corporate social responsibility complete report France ... - Orange

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towards a new social contract Our growth depends on the skills and involvement of our 181,000 employees worldwide. Aware of each of their efforts, our Group reaffirms its commitments as a responsible employer by paying special attention to placing people at the heart of the company. the social restructuring in France looking out for all employees Carefully listening to all employees was the first step in our committed efforts to understand the crisis which arose in France in 2009 and rally all staff around a new corporate project. A status report on stress and working conditions was performed by Technologia, a firm of independent experts, which specializes on these matters and was chosen by the unions. All of our 102,000 employees in France were initially surveyed through a questionnaire, which had an 80% response rate. The results of this questionnaire, as well as a report analyzing internal documents on working conditions and the handling of stress within the company were presented on December 14, 2009. For a more in-depth diagnosis, Technologia has been conducting individual interviews since early 2010 with approximately 1,000 employees chosen at random who represented all of the Group’s different business units. In parallel, starting in October 2009, “Assises de la refondation” (meetings on the restructuring of the Group) sessions were held. This participatory measure based on decentralized dialogue emphasized the management’s fundamental role in creating a new dynamic for expression and encouraging collective discussion amongst teams. More than 2,700 local-site meetings were held throughout France, according to methods left to the discretion of each division. Supplemented by direct communication channels (fax, SMS, email), they allowed problems and proposed solutions to be raised by the employees themselves. The processing and analysis of their concerns were conducted daily by a dedicated team made up of some 30 volunteers from the different business units, divisions and sites. The conclusions drawn from these listening mechanisms, together with the negotiations in progress, constitute the pillars for the preparation of the new social contract that the Group intends to propose to its employees. These mechanisms were complimented by the implementation of means of listening and dialogue intended for people in distress at work. Accessible 24 hours a day 7 days a week, the “dialogue line” is a free phone number run by external psychologists, subject to professional confidentiality. There are listening spaces at each territorial division. Run by multidisciplinary teams independent from the chain of command, the role of these spaces is to identify problems with an employee, examine possible solutions or mediations, and propose personalized support. Visits made are completely confidential. responding to a need for proximity Among the actions implemented since late 2009 in connection with negotiations, 160 new local human resource manager positions were created in France. By increasing this network, the Group is better able to understand employees’ expectations and provide more active support to managers locally. A large majority of these new HR managers had already taken up their positions by the end of 2009. supporting managers in their supervisory role In addition to the implemented measures for listening, if they detect a problem, managers have new means of assistance to act and can therefore better fulfil their supervisory role. They have a dedicated free phone number available if they notice that one of their employees is showing signs of distress. Some 6,000 managers have already received special training on psycho social risk prevention. increasing the effectiveness of employer-employee dialogue The social dialogue is based on around 400 local employee representation bodies in Europe and at many African subsidiaries, a Central Economic and Social Unit Committee in France, a French Group Committee, a European Group Committee where employees from 20 countries are represented and a planned World Group Committee. In 2009, the European Group Committee met physically three times to discuss economic, financial and social matters of a global nature, going beyond a country framework (industrial and innovation strategy, major investment guidelines, acquisitions, employment, etc). In France, numerous agreements and amendments were signed in 2009, including some concerning major subjects, such as the employment of seniors and telecommuting. Negotiation with employee representatives on stress and working conditions is one of the components in the draft of the new social contract. Work is being conducted in five negotiation groups on major subjects: – prospects - employment and skills - professional development - training - mobility; – work-life balance; – improving the operation of employee representative bodies; – work organization; – working conditions. 24 / looking out for all our employees around the world
