4. SOCIAL Results In 2024, GEODIS recruited approximately 17,000 employees worldwide and 340 young people on apprenticeship and work-study contracts, covering all the Company’s lines of business: buyers, transit agents, IT developers, marketing and communications professionals, charterers, sales personnel, project leaders, warehouse staff, etc. Breakdown of hires between 2022 and 2024 2022 2023 2024 Hires during the period (cumulative) 22,929 17,357 16,878 Of which permanent contracts 15,056 11,161 10,429 Of which fi xed-term contracts 7,873 6,199 6,449 Breakdown of permanent contract hires by category 2022 2023 2024 Non-managers, nonsupervisors 10,423 8,216 7,290 Managers and supervisors 4,157 2,474 2,781 Drivers 476 471 358 Breakdown of permanent contract hires by gender 2022 2023 2024 Women 6,000 4,404 4,346 Men 9,056 6,757 6,083 Group recruitment levels remained virtually stable in 2024, dropping just 3% compared to 2023. The proportion of women among permanent hires rose from 39% to 42%, while the proportion of non-managerial hires dropped from 74% to 70%. 4.2.1 Working conditions and employee well-being Issues and impacts Working conditions in the logistics and transport sector are known to be quite arduous and repetitive. At GEODIS, 49% of employees work in warehouses or freight transport (drivers). Given the pressure on certain professions, the Group is implementing a targeted recruitment strategy, paying particular attention to employee well-being in the workplace and to career development and management. Retaining and engaging talent is a key issue for the Group, which needs to fi nd available manpower and qualifi ed resources to support its growth in a sector that lacks attractiveness. To stand out from the competition, GEODIS relies on a strong culture that places teamwork, team spirit and mutual support at the heart of its DNA. The process of identifying the impacts, risks and opportunities of working conditions in relation to GEODIS’s business model and strategy is presented in section 2.6 of this report. Policies and procedures To achieve its strategic ambitions and boost effi ciency, in 2024 the Group rolled out a worldwide human resources blueprint. This new HR organization, structured around skill clusters, is supported by a set of procedures that must be applied across all lines of business and activities, in France and internationally. The objective is to harmonize skills throughout the entire employee lifecycle, to ensure equal opportunities for all employees: induction, job descriptions, career paths, training, mobility, succession planning, etc. The increasing digitalization of HR functions will allow teams to save time and focus on high value-added tasks. This initiative has made it possible to revise the jobs and skills framework, with a streamlined job structure consisting of 300 jobs and a library of key skills. Integrated into career management tools and programs, the global human resources blueprint is designed to align resources with the Group’s growth objectives. Social policies, guidelines and programs operating worldwide are presented throughout this chapter. Action plan The action plan covers the various components, presented below, of working conditions and employee well-being: training, remuneration, social dialogue, employee engagement and work-life balance. 4.2.1.1 Talent management GEODIS is attentive to employee engagement and talent development. A number of tools have been developed to support employee growth. Career management and appraisal interviews GEODIS is committed to providing all employees with an annual performance review and skills assessment. This also provides an opportunity to set objectives in line with employees’ ambitions, and to discuss any training needs to develop teams’ professional skill sets. In 2024, 83% of employees(1) took part in the annual appraisal, or, broken down by gender, 86% of male and 82% of female employees (the remainder consisting mainly of new hires and departures). (1) Excludes United States and Poland. 70 - 2024 ACTIVITY AND SUSTAINABILITY REPORT
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