2019 Annual financial report

The different pensions schemes and other long-term benefits are presented in this document, Section 6.6, Note 21.

The participation of employees in share capital through a range of profit-sharing and incentive plans is explained in Sections 6.6, Note 30, and 8.3.6 of this document.

Gender pay equality: Deployment of country by country “Job Grading” is now built into the new Human Resources Information System (HRIS) Group tool, allowing for a more uniform understanding of positions and functions. This project is headed up by the Secretary General, with support from the teams in charge of compensation (Compensation & Benefits) and the CTOs of countries. The Group is vigilant about gender equality issues. The local management of the agencies is responsible for resolving pay gaps. Some examples:

• in the United Kingdom, eight entities with over 250 employees published their comparative situation, Gender pay gap reporting (measuring the pay gap between men and women, and not equal pay). The issue is monitored by the UK Executive Committee; 
• in France, 15 Group entities with over 50 employees published their gender equality index. In line with the targets set, entities obtained a rating of around 95/100. With the aim of continuous improvement, corrective measures were discussed and negotiated with social partners for the few agencies that are still lagging behind and, where applicable, to envisage scheduling, on an annual or multi-annual basis, specific measures to close any gaps recorded. The Executive Committee in France monitors this index on a monthly basis; 
• in Australia, where the law also requires companies to report annually on gender equality, Group agencies have circulated reports on the actions put in place to improve the conditions for women in these organizations. 

Employee profit-sharing: Despite the optional nature of this system, in France, the Group has continued its economic performance-related employee profit-sharing policy, which is dependent on the Group’s annual organic growth in France and worldwide. This is one of the Group’s long-standing commitments to its French employees. The profit-sharing agreement signed with social partners in March 2019 (in force for three years) resulted in the payment of a 620 euro bonus in 2019 to all Group employees in France, for fiscal year 2018. This new agreement is more favorable for employees, with an increase of around 10% in profit-sharing potential. This scheme is a way of raising employees’ awareness of global performance rather than just performance in France. 

Employee savings scheme: In France, the Group continued to promote employee savings, maintaining its policy of 300% matching by Group entities that have introduced a company savings scheme.