Registration document 2011 - tota - Total.com

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Corporate social responsibility
Employee policy
1.3. Dialogue with employees
TOTAL’s employees and their representatives have a privileged
position and role among the numerous stakeholders with which
the Group has and intends to develop regular dialogue (see also
paragraph 3.1 of this Chapter). In countries where employee
representation is not required by law, TOTAL strives to set up such
representation; there are therefore employee representatives in the
majority of Group companies, most of whom are elected. The
subjects covered by dialogue with employees vary from company to
company, but there are common major themes such as work time,
health and safety, compensation, training and equal opportunity.
1.4. Training
TOTAL’s training activities are guided by four main objectives:
– sharing TOTAL’s corporate values, in particular with respect to
ethics and HSE;
– increasing technical skills and maintaining a high level of
operating performance;
– promoting employees’ integration and career development through
induction, management and personal development training;
Average number of days’ training/year per employee (including mentoring, excluding e-learning) WHRS 2011 WHRS 2010
Group average 5,8 6,6
By profit center
Upstream 9,5 11,4
Downstream 5,0 5,3
Chemicals 4,5 4,8
Corporate 2,4 2,5
By region
Africa 8,3 8,8
North America 7,9 5,0
South America 6,2 4,3
Asia 9,4 8,5
Europe 4,5 3,6
Middle-East 13,9 16,7
Breakdown by type of training given (including mentoring, excluding e-learning)
Technical 42% 47%
Safety 29% 27%
Other (a) 21% 18%
Language 8% 8%
(a) Other: management, personal development, intercultural.
Training approaches are adapted to suit the specific requirements
of individual regions or business segments. Remote training and
e-learning in particular are increasingly used. In 2011, an ambitious
TOTAL. Registration Document 2011
WHRS 2011 WHRS 2010
Percentage of companies with
employee representation (a) 77.4% 86.2%
Percentage of employees covered by
collective agreements 70.3% 73.4%
(a) The reduction in this percentage is explained by the differences in the scope of the
WHRS in 2010 and that of 2011.
A structure for information and dialogue with European employee
representatives exists in the form of the European Works Council.
Its scope covers all European Union countries where the Group
operates as well as Norway. Another representative body,
the Group Committee, covers all Group activities in France.
Several unions and Senior Management have expressed an interest
in merging the Group Committee with the European Works Council
to form a single Europe-wide employee representative body. In this
regard, Senior Management has committed to opening negotiations
in a timely manner.
In France, on November 30, 2011, Senior Management and all
of the unions in France signed an addendum to the agreement
of July 4, 2000 on trade union coordination providing for dialogue
to continue at a Group level with the union coordinators within
a framework that reflects the legal and regulatory changes (act
of August 20, 2008).
In addition, every other year TOTAL carries out an internal survey to
gather its employees’ views and expectations with regard to their
work situation and perception of the company, locally and as a Group.
– supporting the policy of diversity and mobility within the Group
through language and intercultural training.
The Group continues to provide significant training opportunities.
In 2011, 82% of employees covered by the WHRS attended at
least one training session, representing over 400,000 days of
training, for a total budget of €274 million.
e-learning program on fighting corruption, aimed at all employees, was
launched in twelve languages. Over 35,000 certificates were awarded
following the assessment carried out at the end of the training.