4. SOCIAL 4.2.1.2 Skills development Training is essential to support the Group’s transformation, provide training in new professions, improve technical skills and remind employees of the basics in terms of health and safety and business integrity. Team expertise, interpersonal skills and know-how, as well as sharing experiences with colleagues, all contribute to this continuous learning process and enhance the employee experience. GEODIS University is one of the Group’s most important training programs. It offers a wide range of training options – faceto-face, e-learning, webinars, master classes, round table discussions – and covers the following needs: ● the basics of GEODIS: its purpose, vision and values; ● strategy; ● management and performance; ● leadership; ● know-how relating to lines of business and functions. In addition to this, leadership and expert programs are in place to ensure that the Group’s needs are matched with employees’ skills. “Manage” targets future managers and features a 16-week e-learning format available in six languages. 548 employees took part in this program in 2024, including 368 in the fi rst year and 180 in the second. “Accelerate” targets the Group’s senior leaders and aims to develop talent, reinforce a shared culture and networks to support the Group’s transformation. The program was developed in partnership with IESE Business School and takes place on both its Barcelona and New York campuses. Training is given over a ten-month period on three major themes: strategic management, the basics of business and leadership. Candidates are required to work on six strategic projects sponsored by members of the Management Board. 41 participants, 37% of them women, made up the second graduating class in 2024. “Sales Academy”: this two-year program specifi cally targets the Group’s sales professionals. It provides an in-depth understanding of the GEODIS value proposition, the key skills to be developed for key account management, and the standards expected in customer relations. The sessions include a CSR component to raise teams’ awareness of the Group’s sustainability projects and provide them with a basic understanding when meeting customers. 60 experts take part in the team training. “Performance Academy”: launched in 2022, these sessions train members of fi nance staff and non-fi nancial managers to fully master performance management tools. “Sustainability Academy”: this program, launched in 2023 with the Climate School, is dedicated to hosting all CSR-related training courses (environmental footprint, health and safety, diversity, responsible purchasing, etc.). Key fi gure ➔74% of employees say that they benefi t from opportunities to develop their skills at GEODIS (employee satisfaction survey 2024 conducted by IPSOS) In addition to the training courses offered by GEODIS University, the Group’s e-learning platform hosts all digital training content. It can be accessed by around 25,000 employees. In 2024, nearly 13,000 active learners completed 62,000 hours of training online, equivalent to 4.7 hours of training per learner connected to the platform. GEODIS continues to invest in training with the introduction in January 2025 of a new tool: G-Learning. A pilot project was carried out at the end of the year, involving more than 500 employees in most of the regions and lines of business. Twice-monthly webinars also raise employee awareness on key topics, with contributions from experts. Sustainable Aviation Fuel, the employer brand and artifi cial intelligence in the sector were among the topics covered in 2024. GEODIS Evolution training for future Distribution & Express branch managers This in-house training program, part of GEODIS’s talent development strategy, is designed to train and promote future leaders in the Distribution & Express line of business. Almost 50% of branch managers have completed the program, and 80% have benefi ted from internal mobility. Every year, ten employees from different areas (operations, sales, support functions) participate in this training initiative. The 300-hour training program includes modules such as management, safety, transport economics and project management, for a total of around 40 days of face-toface training. Candidates are then ready to start their new positions through tailored content and immersion in operational sites. Results ● Number of hours of training: 627,000, including 62,000 hours of e-learning. ● Number of hours of training on CSR topics: 271,000 hours on safety and 7,600 hours on other social and environmental topics (diversity, Climate School, etc.). 4.2.1.3 Compensation and benefi ts To attract, retain and motivate its employees, the Group’s compensation policy focuses on three areas: ● external competitiveness; ● rewarding individual and collective performance; ● employee care and protection. External competitiveness To ensure that compensation is competitive and fair, GEODIS uses an internal job classifi cation system for all its employees, and applies Mercer’s International Position Evaluation (IPE) system for TopEx members. 72 - 2024 ACTIVITY AND SUSTAINABILITY REPORT
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