4. SOCIAL France: solidarity among employees Employees are encouraged to take part in solidarity initiatives: • by participating in the Guy Crescent award (Fondation SNCF), which provides fi nancial support to non-profi ts dedicated to the disabled. This prize was created in tribute to Guy Crescent, a former president of Calberson (one of the companies at the origin of GEODIS). Employees can participate on behalf of their organization. A selection committee is organized to determine the winner(s), who are awarded amounts ranging from €1,000 to €2,000. Among the winners were the non-profi t organizations Rebondir face au handicap and Course Horizon, both of which offer sporting activities tailored to the needs of young people with disabilities; • through skills sponsorship via a partnership with the Tremplin Handicap association (tremplin means springboard). Over 150 employees share their skills to support the professional integration of young people with disabilities. Results Change in the percentage of employees with disabilities (as a percentage of FTEs) 2022 2023 2024 Group 3.3% 3.0% 4.0% France 4.6% 4.0% 4.4% 40% of employees with disabilities are women and 60% men. 4.2.2.3 Cultural diversity As a global logistics operator, cultural diversity is inherent to the Group’s business. Understanding and respecting cultural differences is key to effective communication, collaboration and decision-making in a multicultural environment. In the United States, the GOOD network, composed of employees from diverse backgrounds, ensures that the voice of minorities is heard. Its mission is to empower and drive this community by identifying and implementing solutions to attract, retain, develop and promote the best talent from under-represented groups of people. In the United States, for example, several initiatives have been put in place in warehouses to encourage the involvement of employees, regardless of their country of origin: ● a real-time translation service, free of charge and accessible to all employees, in their native language (over 100 languages and dialects are available). Live translation is available during meetings and training sessions on their phones by simply downloading the application and selecting their language; ● on the Nashville, Tennessee campus, some logistics operations are carried out by robots which can give and receive instructions in 25 different languages. The languages most frequently spoken on this campus, other than English, are Spanish, Arabic, Iranian and Burmese; ● the emphasis is placed on multilingual communication at all sites, notably by recruiting managers from various backgrounds to make it easier for employees to integrate, which in turn has a positive impact on attracting and retaining talent. The Group has also launched initiatives to promote cultural diversity (photo competitions, events, etc.) in France, Ireland, the United States, Belgium, India and other countries. 4.2.2.4 Age diversity Age diversity plays a part in social cohesion through the sharing of skills and knowledge. It acts as a valuable lever to attract younger generations, to train future supply chain talent and to establish an intergenerational dialogue to maintain the Group’s competitiveness. GEODIS employees by age bracket in 2024 Under 30 30-50 Over 50 Men 5,075 14,275 7,936 Women 3,943 10,130 4,577 TOTAL 9, 018 24, 405 12, 513 GEODIS managers by age bracket in 2024 Under 30 30-50 Over 50 Men 202 2,651 1,374 Women 167 1,575 598 TOTAL 369 4,226 1, 972 Among the younger generation (the under-30s), the proportion of female managers (45%) is almost identical to the proportion of female employees overall (44%). Employees in the 30-50 age bracket in management positions make up 64% of the Group’s managers, although they represent 53% of the total workforce. 78 - 2024 ACTIVITY AND SUSTAINABILITY REPORT
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