4. 4.2.1.5 Employee engagement Since 2001 in France, and since 2013 throughout the world, GEODIS has conducted an annual employee satisfaction survey. The attention paid by senior executives (TopEx) to employee engagement is one of the three CSR criteria used to calculate the variable portion of their compensation. The survey was carried out for the fi rst time in 100% digital format in 2024. To help make it more accessible (53% of employees do not have their own professional email address), GEODIS offers a range of ways to respond, such as connected computers at logistics hubs, tablets and posters with QR codes. More than 37,000 employees took part in this year’s survey, a high participation rate(1) (90% versus 92% in 2023). The overall employee satisfaction rate (80%) remains satisfactory, albeit two points lower than in 2023. The engagement score is 79%. This is calculated on the basis of six key topics: trust in management, job satisfaction, corporate culture, Group strategy, Company direction, recommending the Group and pride in belonging. For comparison, the industry engagement index Red Logistic World(2) calculated by Ipsos stands at 70%. The leadership score remained stable at 82%. This rating includes questions on employee autonomy, understanding of goals and work atmosphere. Confi dence in managerial relations (82%), a key factor in Group performance and employee fulfi llment (feedback, team effectiveness, trust in management) is stable compared to 2023. The overall recommendation rate for teams’ Net Promoter Score (NPS) is high (+20), refl ecting employees’ strong “emotional” bond with their employer. The levers for improvement focus on employee diversity and inclusion, and team autonomy and empowerment. Following the analysis of the results, the 2025 action plans will particularly focus on career development, with greater consideration given to requests for mobility, and on greater gender equality in management positions. Changes in the overall satisfaction rate of employees (answers to the question: “I am satisfi ed with my employment at GEODIS”) • Favorable • Neutral • Unfavorable 2022 2023 7% 7% 12% 12% 81% 81% 0 20 40 60 80 100 2024 8% 12% 80% Sharing strategy and communication GEODIS is committed to communicating strategic, economic, fi nancial and CSR information to employees on a regular basis, which includes: • presenting the Ambition 2027 strategic plan to teams through meetings and an in-house video; • the GEODIS website and the My GEODIS intranet; • internal articles and newsletters (Compliance, Human Resources, etc.). 4.2.1.6 Work-life balance What matters to its employees matters just as much to GEODIS, which is committed to creating a welcoming work environment that is supportive of everyone’s well-being. GEODIS has introduced a minimum paid maternity leave program for all female employees, providing them with 100% paid leave for a minimum of eight weeks, irrespective of the legislation of the country in which they are employed. A parenthood guide has also been made available to employees. A Group paternity program is currently under consideration. To help employees balance their professional and personal lives, the Group offers a range of family leaves: parental, maternity, paternity, adoption and family event leave. 64% of the workforce (France and the United States) benefi t from family leave. Additionally, special leave is available to employees under certain specifi c conditions (young children, employees over 55, caregivers, etc.) in some regions and lines of business. Employees can also work from home, in accordance with the collective agreements signed by each entity in France. Remote working is also widespread in other regions, though the practice has not been formalized systematically. In Australia, for example, employees are offered one day a week to work from home. Key fi gure ➔78% of GEODIS employees report that they have a good work-life balance (employee satisfaction survey 2024 conducted by IPSOS) The Group also undertakes health prevention initiatives. On a regular basis in France, awareness-raising days are organized on the themes of road safety and cancer prevention for both men and women. In 2024, head offi ce employees had the opportunity of undergoing prostate cancer screening during working hours. In the United States, campaigns were organized in 2024 to raise employees’ awareness of heart health and breast cancer; fundraising campaigns raised US$44,000 and US$12,000 respectively. (1) Only employees who have been with the Company for more than three months are surveyed. Not included: employees unavailable at the time of the survey (maternity leave, sick leave, etc.) and those who have handed in their notice. Employees of trans-o-flex, a recent acquisition, could not be included in the 2024 survey. (2) The RED (Representative Employment Data) survey is conducted by Ipsos among representative samples of employees working in organizations with more than 100 employees. This method provides a cross-sectional view by major industry sectors. 2024 ACTIVITY AND SUSTAINABILITY REPORT - 75 EDITORIAL > 1. GROUP PROFILE > 2. GENERAL INFORMATION > 3. ENVIRONMENT > 4. SOCIAL > 5. ETHICS > 6. ANNEXES
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