4. SOCIAL Be a responsible employer committed to playing its role in society To support its growth and shape the future of logistics, GEODIS offers its employees a stimulating work environment that promotes both individual and collective well-being and development. This commitment is built on several key priorities: ensuring the health and safety of all employees at all times, fostering job satisfaction and professional growth, empowering employees to thrive within a multicultural organization, and promoting diversity and equal opportunities. Issues and impacts The success of the Ambition 2027 strategic plan will rely on a clear and understandable roadmap for all employees. Collective intelligence, collaboration and teamwork are essential to support the Group’s projects and ensure optimum quality of service for customers. Now more than ever, GEODIS depends on expertise, commitment, and knowledge-sharing to drive progress, innovate and demonstrate its ability to “work together” to achieve its objectives. Human Resources Strategy To support its growth, the Group’s Human Resources strategy is built around three key areas: ● skills development, by investing signifi cantly in training to align employees’ expertise to market needs; ● diversity and social inclusion, as respect for each other and open-mindedness are essential to fostering diverse points of view, and to learn and move forward together; ● supporting business development, by anticipating future needs in terms of talent, HR organization and tools to meet customer demands worldwide. These priorities go hand in hand with the Group’s long-standing commitments to ensuring the health and safety of employees and third parties in the workplace. The Group is committed to anticipating and monitoring key social risks related to its business model and that have been identifi ed in its double materiality matrix, i.e., employee health and safety, working conditions and environment, social climate and respect for human rights throughout its value chain. Thanks to its human resources management procedures and tools, GEODIS is able to monitor and control the policies implemented. To achieve its ambitions and minimize the adverse impact of its activities on employees, temporary workers, suppliers and subcontractors, GEODIS is particularly attentive to employee engagement, reducing strenuous work and encouraging skills development. Governance The Group’s executive vice-president, Human Resources is in charge of implementing policies and commitments relating to HR. He is also a member of the Management Board. The Human Resources Department calls on the HR Departments in the lines of business and regions to ensure that roadmaps are implemented. Monthly reviews are scheduled to check the progress of projects. 64 - 2024 ACTIVITY AND SUSTAINABILITY REPORT
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