4. A label for professional equality The GEEIS (Gender Equality European & International Standard) label certifi es the level of resources mobilized by the Company to achieve equality in the workplace, as well as the performance obtained. The goal is to promote gender equality and diversity within the organization, and to foster equal opportunities. Many countries have adopted this benchmark to promote women’s roles within the organization. The Asia-Pacifi c region (APAC) received accreditation during the year for its operations in Hong Kong and Singapore. In Japan and Taiwan, women represent 50% of directors and 40% of senior management positions. In 2024, 21 Group countries held the GEEIS label (22,700 employees, representing 46% of the Group’s total workforce), including Hong Kong, Singapore, Poland, Sweden, Denmark and Norway. Target To promote an inclusive and equal corporate culture across all its lines of business and regions, the Group has set a target for the proportion of women in management roles extending beyond TopEx. GEODIS is committed to reaching a target of 35% of women in senior management by 2027. This population includes TopEx members and members of all country management committees, i.e., a total of 750 employees. In 2024, this fi gure was 31%. Results Percentage of female employees at GEODIS from 2022 to 2024 Percentage of women Scope 2022 2023 2024 Group 40% 39% 40% Managers 34% 35% 36% TopEx 22% 22% 25% Management Board 29% 28% 28% The percentage of women in the TopEx reached 25% for the fi rst time in 2024, a target that the Group originally set for 2023. GEODIS prefers to appoint TopEx members through internal promotion: among those who joined in 2024, more than half were internal appointments. Women account for 50% of these internal appointments. Equality index: GEODIS (all GEODIS companies in France) scored 91/100, as it did in 2023. 4.2.2.2 People with disabilities Equality in the workplace also involves integrating or reintegrating people with disabilities into the professional world. GEODIS has a longstanding commitment in this area, and is pursuing its efforts and developing initiatives on a global scale, in line with the commitments of its Disability handbook: ● informing employees: the Group organizes at least one action or event per region or country per year. GEODIS took advantage of the DuoDay initiative, initially limited to France, to launch the International Week for the Employment of People with Disabilities. Around the world, 67 pairs were formed in the Group’s regions. In France, the week was highlighted by a number of events, including a wheelchair table-tennis demonstration and a webinar on the theme of C’est quoi le handicap? (“What is disability?”). In AsiaPacifi c, teams reimagined inclusive roles in warehouses in partnership with Singapore’s Autism Resource Centre. In the Americas, facilities were transformed into learning spaces for students with disabilities. In Morocco, four duos took part in the fi rst ever DuoDay; ● acting with employees: such is the mission of the IN (Inclusive Network) community, which promotes the Group’s disability charter in its lines of business and regions and raises awareness through training initiatives. The network currently numbers 53 IN correspondents worldwide; ● expand the skill sets of people with disabilities: recruitment of candidates at the head offi ce in France is now linked to the Agefi ph employment site (the French national association for the management of funds for the integration of disabled people); ● acting with partners: alongside the involvement of employees, the Group’s regions and lines of business are committed to contracting at least three services per year to companies, organizations or networks working for the integration of people with disabilities in the workplace (garden maintenance, catering, etc.). In 2024, GEODIS partnered with a disability-inclusive company to manage the lifecycle of its IT equipment (see section 3.3.2 Operations: inbound and outbound fl ows): over 1,330 workstations were taken over by ATF Gaïa, a specialist in reconditioning and recycling IT equipment. In France, an audit of actions for the disabled was carried out in 2023 at the head offi ce with Agefi ph. Volunteer employees completed an online survey (170 participants). Key areas for improvement include a more visible communication system, systematically including job offers on specialized job boards, and setting up a structured process to integrate and retain people with disabilities in the workplace. These conclusions will be used in negotiations with the trade unions with a view to signing a collective agreement in 2025. 2024 ACTIVITY AND SUSTAINABILITY REPORT - 77 EDITORIAL > 1. GROUP PROFILE > 2. GENERAL INFORMATION > 3. ENVIRONMENT > 4. SOCIAL > 5. ETHICS > 6. ANNEXES
RkJQdWJsaXNoZXIy NzMxNTcx