4. SOCIAL 4.2.2 Diversity and inclusion Issues and impacts In a rapidly-changing world, embracing diversity and inclusion is not just a moral imperative; it is also a strategic advantage. Creating an inclusive work environment where every voice is heard and every talent recognized helps to drive innovation, enhance decision-making and build a more resilient organization. Fostering inclusion – within teams and in an adapted work environment – also encourages the attraction and retention of talent. Governance This issue is monitored at the highest level of the organization, by the Group’s executive vice-president, Human Resources, who is responsible for implementation of the Group’s diversity and inclusion policy. Policies GEODIS has a long-standing commitment to promoting an inclusive working environment and combating all forms of discrimination. In 2024, the Group reached a milestone by publishing its Global Diversity and Inclusion policy. This document advocates equal opportunity and prohibits discrimination of any kind based on race, color, ethnicity, religion, gender, sexual orientation, gender identity, national origin, age, disability or any other protected characteristic as defi ned by applicable law. All employment decisions, including recruitment, hiring, promotions, transfers and terminations, are based strictly on merit, qualifi cations and business needs. The policy was developed collectively, through global consultations with focus groups involving employees from all regions and lines of business. The policy has identifi ed four worldwide areas of focus: gender equality, disability inclusion, age diversity and cultural diversity. This policy is communicated and applied in all regions and lines of business to ensure a unifi ed approach to diversity and inclusion throughout the Group. In addition, the Group has formalized its commitments to employees with disabilities in an internal handbook, ”Disability Inclusion”. This document serves as a reference to foster a more inclusive culture and raise employee awareness of people with disabilities. Action plan The Group provides managers and employees with numerous tools and resources to combat all forms of discrimination, including : ● a practical recruitment guide for managers and HR correspondents to ensure fair hiring practices based on skills and motivation; ● training courses and presentations by specialists to develop behavioral skills; ● a diversity and inclusion training course featuring roleplaying exercises, available to all employees; ● communications tools: disability awareness videos, a diversity café and an intranet page to challenge stereotypes and change attitudes. 4.2.2.1 Professional gender equality In a traditionally male-dominated sector, GEODIS is committed to ensuring equal career opportunities for all employees. Training: the Group has introduced a comprehensive program to help shift mindsets (“I Am Remarkable” training), combat stereotypes and help women to develop their careers (coaching, leadership programs with Accelerate). Women’s Network: the GEODIS Women’s Network (GWN), created in 2013, is a community operating worldwide to help women access leadership roles by developing their potential and supporting them in their professional development. Several branches cover the Group’s entire perimeter, from New Zealand to Chile, via France and the United States: GWN Americas, GWN Europe, GWN France, etc. This network is run by an Executive Committee and sub-committees dedicated to communications, events and training, which ensure best practices are shared and implemented, and actions are coordinated. The GWN Americas network, created in 2017, includes, for example, 300 ambassadors in the United States, but also in Mexico, Colombia, Brazil and Chile. Mentoring: comprehensive programs exist in several locations. 15 mentor/mentee pairs were set up at Group Head Offi ce in 2024. Parity indicator: GEODIS introduced a “parity indicator” in 2022, which affects the variable component of senior executives’ compensation. Recruitment: GEODIS ensures that both internal and external recruitment processes are applied equally to all candidates, regardless of gender. The same applies for internal promotions. Equal pay: the Group prohibits any difference in fi xed or variable pay between men and women with the same level of skills, experience, qualifi cations and seniority. In 2024, the Group worked on the gender pay gap to monitor it more closely and adjust action plans. 76 - 2024 ACTIVITY AND SUSTAINABILITY REPORT
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