4. Absenteeism Absenteeism stood at 3.99% in 2024, compared with 3.55% in 2023. This increase was mainly driven by the Europe region, whose rate had fallen sharply in 2023 and returned in 2024 to a more sustained level, higher than in 2022. Seniority The average length of service of Group employees is 6.9 years, compared with 7.3 years in 2023. 54% of GEODIS permanent employees have less than four years’ seniority. Recruitment of young talent (age 28 maximum) Breakdown by type of contract Geographic area Fixed-term contract Permanent contract Total France 383 431 814 Group (excl. France) 2, 569 3,839 6,408 TOTAL 2, 952 4,270 7,222 Breakdown by employment category Geographic area Managers & supervisors Non-managers, non-supervisors Drivers Total France 157 549 108 814 Group (excl. France) 1, 042 5, 363 3 6, 408 TOTAL 1, 199 5, 912 111 7, 222 Recruitment of young talent increased by 9% from 2023 to 2024. It rose primarily in France (by 25%) compared with the Group’s other regions (7%). This growth is the result of the Group’s efforts to actively promote its professions to young talent, via the JUMP’IN platform, a program intended to help young people fi nd their fi rst job. Issues and impacts In most regions where the Group operates, the job market is under severe pressure, accentuated by the search for similar profi les by most logistics players and a shortage of applicants. According to a 2024 international study(1), 76% of companies in the sector are struggling with recruitment. Delivery drivers, who represent the Group’s core business, are in short supply. The battle for IT talent (data, cybersecurity) is also a reality, at a time when businesses and activities are being digitalized and artifi cial intelligence is being developed. GEODIS is taking a proactive approach to anticipating the shortage of certain profi les and supporting its development. In this respect, work-study students on apprenticeships and interns are regarded as a talent pool with genuine career opportunities. Work-study programs: a win-win situation In 2024, Distribution & Express welcomed 285 apprentices, almost twice as many as in 2020. In light of the industry’s recruitment pressures, boosting work-study programs is a key element of the human resources strategy. Workstudy programs provide young people with training in the Group’s businesses and values, with potential for subsequent permanent employment. Distribution & Express is expanding its relations with engineering and business schools, promoting its employer brand and offering attractive career paths to attract the best candidates. Alongside this proactive strategy, a number of employees take on mentoring roles, helping ensure successful integration and skills development. Action plan The Group offers future candidates the chance to work in an international and stimulating environment. The Group is taking the following steps to encourage and grow a community of future and young talents: ● partnerships with schools: GEODIS works with higher education establishments in France and abroad to promote its businesses and career opportunities in the supply chain. In France, our teams have signed an agreement with the AFT school, which specializes in transport and logistics. In addition, regular exchanges take place with business schools (SKEMA Business School, Kedge Business School, HEC). In the United States, the Group has established several partnerships with the University of Tennessee in Knoxville (in particular for their supply chain program) and Middle Tennessee State University; ● social media: job offers and means of communication vary according to the type of profi le sought (job boards, LinkedIn), headhunters for senior executives; ● job fairs and forums, which are an opportunity to meet young people and work-study students; ● employee referrals are also used in France. To help new recruits settle in, induction programs have been set up in various entities. At head offi ce, the Welcome@GEODIS program presents the Group’s organization, activities and culture. It is intended to be digitalized to create a better candidate experience. New recruits are invited to complete an eight-hour course with face-to-face and distance learning elements to familiarize themselves with the Group’s culture, values and internal processes. (1) Source: https://engage.descartes.com/descartes-insights/items/how-bad-is-the-supply-chain-and-logistics-workforce-challenge 2024 ACTIVITY AND SUSTAINABILITY REPORT - 69 EDITORIAL > 1. GROUP PROFILE > 2. GENERAL INFORMATION > 3. ENVIRONMENT > 4. SOCIAL > 5. ETHICS > 6. ANNEXES
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