The Group conducted a global employee engagement survey, Tell Us , in all its business units worldwide for the first time in 2018. The survey reveals a high level of engagement (61%) and real employee pride in working for SUEZ (72%). Thanks to the high response rate (72%), the results of Tell Us have also been a rich source of information for use in developing concrete action plans based closely on expectations.
2018 continued the harmonisation of corporate cultures among employees of the former GE Water and SUEZ to accelerate the conquest of new industrial markets. The Group s digital revolution was applied to professional mobility policies with the creation of the #mymobility platform, which helped to increase the number of internal transfers within the Group by over 12% in a year; it was also
used to support training, with a rise of over 35% in e-learning hours.
In line with the sustainable development goals, the percentage of women in management rose by a point between 2017 and 2018 (29.4% excluding WTS), resulting from a diversity roadmap with strong ambitions to accelerate the recruitment of women, reduce the gender pay gap and develop the corporate culture with a campaign against everyday sexism in all the Group s business units.
The health and safety policy is the SUEZ Group s main strength in the eyes of employees: results continued to improve in 2018, with new targeted action plans such as the one focused on boosting the prevention of collisions between vehicles and pedestrians.
FO R
TH E
BE NE
FI T
OF E
MP LO
YE ES
In 2018, for the fifth year in a row, SUEZ obtained Top Employer France certification
SUEZ tops the Palmarès Capital 2019 list of environmental companies preferred by their employees
73% of SUEZ employees express their pride in working for the Group
Source: 2018 Tell Us survey
INCENTIVES SCOPE ECONOMIC AND FINANCIAL
PERFORMANCE EXTRA-FINANCIAL
PERFORMANCE
Annual incentive All Group employees Key financial indicators (1)
Leadership skills, as defined by the Group: Application of the principles of the Group s Ethics Charter Implementation and results of operational action plans (2) Health and safety performance
Long-term incentive (LTI) 1,570 beneficiaries: Top executives , managers and particularly high-performing supervisors
Group EBIT accumulated over three years Total Shareholder Return (TSR) accumulated over 3 years
Gender parity rate within management
Employee Shareholding Schemes All Group employees SUEZ share price
(1) Organic revenue growth, EBIT, cashflow from ordinary activities. (2) e.g. efficiency of drinking water systems, performance of sanitation, waste recovery rate etc.
MOBILISING EMPLOYEES AND MANAGEMENT TO ENSURE THE GROUP S SUCCESS
In addition to their fixed annual salary, SUEZ offers its employees the following incentives as recognition of their level of involvement in the overall performance of the Group
By ranking the Group s sustainable development commitments second among SUEZ s strengths, employees express their enthusiasm and their aspirations for dialogue and joint construction of the future.
PERFORMANCE REDISTRIBUTION INSIGHT LOCAL AUTHORITIES INDUSTRY EMPLOYEES REGIONS ENVIRONMENTAL CONSUMERS INVESTORS AGENCIES53
