4. Social ● Performance Academy: this program, which has been running since 2022, was designed to train members of finance teams and non-financial managers to fully master performance management tools; ● Sustainability Academy: launched alongside Climate School in 2023, its role will be to host all training programs relating to CSR topics (environmental footprint, health and safety, responsible purchasing, etc.). Apart from GEODIS University content, the Group’s e-learning platform, G-Campus, distributes all digital training content. It can be accessed by around 24,000 employees. In 2023, nearly 13,000 active learners completed 72,000 hours of e-learning training, equivalent to 5.6 hours of training per learner connected to the platform. A project to revamp G-Campus was launched in late 2023. 4.4 Diversity and inclusion As a global player, GEODIS sees part of its mission as nurturing an open and inclusive work environment and mindset. By encouraging diversity in its teams, the Group intends to re ect 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 series 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; ● 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 with regard to 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). In 2023, the Group was presented with the Trophée des CoDir – Accélérateur d’Inclusion for its drive to promote diversity. Awarded by Le Cercle de l’Excellence RH (The Circle of HR Excellence), this distinction acknowledges the positive impact and acceleration of inclusion driven by the GEODIS Management Board. Other Group entities were also honored for their efforts in 2023: for the second year in succession, GEODIS in Hong Kong received an award as “Best company to work for in Asia” from the professional magazine HR Asia, as well as winning a prize in the new “HR Asia diversity, equity & inclusion” category (Diverse and inclusive company). GEODIS teams in South Korea and Global Freight Forwarding teams in the United Kingdom have been awarded “Great Place to Work” certification by the organization of the same name in 2023. A consultative process was launched in late 2023 with several regions and lines of business, seeking to define the meaning of diversity and inclusion at GEODIS. The survey is designed to enrich the Group’s Diversity & Inclusion roadmap, with both common themes and specific actions based on the needs and context of each region or line of business. The results of the consultation will be published in the first half of 2024 and will contribute to the development of action plans to be rolled out starting in the second half of 2024. At the same time, a Diversity & Inclusion training program will be launched for all Group employees, to continue the awareness-raising and empowerment efforts already in progress. 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, aiming to go beyond a quantitative objective of parity and enable sustainable growth. Percentage of female employees at GEODIS on December 31, 2023 Scope Percentage of women Group 39% Managers 35% TopEx 22% Management Board 28% In 2023, GEODIS had 39% women in its overall workforce, 35% in the managerial population and 22% in the Top Executives group. In keeping with the Group’s commitment to equal opportunity, the proportion of women in TopEx rose from 13% in 2017 to 20% in 2020. The Group is continuing its efforts to achieve an ambitious target of 25% women among the Top Executive population, initially set for 2023. A new action plan, with a revised deadline, is currently being prepared. In particular, GEODIS intends to pursue actions targeting managers in an effort to boost internal promotion to senior management positions. The program targeting fast trackers (see section 4.3.2) – of which women constitute a significant proportion (58%) of the 2023 cohort – will contribute to this. Meanwhile, the Group is continuing to develop its leadership program, which promotes gender diversity in managerial positions. To speed up the progress being made by women, GEODIS introduced a “parity indicator” in January 2022, which affects the variable component of senior executives’ remuneration when they act in favor of gender diversity within the top management. 70 - 2023 ACTIVITY AND SUSTAINABILITY REPORT
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