SFIL Annual financial report 2018

Management report I 1 39 Annual Financial Report 2018 SFIL Management report Report on corporate governance Consolidated financial statements in accordance with IFRS Annual financial statements in accordance with French GAAP Shareholders’ Meeting of May 29, 2019 General information The various initiatives rolled out included: •  The continued development of skills and sharing of good practices at executive level, among managers, coordina‑ tors and experts; •  Training initiatives for SFIL’s digital community; (learning expedition VIVATECH, data visualization); •  The deployment of initiatives aimed at developing an agility culture («agile methods») and creativity («design thinking» workshops, collaborative tools, etc.); •  The development of behavioral skills such as “Process Communication Management”; • Updating employees’ business skills (regulations, compli‑ ance, credit and market risks, local budgets, financial anal‑ ysis, export credit, ALM, capital markets, etc.); •  Training initiatives to combat discrimination, promote equality and prevent psychological and sexual harassment in the workplace; •  Targeted actions to promote equality between women and men (training program: Becoming an actress of her ambition) SFIL also assists its employees and managers through its coaching program. 1.5.2. Number of training days In 2018, the Group dispensed 1,327 days of training (i.e. 9,289 hours on a basis of 7 hours a day), which represents 3.8 days per employee (351 employees with permanent and temporary contracts), an increase compared with 2017 (3.5 days). 1.6 – EQUALITY OF TREATMENT 1.6.1. Measures to promote gender equality In 2018, SFIL introduced its new professional equality agree‑ ment and fulfilled its equality commitments on the following three indicators: •  the number of beneficiaries of individual pay increases; 40 women compared with 35 men benefited from increases during the individual measures campaign that closed in April 2018, •  the average amount of individual increases in absolute value was EUR 1,790 for women, compared with EUR 1,741 for men, •  the average rate of award of variable compensation was 80.6% for women, compared with 80.0% for men. 1.6.2. Measures to promote the employment and integration of people with disabilities SFIL signed its second three-year company agreement approved by State agencies (DIRECCTE 92). As of the end of 2018, SFIL’s rate of employment of people with disabil‑ ities was 2.2%. Since its creation, SFIL has had a disability correspondent, as provided for by the recently enacted Pénicaud law. The most significant related initiatives include: •  the continuation of awareness-raising initiatives within the Company, in particular during the Week for the Employ‑ ment of People with Disabilities, with conferences on the Lyon and Issy sites including a talk by Dorine Bourneton, a disabled aerobatics champion, for example; •  the employment on various service provision projects of workers with disabilities made available by SOTRES 92, a disabled persons employer; 1.4.2. Review of agreements signed with the trade union organizations or staff representatives regarding health and safety at work As part of its policy on well-being at work, SFIL main‑ tained its concierge service and set up YUCO, a new ser‑ vice enabling employees to organize one-off or recurring sports or cultural events and activities in the workplace, at very attractive rates (around EUR 7 per session). Some staff have used the service to organize regular yoga classes, attended by around 15 employees, while others have proposed workshops in boxing, dance, photography and oenology. Management also organized almost a dozen free workshops in sophrology, stress management, work- life balance and meditation to help employees prepare for their return to work at the start of the new academic year. SFIL organized a number of internal events relating to employee health and safety, such as diet workshops, train‑ ing in team support for staff in difficult situations and a disability awareness day. The employees were informed about the existing tools for limiting human risks: «Allodiscrim» discrimination informa‑ tion and support service, employee support unit, mediator, etc. The Just Different consultancy firm trained HR staff in diversity issues, specifically non-discrimination. 1.4.3. Work accident frequency and severity and occupational diseases Year 2018 Number of employees Frequency Severity Work accidents 2 3.34 0.01 Commuting accidents (1) 5 8.36 0.10 Occupational diseases 0 – – (1) The frequency is the number of accidents for a given group of workers over a set period of time = number of accidents x 1,000,000 / number of hours of exposure to risks. The severity is the number of calendar days of work incapacity for a given group of workers over a set period of time = number of calendar days of work incapacity x 1,000,000 / number of hours of exposure to risks. 1.5 – TRAINING 1.5.1. Skills development at SFIL SFIL attaches particular importance to developing the skills of the Company’s employees and executives, whether man‑ agers, coordinators or experts. The main themes of the training policy reflect the Horizon 2021 strategic plan and training preferences expressed by employees in various one-to-one or group meetings (spe‑ cifically career reviews, professional interviews and evalua‑ tion interviews) involving the human resources and business line teams. The members of the Executive Committee are involved in the co-construction of the training policy, in con‑ junction with the works council’s representatives. The actions deployed aim to optimize employees’ employa‑ bility and promote professional mobility and career develop‑ ment within a managed framework. This year, the focus was on three areas of skills development: •  Change and transformation management; •  Support for mobility and career development; •  Living well at work and mitigating human risks.