focus A negotiation on the application of the national agreement for the prevention of psycho social risks is added to these five subjects. The undertaken negotiations have already enabled four group agreements to be signed in the beginning of 2010: one covering the subject of prospects – employment and skills – professional development – training – mobility, and another on work/ life balance, the final two on the evaluation and prevention of psycho social risks and the operation of employee representative bodies. These four agreements, which apply immediately, are a significant step in the process which has been undertaken and have provided a solid platform for local negotiations. On these subjects directly concerning daily working life, the Group is also encouraging dialogue with all employees. The participatory forums held at the Group’s international subsidiaries and the “Assises de la refondation” held in France are part of this mechanism. favouring the employment of seniors In France, our Group signed a major agreement on November 26, 2009 with the main union organizations on the employment of seniors and measures in favour of second careers. This agreement goes with the actions on diversity and the fight against discrimination which have already been carried out. Entered into for a period of three years (from 2010 to 2012), it plans concrete actions to encourage the continuation of and access to employment by seniors in order to take advantage of their experience, transfer knowledge, and support and facilitate retirement. Among the planned measures, a “career milestone” interview will be implemented for employees aged 45 or more. For employees of 55 or older, a “seniors milestone” interview allows the study of retirement arrangements and prepares for the transition from active employment to retirement. A “part-time seniors” mechanism will allow employees eligible for retirement within three years to adjust their work schedule during this time if they wish. Lastly, in order to encourage the transfer of know-how, the Group is committed to providing 1,600 trained instructors or apprenticeship supervisors by the end of 2012. valuing the efforts of each individual Aware of the extend to which individual employee performance contributes to the Group’s achievements, we have implemented different mechanisms for recognizing and sharing the created value. Among these, recognizing the results achieved in 2007 and 2008, the Next Reward, a bonus share allocation plan began two years ago, and has involved 175,000 employees in 80 countries. It was implemented on April 25, 2009 for employees in France and on December 4 for employees outside of France. In France, a new profit-sharing agreement was also signed in June 2009 between France Telecom SA and the union organizations. 2009 breakdown of women/men by age (by step of 5 years), for the 178,744 Group open-ended employee contracts 2009 breakdown of women/men by age (by step of 5 years), for the 99017 open-ended employee contracts in France >60 56-60 51-55 46-50 41-45 36-40 31-35 26-30 26-30 women 21-25 21-25 men
Page 1 and 2: corporate social responsibility com
Page 3 and 4: Chairman’s message Didier Lombard
Page 5 and 6: what are the challenges? Four major
Page 8 and 9: our core mission In this digital so
Page 10 and 11: an ambitious long-term strategy We
Page 12 and 13: creating value Beyond the ethical d
Page 14 and 15: CSR organization within France Tele
Page 16 and 17: identifying major risks Each Group
Page 18 and 19: a stronger dialogue Listening to an
Page 20: looking out for all our employees a
Page 23: 24 towards a new social contract 26
Page 27 and 28: focus 11 new professionalization pa
Page 29 and 30: esponding to social issues Our Grou
Page 31 and 32: More than 80 Orange managerial staf
Page 33 and 34: 2010 roadmap objectives deadline Em
Page 36 and 37: making quality the priority Any hig
Page 38 and 39: gaining our customers’ loyalty Or
Page 40 and 41: support for new usages With technol
Page 42 and 43: ensuring the security of exchanges
Page 44 and 45: Spain where Orange has formed a par
Page 46 and 47: tackling the issue of radio waves F
Page 48 and 49: esponsible procurement principles T
Page 50 and 51: 2009 report objectives disclosed in
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Page 59 and 60: connecting African countries Our Gr
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eing exemplary We have made a commi
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implementing our environmental poli
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educing the Group’s carbon footpr
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improve the energy efficiency of bu
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optimizing waste management Our app
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educing the impact of our products
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limiting personal travel In order t
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2009 report objectives disclosed in
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2010 roadmap objectives deadline En
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Orange Foundation making the world
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“Spotlight on CSR” event, which
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eport appendices 99 about this repo
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external assessment Report of one o
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economic data geographic breakdown
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social data indicators GRI scope (i
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zoom in on France, FTSA only (infor
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environmental data energy consumpti
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environmental performance indicator
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an international group (as of Mai 4
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glossary AA1000 Accountability 1000
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to learn more Group websites France
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France Telecom - Corporate Social R
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corporate social responsibility complete report France ... - Orange

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