and in full. Since 2022, all TopEx members have benefited from a global compensation plan that rewards collective and individual performance, according to three types of objectives: • economic, on the basis of an evaluation of the company’s financial performance; • social and environmental, on the basis of criteria relating to the environment, diversity and employee satisfaction; • individual, determined with each TopEx member’s direct supervisor. In most of the countries where GEODIS operates, supplementary health and life insurance policies are made available to employees, in addition to the mandatory coverage provided by law. Participation in these supplementary plans can be either voluntary or mandatory, depending on the country, and most frequently concerns all employees. In addition, depending on local regulations, some Group entities have established supplementary pension programs for their employees. In the United States, for example, GEODIS offers a wide range of benefits (health, temporary or permanent disability, assistance and retirement program). 4.5.3 Group employee savings policy in France Savings plan Since 1997, Group employees in France have been able to access a Group Savings Plan, which incorporates a wide range of diversified products. This plan had a total of €92.7 million in deposits at the end of 2022. Since 2008, each employee has also been able to constitute savings at his or her own pace to prepare for retirement, through a Perco (Collective Retirement Savings Plan). Following transformation under the terms of French legislation in 2020 (the PACTE Act), the plan amounted to €38.7 million of assets at the end of 2022. The funds in these two plans meet Environmental, Social and Governance (ESG) criteria. Voluntary payments by employees and the payment of the profit sharing bonus were matched by the Group in 2022 with an amount of €5 million. 62 2022 ACTIVITY AND SUSTAINABILITY REPORT 04 SOCIAL
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