Annual report 2009 - Dexia.com

Human resourcesManagement reportConsolidatedfinancial statementsAnnual financial statementsHuman resources and the financialcrisisIn 2009, the consequences of the financial crisis were felt inthe tasks and priorities of the Human Resources teams in theDexia Group. Just as they did the previous year, the teamshave concentrated much of their action on assisting membersof staff and on the construction of a transformation planintended to adapt Dexia to its new environment.Against the current background of financial crisis and budgetrestrictions, it is important primarily to set priorities. That iswhy Human Resources, first of all, had the tasks of reassuringand providing their support to members of staff, of providingmanagers with the means to respond to questions fromstaff, of supporting sales teams in their exchanges with theclients and of keeping social partners regularly informed ofthe situation.Secondly, the Human Resources teams were mobilised toprepare, with the management, for the consequences ofthe transformation plan. The reorganisation of the businesslines activities (reducing the size of the balance sheet, ceasingor limiting international activity, the redimensioning ofthe market activities and the implementation of the generalsavings plan) was followed by the reorganisation of the supportlines.This new organisation of support lines responds to four mainobjectives:• To create a tightened structure enabling a simple and clearorganisation to be put in place, to homogenise and to optimisethe decision-making process;MEMBERS OF STAFFAS AT 31 DECEMBER 2009 (1)• To harmonise the scope of support lines between all theentities in order to facilitate coordinated governance;• To increase the delegation and responsibility of entities, atthe same time reinforcing the hierarchical lines and controlprocedures of the Group;• To reinforce the task of steering the Group, and developingits roles of impetus and control.The elaboration and implementation of this global plan willcontinue in 2010.All competences will be mobilised in 2010 to succeed in thetransformation of Dexia and to limit the impacts on teams asmuch as possible. Solutions will be sought via social dialogueand in line with Dexia’s Principles of Social Management.Key figuresAt the end of 2009, Dexia had 35,234 members of staff,of 70 different nationalities, in 37 countries (including RBCDexia Investor Services and the independent networks inBelgium).• Seniority – More than 60% of members of staff joined theGroup less than ten years ago and the average length ofservice of Group members of staff is 10.8 years.• Age – Group members of staff are young; in total, 41.5%of staff are less than 35 and 58.9% less than 40 years ofage. The average age is 39.1 for men and 36.6 for women,and the overall average age is 37.9.GENDER BREAKDOWNAdditional informationOthercountriesFranceLuxembourgTurkey2,4353,9495,874Total35,2348,48514,491BelgiumMale51%49%Female(1) Including self-employed networks and RBC Dexia Investor Services.50Dexia Annual report 2009