Orano - Annual Activity Report 2024 208 4 SUSTAINABILITY STATEMENT Social and societal information Organization and role of labor unions at Orano Beyond the interactions described above, the exercise of labor union rights within the company is organized around a central body: the union section, and a circle of players such as the sector union representative (RSS) and the union delegate (délégué syndical). In compliance with the law, the labor union section represents the material and moral interests of its members, its purpose as a labor union. The primary mission of the RSS is to lead and support the labor union section. The main mission of the union representative is twofold. On the one hand, it represents employee demands to the employer. On the other hand, and this is what distinguishes it from the representative of the labor union section (RSS), it acts as the employer’s contact for collective bargaining, thus representing employees in this specific context. With a view to improving social dialogue within Orano, the position of union coordinator was created by the October 10, 2022 agreement on the creation of an Orano group union coordinator. Each of the four representative labor unions at group level may be represented by an Orano group labor union coordinator. In order to strengthen social dialogue and interaction with employees of the Orano group, some group companies have chosen to appoint local representatives through the SEC. Agreements in force Currently, 19 collective agreements govern labor relations within the group (excluding the CAFC agreement), addressing various themes such as inclusion, diversity, quality of life at work and teleworking. Most of these group agreements are implemented in companies and entities through action plans, allowing specific implementation and monitoring by local committees. Since 2018, Orano and the labor unions representing the group have implemented a proactive social policy promoting inclusion, diversity, gender equality and the professional development of each employee. This concerns the employment of persons with disabilities, gender equality, quality of life at work and teleworking. Through the agreement on gender equality, the group is committed to reaching more than 35% of female hires on permanent contracts and 40% on work-study contracts, with the aim of increasing the number of women in technical professions. It also aims to support parenthood and equal pay between women and men, by maintaining bonuses in the event of a change of position during maternity leave, and by guaranteeing salary growth in the year of return from maternity leave. The agreement also provides for an annual equal pay budget over the four years of the agreement, to compensate for any unjustified pay gaps between women and men at equivalent level of responsibility. Lastly, it promotes work-life balance by increasing the use of remote working during maternity, and by extending paternity leave by four days (from 25 to 29 days). With regard to the employment of persons with disabilities, the agreement promotes their recruitment and integration into the group’s entities. In total, nearly 700 persons with disabilities are included in the Orano workforce in France, 28% of whom are women. The employment rate in France was 5.6% at the end of 2023, almost double since the commitment to the policy in favor of persons with disabilities in 2007. The 2024 value is not yet available. The agreement on the development of quality of life at work concluded in 2021 reaffirms the principles enshrined in previous agreements since 2012, structured around six themes: work organization, labor relations, working environment, prevention of. hardship, taking into account the evolution of organizations, selfrealization and personal development. These three agreements - employment of persons with disabilities, gender equality, quality of life at work - were signed unanimously by the labor unions representing the Orano group. Lastly, teleworking introduced in 2012 is now the subject of a specific agreement signed at group level with the labor unions at the end of 2020, supplemented by 13 local agreements to adapt the provisions to the characteristics of the various activities. These agreements provide for up to 90 days of teleworking per year, with a minimum presence of two or three days in business premises, depending on industrial constraints. This allowance is increased for employees working from home for medical reasons, or for persons with disabilities or for employees recognized as caregivers. Surveys and measures to measure the effectiveness of the dialogue To support these foundations of Orano’s social policy, management has set up a number of surveys and measurement systems designed to update and continuously improve the support system: ● every year on March 1, a Gender Equality Index is published for companies in France with at least 50 employees. Most companies in the Orano group have an index greater than or equal to 87%, with the exception of three entities which have a result of 79 or 80% for a threshold of 75%; ● every two years, a diagnostic is carried out on the gaps between women and men in Orano; this assessment is carried out throughout the group in France by an external joint body (APEC). These results are shared with the group’s management and labor unions; and ● Every four years, a 50-question questionnaire is sent out to all employees with disabilities in the Orano group, to analyze the level of support and attention these employees receive from their manager or management, the relevance of the measures implemented by Orano and formalized in the collective agreement on disability, and the areas for improvement suggested by employees with a view to updating the agreement every four years. These surveys and questionnaires are in addition to the traditional field information reporting channels (managerial channel, attention and support by the human resources manager in charge of his/ her scope).
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